Strategically speaking, one of your most important
tasks is that of identifying and promoting individuals. In the extreme it is called succession
planning but it can be as routine as filling a supervisory position. In determining the best candidate to fill the role, what are you
looking at?
Some leaders look at the body of work that an
individual has accomplished during the time in their current role and make a
decision based on that evidence. When
promoting for a lower level position in which the individual may have a very
‘hands-on’ approach, this method of evaluation may be sufficient. The past will have an important imprint on results
so why take a risk on someone with less knowledge.
Other leaders look at the present. Who among different candidates is respected
by their co-workers and would be able to continue to motivate them despite the
sometimes awkward situation that arises when one becomes the ‘boss’ of former
associates? Many times the most popular
person is selected from the group so that the team feels a sense of
continuity. It also serves to confirm
that promotions from within are still policy.
In both of these situations the decision is pretty
safe. And if that is a reflection of
your character, these approaches are likely the ones that sit well with
you. But I want to offer a contrarian
thought.
Why not look to the future the next time you need to
promote? To truly differentiate your
company from the rest of the field may mean that you need to take some
risks. The ‘same ole, same ole’ may be
fine in the short term but it will be a hindrance in the long term.
Look at the potential that candidates offer. Who will not be satisfied with the status
quo? Who will stretch others outside of
their comfort zone to find new and better ways to accomplish tasks? Who has a vision for what might be possible
if only you were able to cast off the shackles of the past and present?
Clearly you introduce more risk choosing this option. But decisions always present a risk/reward
proposition. If you are truly leading
and not simply managing then looking to the future is imperative. And if you cannot stomach the prospects of
risk then the deeper question is ‘…are you the right candidate for the
leadership position that you hold…’
In today’s increasingly competitive world you must
strive to survive. The status quo means
that you are losing ground. Looking to
the past seldom moves the needle forward so look to the future, take some risk
and lead.
