A recent study revealed that while 41% of organizations recognize the importance of defining leadership requirements, only 8% actually define specific expectations for their leaders. Embed expectations for leaders into your business’ ecosystem. It won’t be of much value for leaders to know what is required of them if these expectations aren’t built into the company’s entire ecosystem. One way we hold our leaders accountable is through our team member surveys. Those who commit to being inspirational leaders and continue to hold their leadership positions demonstrate significant improvement in their scores the following year.
Key Takeaways:
- A recent study revealed that while 41% of organizations recognize the importance of defining leadership requirements, only 8% actually define specific expectations for their leaders.
- Once you figure out your ideal culture, you can provide your leaders with a list of principles that reflect and support it. For instance, Dell’s leaders are expected to thrive at these seven leadership attributes: optimism, humility, drive, vision, selflessness and good judgment, while building trusting relationships.
- Accountability can also necessitate hard decisions. Leaders who are identified as “uninspiring” are twice as likely to leave the company or transition to an individual contributor role within a year.
“Accountability is also a must. One way we hold our leaders accountable is through our team member surveys. Leaders who score at least 75% favorability from their teams receive recognition and are more likely to be promoted.”
