April, 2006
In his book, The Hero's Farewell, former Dean of the Yale School of Management, Jeffrey Sonnenfeld, classifies top executives into four categories of styles and describes their effect on their firms as they exit or relinquish leadership. The four styles are:
Only the Governor style executives can be counted on not to interfere or try to influence their successors' policies and tenure. The Monarch types can't tolerate competition for their roles, so they are likely to stifle internal talent and leadership development. General and Ambassador types, unwilling to let go entirely of their involvement and ability to influence, may intentionally or not undermine rather than support successors, especially if the firm needs a new vision or sense of direction.
How can firms deal with each of these styles of exiting leader, whether at the top or in the role of business unit or practice head? Here are my suggestions.
Sonnenfeld suggests that companies that have demonstrated success at developing senior executives spend much time and attention developing a specialized candidate pool with training, coaching, strategic initiatives and on-the-job experiences. Beyond their actual accomplishments, this potential senior level talent can be recognized by strong interest in learning, an unrelenting drive for self-improvement, a healthy appreciation of a motivated workforce and a relatively long-term view. These characteristics and the candidates' approach to professional development lay a solid foundation for leader transitioning which can be matched with the best leadership and behavioral styles for the situation.
As always, I encourage your comments pwhaserot@pdcounsel.com
For training, coaching and special programs on maximizing the potential of your organization and your young professionals, call Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549 or e-mail at: pwhaserot@pdcounsel.com. See www.pdcounsel.com/nextgen.html and www.pdcounsel.com/about.html. Now we offer compelling programs and transition planning services for senior professionals too.
© Phyllis Weiss Haserot, 2006. All rights reserved.