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The Consequences of Bad Leadership

StrategyDriven Business Politics Impacts Article | The Consequences of Bad LeadershipAn area of Buenos Aires nicknamed Villa Freud boasts the highest concentration of psychoanalysts per capita in the world. Even the bars and cafe?s have Freudian names, such as the Oedipus Complex and the Unconscious. Many of the residents are therapists, in therapy, or both. In fact, psychoanalysts are only allowed to be therapists if they are in therapy themselves. The requirement creates a self-perpetuating and ever-expanding universe of psychoanalysts and patients. It’s like an inverted – and unhealthy – pyramid scheme. Every new shrink is another shrink’s new patient, and the arrangement keeps both supply and demand perennially high.


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Reprinted by permission of Harvard Business Review Press. Excerpted from Why Do So Many Incompetent Men Become Leaders: (And How to Fix It) by Tomas Chamorro-Premuzic. Copyright 2019 Tomas Chamorro-Premuzic. All rights reserved.


About the Author

StrategyDriven Expert Contributor | Tomas Chamorro-PremuzicTomas Chamorro-Premuzic is the Chief Talent Scientist at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at University College London and Columbia University

Recruiting is Broken, Succession Planning is The Future

Yes, I realize that saying “recruiting is broken” may sound like something Donald Trump would say if he was in the HR business. But as inflammatory as it may sound, it’s true. Think about it. Is your recruiting process delivering, on a regular basis, the top-tier leaders that your company is desperately seeking? Most people that I talk to are telling me “no.” They’re not happy with the results that their recruiters are producing, or at the very least, they’ve come to terms with what their recruiters can realistically produce.


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About the Author

Michael TimmsMichael Timms is a management consultant, author and speaker specializing in organization and leadership performance and the founder and principal of Avail Leadership. Michael is also the author of the new book, Succession Planning That Works. You can learn more about Timms and his book at www.availleadership.com and connect via Facebook, LinkedIn and Twitter.

Do you have the next generation of leaders you need?

Anxiety is high among organizational leaders that as vital as a new generation of leaders is, many do not feel ready to promote talent.

In a recent survey by Korn Ferry, only 39 percent of those surveyed believed their organizations had the right talent to succeed in today’s changing global environment. One third did not feel their organization is ready to promote its talent at all.

With succession management so critical to driving a competitive advantage and securing a company’s future, what is hindering organizations from preparing for and feeling confident in their succession development efforts?

According to the same survey, based on responses from 100+ senior-level executives from 49 countries, the top issue detracting from talent management efforts is buy-in of a global talent management approach. Why global?


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About the Author

Andrés Tapia is senior partner, Leadership and Talent Consulting, Korn Ferry.

Leaving On Top

David HeenanLeaving On Top: Graceful Exits for Leaders
by David Heenan

About the Reference

Leaving On Top by David Heenan examines the exits of large corporate C-level executives; identifying the several actions common to graceful departures. David shares ten lessons from successful transitions including:

  1. Know thyself
  2. Know thy situation
  3. Take risks
  4. Keep good company
  5. Check your ego at the door
  6. Keep learning
  7. Stage your exit
  8. Know when to walk away
  9. Know when to stay put
  10. Start now!

Why You Should Not Buy This Book

Leaving On Top is a niche book focused on large corporation CEOs and celebrities. David makes no effort to translate his departure lessons to fit small company or below CEO-level executives. Furthermore, Leaving On Top is largely a series of stories and does not get to its departure recommendations until Chapter 12. While these are worth considering, David should have presented his ten points up front and dedicated a chapter to each lesson; providing the reader with specific, actionable insights.

Leaving On Top is too niche in its focus and too shallow in its content for most readers. If you are a large corporate CEO, we suggest you read only Chapter 12, an executive summary, or, better yet, call some of your successful peers.

Tactical Execution Best Practice 6 – Succession of Authority

StrategyDriven Tactical Execution Best Practice Article“You are not open for business unless you are ready to do business.”
StrategyDriven Contributors

Limited resources, personnel, financial, and material, are a constraining reality faced by every business. These constraints prevent leaders from executing on business activities and in some avoidable cases result in customers not receiving the goods and services to which they are entitled. In other instances, business operations cease altogether. While demand spikes cannot be perfectly anticipated, policy-induced limitations are fully avoidable and often inexcusable. An executable authority succession pan is one such mechanism used to avoid a policy-driven operational stoppage.


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