There are many things that can cause a leader to fail. One of those things, and one that is not often talked about, is lack of execution.
Holding a leadership position doesn’t automatically make someone more disciplined. Leaders may be superior vision casters but if they don’t have a solid plan to make that vision happen then their vision soon becomes clouded. If they do have a plan then they must also have the discipline to follow it. Many leaders don’t have the required discipline needed to execute their plan.
Leaders also sometimes focus on less significant things at the expense of the things that really matter. I’ve literally seen leaders who were more concerned about what’s on the buffet table at lunch than they were about the content of a meeting. Some things matter more than others and leaders who execute well can tell the difference between the two.
Another reason some leaders don’t execute well is that they don’t have the right people in the proper roles to make their vision come to life. Many leaders, perhaps even most leaders fail to realize the importance of placing people in roles where they have an opportunity to use their strengths.
A large majority of people within an organization are promoted because they were good at what there were doing before the promotion. The assumption is that because there were good in one role they will be good in another role too. That may be partially true but there is more to consider. Much more.
Let’s say a person was a particularly skilled customer service representative. You recognize that skill and promote them to a leadership role within the customer service department. Their customer service skills may still shine but are they also good at helping other people shine as well?
Your first level of execution may have been spot on. But if the people you put into leadership positions can’t help other people develop then your second level of execution is lacking. If you have potential superstar performers being “led” by people who aren’t truly leaders then your second level of execution is severely lacking.
If your future top performers are not being led by your very best leaders then you’ve not only missed the boat on execution you didn’t even make it to the dock. One of two things will happen when your future top performers are being “led” by non leaders. The first one is their star will simply burn out; they stay with your organization but their potential has now been tamped down to almost nothing. The second and more likely result of potential superstars not being developed by the people above them is that they leave your organization and go on to succeed somewhere else.
How long do you think an organization can withstand that type of poor execution?
Leaders who execute well are two or three or four steps ahead of leaders who don’t. They not only consider the consequences of their decisions they consider the consequences of the consequences of the consequences.
Successful leaders develop their plan and focus on the end goal to help themselves stay disciplined. They prioritize well and never let small things obscure the important ones. And most importantly, they grow their people on the way to success through solid execution with every level of their organization.
2 thoughts on “Leadership Execution”
I believe I know you well enough that assessment of progress and plan revision, unstated I think in this post, is very much part of “execution” as you envision it. Rarely do we know the the full story in making plans. And even in those situations, unforeseen and unpredictable things will occur and they must be Considered with plans revised as appropriate.