Strategic Human Capital Insights

Delivering Strategic Leadership: Turbo Charge Your Change Process

6/9/15 3:30 PM


In this continuously changing world, would you rehire your current leadership team?


If the world of work is changing, we can’t ignore how the role of the leader fits into this change and is evolving itself.  The leadership of yesterday and today may not have the necessary knowledge and skill sets to drive the business into the future.  It doesn’t mean leadership can’t.  It does mean that they will most likely need to be developed to use a new set of core competencies.  The role of the leader is CRITICAL to the organization and its success. This role requires a person who is both outwardly focused and inwardly responsive. Some required key competencies for the future are:

  • Vision
  • Risk Assessment
  • Creativity and Innovation
  • Critical Thinking and Problem Solving
  • Communication

Here are some questions to consider as you evaluate your current leaders to see if they are "upskilled" to meet tomorrow’s business challenges.

1. Is what you are doing now different from what you need to do in the future?

2. Do you have a business strategy which needs implementing quickly?

3. Do you know what behaviors will deliver success in the future?

4. Do you know the gap between where you want to be and where you are now?

5. Do you know what interventions you need to design to bridge the gap?

6. Do you want all your leaders to be as good as the best?

7. Do you want to align your potential with performance?

8. Do we want to be able to measure the behavioral change and the added value of your leadership investment?


If the answer is NO to any one of these 8 questions, then you perhaps need to have a look at the following process.  The 4 D's will help you identify where you need to focus your attention to make the most of your leadership development.

4_Ds


4_Ds_2

 

We would like to get your thoughts on the source of these leadership issues and the role that HR plays in your organization. Please submit your views in our survey to establish what you think HR should start with.

Take the Business of HR Survey>>  

Guest Blog Contributors:

Mike Smith is Director, Learning Transfer Solutions Global. He is passionate about ensuring that individuals become empowered achievers, HR has a strategic role in executive teams, and that businesses gain alignment and fast execution of their business strategies. His current company, LTS­Global, is dedicated to giving companies, trainers and consultants help to enable them to activate new learning. He can be reached at mike.smith@ltsglobal.com

Carolyn Dare is a Partner with Learning Transfer Solutions Global, a consulting firm that works in a systemic way to lead and anchor large scale change, transformation and performance enhancement initiatives in organisations. She is an accomplished virtual community designer, online facilitator, and website/online simulation developer. She can be reached at carolyn.dare@ltsglobal.com


Topics: Leadership

Posted by Joanne Flynn

Joanne Flynn

In 2014, Joanne Flynn founded Phoenix Strategic Performance, a strategic human capital advisory firm. Prior to this, Joanne was Vice President at Goldman Sachs for 10 years responsible for global learning and development. She then led the consulting practice of Phoenix Group International, a consulting firm specializing in global financial service. Joanne is now taking best practices from the people-intensive financial services industry and adapting those best practices to startup and growth businesses. She is a thought leader in the areas of strategic organizational alignment, organizational agility, human capital gap analysis, leadership challenges for the new workplace and transformation leadership.

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