A few years ago, I left the "friendly confines" of Deloitte & Touche to become a senior executive at a publicly-traded financial services company. I actually expected smooth sailing. We had been involved in some difficult, ground-breaking assignments at D&T. It was the most challenging years of my career and success was an important part of it. And so, why would it be any different in the future? Sure, I was prepared for cultural adjustment and for operating a business instead of a consulting practice. I was also ready for less resources to complete our work. What shocked me and threw me off stride for eighteen months was the talent gap and their questionable commitment to the work at hand. Success, I knew, was about having the right people in the right spots. I discovered we were not ready to "go on offense" because the skills were not in place. The job was in front of us, yet we lacked all of the skilled players to execute the strategy. Here's what I heard upon taking the job. The challenge is great and the opportunities are significant. The Shareholders and the Board are expecting improved results. The situation is ripe to "blow the competition away" and establish your "bloodline" at the company. But, it won't be easy. Your people will have to climb a series of steep mountains. Their competencies and relationship skills must be at their best to achieve the result. Sound familiar? Probably even more so today. Every day, you are being asked to do more with less. This operating philosophy requires highly talented people with leadership skills. Look around. How does your team stack-up? Are you confident that they have "the stuff" to make it to the top? Lofty goals require top talent. Look at your people. Can they do it? Or are you playing defense because the offensive ideas are not flowing? You may often ask yourself - "How do I assess whether I have the right players on the team?" In order to correctly determine the capabilities of your team, you need to look around for the evidence. As you are looking around, consider the following questions: Are you coming up short in critical skill
areas? Assess your current level of talent and do it now. You must have the critical skills for your team to scale the mountain top., and you will need those skills immediately. Do they have the commitment you have to achieve
the goals? If you are in the game with a total commitment, find out why some staff lack the same excitement. Enthusiasm creates momentum -- enthusiasm from everyone. Are they able to build relationships internally
and externally? So, look around. Are your people good at developing relationships -- internally and externally? Do they have people on the team who will support them during the difficult times? Are your people good at going outside the team to build partnerships? Is relationship-building an activity your people gravitate to? Are they developing alliances for the overall success of the team? As a leader, it is gratifying to tell "your boss" that a member of the team has a relationship with an important contact, or that we have developed close ties with an internal group which will be instrumental in achieving the sales targets. It happens because relationship-building is part of your team's beliefs. Do your people have enough passion to challenge
you? Look around. Do they share in your excitement? Do they turn you on with their enthusiasm? Are your people presenting other options for you to pursue? And are they trying to convince you about those options? Is there any cynicism on your team? Are they being "bone honest" with
you? You know when you are receiving the full truth from your people. And it brings a wide smile to your face. Full disclosure is the relationship you want with your people. Look around. Are you getting it? We have observed and learned much at ILA over the years. One principle that we wholeheartedly endorse is that "you win with people." Great leaders understand this principle and live it every day. Today, in these difficult times, hire highly talented people for each role and enable them in every way. Share information and give them the power and influence to make a difference. Do you want to know if you have a team that is able to stretch? Work through these six questions. Be honest in your assessment. Then, be prepared to take action. The results will speak words about your leadership. You won't regret it. You will achieve the reputation of being a leader surrounded by more leaders. Copyright 2001 International Leadership Associates |