Perhaps we don’t really “need” a new leader. Maybe we just really “want” it. Do you ever feel that way?
Change is inevitable. I know, that is so cliché. That doesn’t make it any less true. Leadership change is often needed when organizations have plateaued, been through a crisis, or leaders have taken themselves out of the picture for various reasons. In each of those cases, someone must take a hard look at the organization and the needs of all the parties concerned and select another leader.
What are some things that an organization should consider in selecting a new leader? Consider with me the following as a partial list of key skills, abilities, traits, or tendencies. It is not an exhaustive list by any stretch. But it may spur some thoughts and ideas as an organization moves forward with seeking and selecting new leadership.
They must possess Leadership Abilities– This one almost goes without saying. When selecting a leader, make sure they have demonstrated leadership somewhere and some place before you bring them into your organization.
They Must Demonstrate Past Performance / Results – When searching for a new leader, do your research. Check out the leadership candidate. Has he/she demonstrated strong leadership in the past? Do they get results?
They Must Realize That They Are Part of Something Bigger – Each of us is a part of a much larger organization. And we should consider that we are building something that is larger than our local organization and it should fit well with the larger organization.
They Must Show That They Have Learned From Past Mistakes – Everybody makes them. How does the leadership candidate show that they have learned from mistakes made in the past?
They Must Show That They Can Fit Within the System or Personality of the Organization – Does the candidate mesh with the organization’s overall system or personality? If not, you are destined for conflict.
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