(15 WAYS TO INDENTIFY BAD LEADERS EASILY); It’s important to realize that just because someone holds a position of leadership, doesn’t necessarily mean they should. Put another way, not all leaders are created equal. The problem many organizations are suffering from is a recognition problem – they can’t seem to recognize good leaders from bad ones. In today’s column I’ll address how to identify bad leaders by pointing out a few things that should be obvious, but apparently aren’t. If I only had a nickel for every time I’ve been asked, “is there a simple test that can quickly determine an executive’s leadership ability?” The short answer is yes, but keep in mind, simple and fast aren’t always the same thing as effective. There are a plethora of diagnostic tests, profiles, evaluations, and assessments that offer insights into leadership ability, or a lack thereof. My problem with these efforts is they are overly analytical, very theoretical, and very often subject to bias. That said, they are fast, easy, and relatively inexpensive. The good news is, there is a better way to assess leadership ability. If you really want to determine someone’s leadership prowess, give them some responsibility and see what they do with it. Leaders produce results. It’s not always pretty, especially in the case of inexperienced leaders, but good leaders will find a way to get the job done. In a previous piece entitled Looking For Leadership, I share a number of concerns about corporate America’s obsession over leadership assessments. There’s a not so subtle abdication of responsibility that has occurred as rationalizations take place around DISC scores, or justifications surrounding a 360 review are used to defend an ineffective leader. My question is this: what about real world tests? If your enterprise has trouble identifying leaders, or has a shortage of leaders, you don’t have a testing problem – you have a leadership problem. One of the primary responsibilities of leadership is to create more and better leaders. I believe it was John Maxwell who said, “there is no success without a successor.” Go ahead, test if you must, but paying attention to the following 15 items (listed in no particular order) will be much more practical, accurate, and effective. If your organization has leaders who fail to grasp the concepts outlined below, you may want to stop testing them, ranking them, and promoting them – instead consider developing them or exiting them.
Posted on: Fri, 29 Aug 2014 17:33:09 +0000
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