The culture can really be the engine of such organization’s success or drive it to the obsolescence. Aligning the whole organization with a similar set of values and also beliefs is not a small feat and it starts and also ends with the leadership. The leaders set such organization’s direction and also expectations for the stakeholder’s experiences from the employees to the customers.
You should understand that leadership turnover may weaken the stability and also such strength of the culture. Every change in leadership increases such likelihood that unity around the shared goals and also standards will falter. About forty percent of the leaders, that include the internal promotions and also external hires, leaving prior to reaching the 18 months tenure, such is a really real threat to building and also sustaining your values and vision. What is more, such higher the level of the leadership the bigger the risk of failure as well as potential damage to the culture.
Having no established programs in place where the leaders keep on developing to reach the higher level of the leadership, such is not shocking that almost half of all those new leaders out there really stumble. Why are nearly half of newly appointed leaders would fail to make it more than a year and half in the new roles? According to research, those new leaders would fail because they are trying to lead in the ways which are not aligned with the culture and such is closely followed by that lack of teamwork with the peers and staff that is also directly attributed to such culture.
How can such organizations would set leaders up for the success to lead true to such organization’s core values and also vision? The main opportunity is to make and also enact such succession planning process which would develop the leaders both culturally and functionally. To such point, just thirty percent of the companies use the succession planning and just 20 percent of such group feel they do the succession planning in a proper method. It is very important to remember that succession planning would involve identifying the leaders with such potential for growth and also developing them for those new roles in order to preserve continuity of leadership and also allow for the stable growth of such organization.
A lot of the succession plans would stop at identifying the high potentials and also leave the development to chance. If the development is initiated, most of the time it would focus on just the top executives only. Also, this is not one formal system, thus development and also evaluation won’t occur on the established schedule. Such also lacks the quantitative ratings and also metrics which may be tracked and analyzed to know the gaps in leadership skills as well as the number of promotable employees through position.
To support the leaders best and also to build that cultural alignment, the leaders may be developed with those succession plans with the use of the leadership model that is built on the cultural values of the organization.