Why do new CEO's and highly sought C-Suite executives leave in less than two years?
Despite the long searches, multiple interviews and a promising 100-day plan, few companies consider the impact of culture on an executive's transition. Although this problem is well-known, I would venture to say that many organziations, public and private, don't provide an on-boarding program for its new CEO or key executive so that they can overcome these cultural barriers and improve their chances for success.
Yet, the most powerful resistence to change lies within the culture and, quite frankly, the culture usually wins.
What are the expectations of the Mentor? ... of the Emerging Leader?
Three trends affect the answers and whether or not Mentoring is even possible and worthwhile to pursue:
1) Mobile and virtual communications are minimizing face ot face dialogue and, in doing so, decreasing our exposure to non-verbal communication, which can deliver up to 80% of the message to a mentee
2) Contract labor does not support mentorship or long-term employees
3) By 2020+, over 50% of the workforce will be working from home, further minimizing face-to-face connection, opportunity for mentoring, and dialogue.
Leaders must inspire their followers to believe in their vision in a such a way that the followers are self-motivated to follow and recruit others to their cause or mission. If a leader cannot nurture their followers, he/she will be standing alone wondering what happened, which is what happens when leaders catch "CEO Disease". Such CEO's isolate themselves, curtail connection with their followers, and fail to remind people why they are there.
Emotional Intelligence (EQ or EI) is about connection. It's about the strategies leaders choose to connect with people in building effective relationships. The power of EQ lies in knowing that you have a choice, are willing and capable to move in a relationship that makes sense for both parties.
In our interconnected world, companies and individual leaders must have the flexibility and capacity to change - that is to Reinvent. A critical requirement in managing this change is the ability to be Resilient - that is having the capacity to reestablish function and avoid long-term disruptions. Without this ability, it's difficult to reinvent organizations, lead, and build effective company cultures that can assimilate change.
Some people like to state that "the culture always wins". We agree. But we must also recognize that "out-of-date cultures" can and have led to massive failiures. So a key leadership challenge is to reinvent organizational cultures as well as our leadership presence.
ROLC assists individuals, teams, and companies in developing their professional skills to make these rapid organizational transitions successful by offering "Connection Workshops" that help build Emotional Intelligence, Trust in Relationships, and Resiliency.