When was the last time you updated your management style?
This is an issue for the future and for the succession of a company’s success in moving towards the future. Some managing aspects remain timeless; however, the hierarchical, inward-focused leadership style that defined the 20th century is nudging us to get real.
Companies are beginning to face the chasm between the perspective practices of their current leaders and managers and the reality of managing today and in the future. The business landscape is at best uncertain and ambiguous. The Leaders of today and tomorrow need to adapt to a leadership style based onexerting influence based on values; to develop managers who question the status quo and revisit their own personal and long-held assumptions about leadership, management, business, and success.
Management staffs operate best with flexibility, able to manage in the shifting landscape of trends that impact their company’s ability to grow. Assumptions need to be revisited.
Leaders must commit to the training/development of their management staffs. With the ever shrinking labor pool, organizations need to take steps now to identify strong leaders, to provide the appropriate development opportunities for them. Consider positioning management development as a prerequisite to growth within the organization.
Start your planning by:
- Analyzing your workforce
- Projecting management needs into the future.
- Identify the gaps between current management skills and future needs
- Create a management development plan
- Create a succession plan
- Include a contingency plan
A successful business is usually rewarding and challenging. Success comes from focus, discipline and perseverance and with leaders that facilitate change and encourage desired behaviors. Your goal is to LEAD BY EXAMPLE.
Author: Robin Noah, Executive Coaches of Orange County, www.ECofOC.org