There is no one profile for a successful leader. A strong leader has the ability to instill the vision of the company to others and achieve the goals of the organization. How do you identify the leaders you need to meet the challenges of today and into the future? And once you do, how do you build a team around them?
Companies need to have the leadership that aligns with the needs/goals of the organization. A leader in a mature market will be very different from one in a start-up environment who thrives on high risk, high reward and lack of systems and structure. When that goal is rapid growth, you need to have senior leaders that thrive on change, can take on moderate risk and like to build organizational structure. The team around them needs to give stability and process to the rest of the organization.
Using a behavioral assessment tool can help take the guesswork out of assembling a leadership team that can bring about rapid growth. The data provided will identify those who are energized by dynamic growth and change and those who do better implementing and supporting the growth.
Love the following article, Are You a Change Leader? by Jim Canterucci. The levels of change leadership, based on behavioral competencies not KS A’s is great. On the side bar of his blog he states “It’s important for change leaders to understand the need for change and demonstrate a high tolerance for ambiguity.” This quote alone paints a very specific picture about people. People who are naturally risk averse, like “traditional” proven methods and need structure and the known…don’t necessarily fit on the ambiguity team.
MANAGING SMARTER 