How to develop a new senior leadership team.
28 Aug 2009
There are a number of key aspects to consider when looking at how to develop a new senior leadership team. This starts with understanding the nature of the organisation, the business and the external marketplace within which it operates. Who are the customers and suppliers, who are the competetition or is it in a monopoly situation or secure Government regulatory environment?
Also where has the organisation come from, where is it now and crucially where is it going? These are some of the broad external context items to consider before going on to look at the internal factors.
Who made up the previous leadership team, what has changed, who has changed and why? What is the make up of the new team and who in particular is the leader of the team and what does he or she stand for- what are their basic beliefs and values? Who are the other personalities in the senior team and what is its overall structure and key relationships that exist.
Having established the overall shape, relationships and structure of the team we then need to consider what is changing and what needs to change. This can be done by helping the team to develop their vision and values for the organisation and to compare this to the current reality of the organisation. Clarifying what needs to change in the culture or "way that we do things around here" is important.
A business plam and strategic action plan should flow out of this with responsibilities being assigned to specific individuals in this leadership team.
Some time and attention needs also to be invested in the relationships, skills, behaviours and attitudes of the senior team members in order to achieve alignment of work and objectives to achieve the one team goals and to set set a good roel model example to the rest of the organisation. Agreeing a prefered leadership style, behavioural competencies and two way communication flow of the vison and values to and with the rest of the people in the organisation will aid the involvement process, understanding and committment of all staff. Spending time clarifying the cascade process of objectives and the people appraisal and development will help the efficiency and effectiveness of this leadership teams impact on the organisation.
In a future article I will look at some of the tools and techniques to help aid this process.
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