As the business environment has become much tougher over the last year, many executives are finding that the leadership styles that worked well for them during the good times now seem to be missing the spot. They are facing a new and often quite unfamiliar set of challenges. At the same time, senior teams are finding that as resources are slimmer they have to find different, more effective ways to work together.
“Now more than ever, it is essential that people who run companies and other organisations are equipped with the full range of competencies,” says Nigel Bates.
“CEO’s need to be confident that each of the managers in their teams has well rounded, flexible leadership skills and can play their part in seeing the business through this difficult period for the economy.”
A natural response is to replace executives who are seen to be underperforming. However, this can bring with it considerable disruption, distraction and expense at a time when it is least needed. Development of people who are already in place can avoid all this, but how do CEO’s know who amongst their teams really has the necessary potential and what form of development would be best in each case?
This is where Spindler’s consulting team can help, and at a cost that often turns out to be much lower than the overall expense associated with replacement of senior executives. Our sophisticated assessment service brings together occupational psychology and evidence based benchmark interviewing to give a rapid, objective view of individuals’ strengths that can be built upon, areas that can be realistically developed and career potential. Where appropriate, we can then go on to provide coaching to individuals or complete teams.
“Often it is clear that external recruitment is the best route forward,” says Nigel, ”but not always. Other options may be available. The trick is for CEO’s to be in possession of high quality information that will enable them to make the right decision.”
