Assessing the Talents of Your Leaders Is Critical
As we begin the new year, most CEOs and C-suite executives are thinking about how to strengthen the leadership team and management to best execute on strategy. Some leaders may have the gene that inspires them to naturally keep learning about the world and how it will impact their credit union. But many don’t have that gene, and it’s up to CEOs and senior executives to determine how to insert that gene into people and see if they can change their behaviors and begin to get seriously engaged.
If you are planning for growth, it’s important that you assess the talent and capacity of your existing leadership team. Many CEOs forget this critical review process. Long-term value creation can only be sustained by a team of people that understand the importance of learning and a work ethic. Don’t fall into the trap of getting too comfortable with your existing people if you really believe you have an opportunity to introduce new products and services. An example in my mind is the depth of technological understanding and its linkage to member satisfaction. Based on the speed of change, talent acquisition in this one discipline is a huge differentiator.
CEOs play a major role today in setting the tone that employees will take their cues from. Here are a couple of dots that can serve as early warning indicators. If your team requires a 20-page PowerPoint for each conversation, you will never cut to the chase and get to the real core member imperatives.
Senior leaders have to have character to only reward behavior that is clear, concise and allows people to make better decisions, faster. Really effective CEOs ask incredibly focused questions that are designed to allow themselves to learn and to collaborate. Asking direct questions requires thinking and a culture of courage and confidence.