Leadership capability


Leadership capability

Our enterprise capability solutions are designed to ensure that culture and strategy instead operate in synchronicity within your enterprise. 

One of the biggest challenges that organizations face is the increased pace of change and complexity in the operating environment. The role of leadership has become critical in enabling organizations to execute strategy and navigate these challenges effectively and sustainably. This means that building leadership capability beyond individual leadership capacity is imperative to equip organizations for the future.

Leadership is one of the most important building blocks to creating a sustainable organization that can adapt to challenges and rally people to its purpose.

The fundamentals of organizational leadership capability

There are some fundamentals that can be applied to embed this approach and perspective:

  1. Strategic alignment
    Strategic intent should always direct organizational leadership requirements, now and in the future. What is trending externally might be a good reference point, but without defining how leadership enables the achievement of organizational strategy, it is unlikely that leadership efforts will translate into much value for the organization.
  2. Defined leadership requirements
    Leadership requirements should be clearly defined. Once there is an understanding of the organization’s needs, be explicit about what is needed from leaders to deliver on strategic intent. Having a defined competency framework supports the identification, development, and deployment of leadership where it adds the most business value.
  3. Leadership at all levels
    To ensure a healthy and ready leadership pipeline, define leadership requirements at each level. What do we need leaders to learn and let go of as they progress in the leadership pipeline? Regardless of the type of pipelining or leveling approach, keep it simple and ensure there is enough differentiation to direct development and career paths.
  4. Include your specialist pipeline
    As we see the world of work changing and emergent career trends, access to specialist skills are increasingly the differentiating factor for successful organizations. For organizational sustainability, specialist skills should be considered as part of broader leadership capability and what expectations of specialists are at all levels.
  5. Understand leadership capacity
    Once requirements are clear, understand the current leadership capacity through measurement that provides both quality and valid data insights.
  6. Aligned leadership development
    Enormous effort and budget are spent on leadership development. Understanding the collective strengths and gaps in your leadership capability is a powerful way to align leadership development to where it will add the most business value.

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Building capability

Building leadership capability should rightfully be prioritized on the business agenda. However, context is key. What good leadership looks like at the individual level is arguably irrelevant if it is devoid of the organizational context and challenges. Simply put—for leadership to be effective, there must be clear alignment between what we expect from leaders, with what we need to be good at as a business and why it exists. In the words of the chess prodigy, José Raúl Capablanca,: “In order to improve your game, you must study the endgame before everything else”. And in the case of leadership capability this could not be more true.

Talk to us to explore how we can support your organization in your journey!