You own, run or lead an organization, and you realize you may not have what is required for the volatility, uncertainty, complexity and ambiguity (VUCA) of your business environment. You have questions about how you're going to sustain and even grow. What is needed to grow yourself and the business? Who will be your successor? What is needed to retain your top potential / emerging leaders? What is need to retain your high performers? How will business achieve sustainable excellence?
You wonder, “I’m spending more time 'in' my business vs. working 'on' my business”. You're not sure where to start. The questions seem endless. You simply know that you want to keep moving your business forward and planning for success. The first place to start is with your existing talent base.
I worked in small start-ups and multi-national organizations. It doesn’t matter the size, the concerns are the same. For the organization to succeed, you need to identify, develop, and retain top talent.
I once thought I was the professional who would be groomed and retained. My leadership teams were too focused on the short-term goals to think about sustainability. How many good people are lost when leaders don't focus on their key resource; their workforce?
Are you ready to invest in your people? Who are your high potentials, your emerging leaders? Consider what your life might be if:
You can take a day off without being attached to the phone and the business is growing
You know your high potentials/emerging leaders are being developed for new growth opportunities and staying with your organization
You are confident you can move into a new position and someone well developed is ready to take over
Are you in one or more of these situations?
You don’t have leaders with sufficient maturity to handle the VUCA world you operate in
You can’t move into a new position, because no one can do what you do
You miss growth opportunities for your business because “you” can’t cover them all
Let’s discuss how to create a culture where you develop your leaders and your organization thrives.
Do you believe it will work itself out in time? Consider this, “Dissatisfaction with some employee-development efforts appears to fuel many early exits. We asked young managers what their employers do to help them grow in their jobs and what they’d like their employers to do, and found some large gaps. Workers reported that companies generally satisfy their needs for on-the-job development and that they value these opportunities, which include high-visibility positions and significant increases in responsibility. But they’re not getting much in the way of formal development, such as training, mentoring and coaching – things they also value highly.” - Monika Hamori, Jie Cao and Burak Koyuncu, Harvard Business