You’ve probably seen it...
An eager and hungry young leader rising through the company ranks, chasing the coveted title of authority and status, only to get to this “pinnacle”, and completely let go of the gas, kick their feet up, and press autopilot as they coast forward.
Maybe you have someone in mind.
The rise to leadership can sometimes be perceived as the pinnacle of success. Who hasn’t had those thoughts of achievement and success right?!
The temptation of title, status, and clout can get the best of many, but for company leaders who succumb to the allure of the "I made it” mentality, stagnation becomes a lurking threat, capable of stifling growth and innovation within organizations.
This is on decision-makers to recognize the warning signs and take proactive steps.
Maybe you read some of the identifiable pitfalls and traits in our previous blog, Navigating the Minefield: Steering Clear of Common Leadership Pitfalls and you fear a bigger leadership problem is brewing.
Maybe you’re thinking of someone now.
You’re shaking your head at the thought of John down the hall who’s really let his role get to his head, or Nancy around the corner who you have been noticing consistently clocking out early and slacking on meeting her goals.
So how can you start to address this?
Here are 5 Ways to Identify Your Bottleneck and Implement Positive Change
1. Have a Conversation:
Before implementing any formal evaluation process, simply start with a chat.
A conversation can go a long way and will show that you care about the leader enough to see them pointed in the right direction.
This conversation serves as an opportunity to outline observations and expectations required for the role. In many cases, they may be unaware of any issues or shortcomings and simply need clarity and guidance to turn things around.
Everyone needs a swift kick in the ass from time to time!
Ultimately, this initial conversation may be all you need for positive change and will empower your leader to take ownership of their performance and make necessary adjustments to meet expectations. Chances are, they will respond positively and demonstrate a renewed commitment to their role and responsibilities.
2. 360-Degree Feedback Surveys:
Now, if you’ve already had the conversation and find that maybe this particular person is sly and manipulative enough (which are not good signs) to tell you one thing, but is doing another, then you should begin incorporating some other keys of due diligence.
Get the facts! Don’t simply go off of emotion.
Hey, I’m all for moving fast when it comes to a stagnant or toxic leader that could cause greater ripple effects throughout the organization, but let’s just say you do not have enough proof and they are doing just enough. Let’s look at other resources to dig into.
Another powerful tool for in-house evaluation is the implementation of 360-degree feedback surveys that can also be used for candid performance evaluation of a stagnant leader.
By soliciting feedback from their peers, subordinates, and direct supervisors, you can gain a candid view of the performance and leadership effectiveness of the person in question.
These surveys provide valuable perspective into areas of strength and opportunities for improvement, enabling leaders to identify blind spots and get clearer insights.
3. Walking the Front Lines:
The tried and tested method for many!
To truly understand the challenges and opportunities facing your organization, you must be willing to roll up your sleeves and get down in the trenches.
And as you may know, this isn’t just a “tool” to use when you have a problem.
By spending time on the front lines, you gain firsthand experience of day-to-day operations, employee interactions, and customer experiences. It’s a really excellent way to leave a great impression as a business owner or company executive.
This hands-on approach not only fosters empathy and understanding but also enables you to do what you set out to do: identify inefficiencies, bottlenecks, and areas for improvement that may otherwise go unnoticed.
4. Nine-Block Analysis:
This is a very candid and insightful activity to be done in open discussion by the direct supervisors to the stagnant person in question.
To gain deeper insights into leadership potential and performance, you can implement a nine-block analysis. This method evaluates leaders based on two dimensions: their current performance (x-axis) and their potential (y-axis).
By assessing leaders across these dimensions, you can also identify high-potential individuals who may benefit from targeted development opportunities and stretch assignments. These are your next-in-line so lean into them to expand their development!
And on the flip side of that, you will have a clear view of those who are underperforming, stagnant, and have low potential for growth. This is where a follow-up plan of action for performance improvement should take place.
This assessment not only provides a comprehensive view of leadership capabilities but also informs succession planning efforts, ensuring that you and your organization are equipped with the right talent to drive future success.
Give it a try with your team!
5. Invest in Leadership Development Programs:
Finally, you must prioritize not only your own personal and professional development, but as well as that of your team.
I always like to say ‘there is only so much you can learn within the four walls of your organization’ so expanding your leadership development is critical for growth. You don’t know what you don’t know.
Investing in leadership development programs, workshops, and training initiatives not only equips you with the skills and competencies needed to grow and outperform in the marketplace, but also empowers you to mentor and develop the next generation of leaders within your organization.
As John Sculley said of his challenge with Steve Jobs early in their relationship, “I wanted to see how well he could take coaching…[one of the brightest people I’d met]. I gained a sense that I could be a teacher to a brilliant student.”
This is the beauty of leadership evolution. It is always growing, always expanding, and the challenge is always how to continue pushing the needle, even with those who are great.
In conclusion...
Throughout the journey of leadership, the "I made it mentality" can be a pitfall, leading to stagnation and complacency. For organizations and company decision makers, this could be a recipe for disaster that spreads. Yet, imagine the future possibilities when you recognize these signs within your organization and take proactive steps to break free from the bottleneck.
Picture the untapped potential that lies on the other side as you reignite personal and team growth, and propel your organization towards the next level of success.
Through intentional conversations, 360-degree feedback surveys, and investment in leadership development, you, as a company leader, hold the tools to foster continuous improvement and spark innovation for future growth.
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