Building a high performing team in any sphere of life, requires an understanding of people, their attributes and how they engage with others, both inside and outside of the team. It’s a delicate balance of `hiring the right skillsets and personalities, coupled with a strong motivational drive aligned with the corporate agenda. Often construed as both an art and a science, team building can be a complex matrix of strategic planning, executive assessment and leadership coaching. On an individual basis, a great deal is expected from leaders and when hiring executive talent, organisations strive to find ‘the perfect person’ who ticks all the boxes. The reality is that often, whilst an individual might come close, this ‘perfect leader’ rarely exists and failing to hire exceptional talent on the basis that they don’t meet all criteria, can result in lost opportunity. A leadership team should be comprised of a driven, talented pool of professionals, each who bring complimentary skills to the table. One leader’s strengths, may be another’s growth area, hence why building a high performing team is akin to a delicate game of chess, in which different characters complement one another, united in a common goal.
There are a few foundational ways in which organisations can further enable a strong, effective leadership team.
Activate leadership assessment and coaching
At Omera Partners, we’re seeing organisations increasingly look to outsource their leadership assessment and development, as they evolve their leaders and their culture.
Leadership assessment allows organisations to apply evidence-based rigour to the growth of their team. Executive coaching can be complemented by psychometric assessments and other forms of assessment in order to enrich each individual’s self-awareness and ultimately how they can more effectively contribute to meet the strategic imperatives, culture and growth aspirations of an organisation.
Unlike training, coaching focuses on providing individuals with insight and behavioural change – designed to guide towards new discoveries, innovation and transforming development opportunities. Executive coaching has become a regular part of corporate life, with most organisations understanding the value to both customers and employees. A high potential leadership team is one in which the group dynamics are balanced, and individuals are enabled to lead with purpose, awareness and clarity.
Executive succession planning
Executive succession planning looks to ensure the future strategic needs of the organisation can be met, by implementing robust frameworks to assure business continuity when existing leaders leave or retire. The transition of one CEO to another, is a noteworthy and critical moment in the history of an organisation. Working with both boards and leadership teams, a key driver of succession planning is to create a framework which improves capability, manages risks and explores the human capital landscape both on a group and an individual level.
It’s an exercise which requires in depth analysis, testing and interviewing, and is one which helps to develop the relationship between the board and the executive leadership team. A unique and tailored approach is key to successful planning, and provides the opportunity to nurture high performing talent, secure in the knowledge that their diversity, capability and motivations are on track, to lead to success.
For advice on Leadership Advisory, Assessment or Executive Coaching, please contact Catherine.