August 2008
Well-regarded leaders are often the last to realize that their best is behind them. The emotional connection these leaders have with their work, in addition to their drive to address challenges and overcome obstacles, can blind them to the reality that the lifecycle of their effectiveness and impact is coming to an end. There are vital signs that point to this predictable decline in contribution.
- Board members and colleagues seem increasingly more focused on a leader’s weaknesses as opposed to strengths. Sidebar conversations happen more frequently, and less direct dialogue is brought up in team meetings because the team knows that concerns get recognized but not acted upon.
- The initiatives and strategic investments the leader is championing do not seem as clearly aligned to emerging issues and challenges of the organization and may have even become a bit predictable. The result is less enthusiasm and more pushback from direct reports and other key stakeholders.
- The intensity and clarity of mission that was a vibrant component of their leadership has been less evident in recent months. Numbers that matter most to the organization are slipping; and the explanations presented, though justified and understandable, are being requested more frequently and circulated more broadly.
- Recent reorganizations have taken away budget, reduced span of control, or maintained a title but resulted in a less strategic role. Requests to head up special projects, deliver key presentations, or simply offer perspective and advice have dwindled.
- Some of the strongest contributors within their organization are migrating to other divisions or leaving the company unexpectedly. These departures may appear logical, but also could be a statement of action rather than a voice regarding a decline in departmental or divisional leadership.
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The presence of several of these vital signs points to the reality of the leadership lifecycle. The fundamental reality for all leaders is that the emerging challenges and future vitality of the organization ultimately dictates the tenure of a leader. Aware leaders read the signs, have frank discussions with a few confidants, and take appropriate action to explore their options. Less aware leaders often escalate their involvement and aggressiveness to overcome the mounting obstacles, and in doing so, may actually accelerate their exit from the organization.
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