Leadership Advisory

Organizations need an effective, cohesive, talented leadership team to succeed. A company may have a great strategy, but that strategy is only relevant to the extent its leadership team can execute the strategy. A company may have important physical assets or intellectual property, but those assets will waste away without skilled leaders who can maximize their value. Capable leaders, who are effective and productive in their jobs, are essential to an organization’s success.

In today’s competitive market environment, executives are expected to handle more responsibility with fewer resources. They are working longer and harder, yet their work is increasingly subject to forces beyond their immediate control.

Few leaders have perfected the skills necessary to meet these grueling demands and to excel in their jobs. As a result, stress and frustration lead to lower morale and eventual burnout. Since productivity remains at a reduced level, your organization ultimately suffers.

Power Charged Consulting® helps organizations build strong leadership teams in five specific ways:

Executive Assessment – evaluate executives against the skills and experience needed for key executive roles, identifying relative strengths and weaknesses.
Leadership Development – prepare a development plan for executives to gain the skills and experiences which they currently lack but are necessary for success in the position.
Retention Strategy – create a proactive plan to keep valued leaders and employees engaged at your company on a long-term basis.
Succession Planning – identify internal and possible external candidates for key positions; determine how internal candidates can be groomed to transition into higher roles.
Onboarding – ensure that leaders joining your company are well-positioned to start their roles successfully by providing access to critical information and exposure to key constituents.

There are six key elements of success in developing an effective leadership team strategy:

Plan for the Future – consider not only the skills needed to be effective in the position today, but also the skills and experiences that will be necessary for success as your organization evolves over the next three to five years.
Cultural Fit – if there is a cultural mismatch between a company and an executive, the relationship will ultimately not work. Cultural fit entails finding people who share your company’s values and workflow style; it's not about promoting homogeneity. Consider what aspects of your company culture you wish to change, but also ensure that your leaders mesh well with your culture.
Diversity and Inclusion – diverse teams with individuals from different demographics are more effective because of the wider variety of perspectives and ideas that get generated. As you build a leadership team, actively foster diversity by including members from different backgrounds.
Create Buy-In – solicit broad participation (Board members, executives, direct reports) on the essential factors necessary for each role. Avoid potential disagreement later about the criteria used to evaluate executives and their development.
Over Communicate – when undertaking leadership evaluation and development, communicate extensively with key executives so that they understand the purpose and objectives of the initiative. You don’t want organizational leaders to make incorrect assumptions about your intent and worry that their positions may be in jeopardy.
Development Planning – no individual will be perfectly matched to their current role. Identify the development areas for each member of the leadership team and create a purposeful plan on how each person can gain needed skills and experience.

To learn more about how Power Charged Consulting can help your organization build an effective leadership team for today and the future, please contact us.