Have you ever heard the comment..."oh, he's a weak leader." Maybe you've said it yourself. Candidly, I have too. Ouch.
We all talk about...or should talk about...setting proper expectations with our leadership teams.
What should they focus on?
Where should they put their development time?
How will their success be measured?
What can they expect from us as their senior leaders?
Friends, I've heard these questions asked for years, literally. Yet somehow they keep coming up again and again. How is that possible? In some instances I've been exposed to sophisticated onboarding and leader pathway processes. In others, I hear the tired excuses of leaders who want to do well, but just don't know how to be effective.
I'm convinced the secret to weeding out the failing leaders is simply to hold them accountable. Be firm and fair. But, they must be held accountable.
Here's the tricky part...most of these leaders believe they are doing a good job. They have convinced themselves they are above the fray and untouchable. Imagine their shock when they are provided coaching that does not continue to inflate their already overinflated egos?
How About You
What is to be done when a leader is struggling? Do we...coach them....have an off-the-record pep talk with them...fire them...hmmm?
How about we step up and handle it directly? It's harder this way, but you can do it. Oh, and it's also the "leader" part of leadership.
I'd love to hear from you.