One of the six areas included in the Sustainable Future Audit tool we have created is that of leadership retention and recruitment. Leadership is essential for sustainability; without it, your organization has no future.
Too often, unless the leader is failing or generating conflict, he or she can be taken for granted. So, as part of the audit, it is worthwhile to pause and assess how your organization is supporting its current leadership.
At the same time as sustainable organizations attend to the retention of effective leaders, they also are proactive in establishing a process of succession. As you look at your situation, ask yourself these questions:
- Do you anticipate needing the same qualities in your leader or will changing circumstances call for a different configuration of talents and skills?
- If you anticipate changes, who do you already know–either in your own organization or working elsewhere in your field–that you want to bring on board as a leader?
- What fresh ideas or alternative approaches could someone new bring to your group?
- What features of your organization will attract the kind of leader you desire?
- What do you need to put those characteristics in place?
Paying attention to these questions on an ongoing basis puts you in a position of readiness when the moment comes for change in leadership. As those moments arise, The Reid Group can help you in your process of identifying and securing a new leader.
One of the six areas included in the Sustainable Future Audit tool we have created is that of leadership retention and recruitment. Leadership is essential for sustainability; your organization has no future.
Too often, unless the leader is failing or generating conflict, he or she can be taken for granted. So, as part of the audit, it is worthwhile to pause and assess how your organization is supporting its current leadership.
At the same time as sustainable organizations attend to the retention of effective leaders, they also are proactive in establishing a process of succession. As you look at your situation, ask yourself these questions:
· Do you anticipate needing the same qualities in your leader or will changing circumstances call for a different configuration of talents and skills?
· If you anticipate changes, who do you already know–either in your own organization or working elsewhere in your field–that you want to bring on board as a leader?
· What fresh ideas or alternative approaches could someone new bring to your group?
· What features of your organization will attract the kind of leader you desire?
· What do you need to put those characteristics in place?
Paying attention to these questions on an ongoing basis puts you in a position of readiness when the moment comes for change in leadership. As those moments arise, consider whether or not you could use the assistance of The Reid Group in identifying and securing a new leader.
