Leadership failures and business education
Is it that business education is failing to equip leaders with the right skills or is it that so many leaders neglect their own professional development once they become a Chief Executive ?
A number of recent scandals in high profile organisations in the public and private sector are evidence of a failure of leadership which some commentators claim is just the tip of the iceberg. They suggest the reason for this is the number of CE’s whose out dated business education simply doesn’t equip them for the changed environment their organisation operates in. These old school leaders don't have time for compassionate management, have not moved beyond recruitment targets when it comes to heading up a diverse work force , focus on financial goals whilst ignoring social responsibility and treating sustainability as a luxury. They would dispute the argument that a CE should lead with a moral compass instead making the case pragmatism and efficiency.
I don’t accept this is due to MBA courses failing to keep up and stay relevant as some commentators have suggested but evidence of a tendency for CE /leaders to neglect their own professional development. ( A view supported by resent research findings following a survey of CE’s ) . Never the less it still leaves you with the problem of how do you tell your chief executive they need to open themselves up to new learning, challenge some of the assumptions they hold dear, and recognise the role of CE has changed and is no longer limited to strategy and the ability to articulate a vision.
Having sensitively raised the subject of on going development needs for all senior managers where would you direct your CE to help them keep up with current thinking on issues like Ethics and values- How CE can lead with a moral compass. What Corporate Social Responsibility can do for issues like recruitment and retention especially in areas where there is a skill shortage. What a culture of compassionate management can do for productivity, performance and absenteeism. Perhaps this would also be an opportunity for the CE to review the organisations approach to EDI in the knowledge that other organisations have switched the emphasis to inclusion and are reaping the benefits of reduced turnover and a “ happier “ workforce.
Links with the local university business school could provide seminars or group led discussions for the leadership team on these topics as part of keeping up with current thinking and best practice.
However you might find that resistance is more easily over come if instead of trying to persuade the CE they needed to pay attention to their development needs you suggest HR would benefit from an independent review to identify where and how it needs to keep up to date and best support the organisation. Starting with an interview with the CE and members of the leadership team. The CE will no doubt ask for a briefing note prior to their interview in which you can advise that the areas likely to be covered are Ethics and extent to which a CE can lead with a moral compass, the role of Corporate Social Responsibility in a modern organisation, the organisations approach to EDI and the style of management they model. That should creat the receptive climate you are seeking.
Blair McPherson former director author and blogger www.blairmcpherson.co.uk
