“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it” – Theodore Roosevelt
The key to the Teddy Roosevelt quote is to help executives with self-reflection. They need to have more confidence in their selection and management processes.
Frequently, in-person or online, folks hear me invoke the need for planning.
And of course, for execution.
The quote is a good example to break down the need of most businesses to reexamine how they are approaching each of those areas.
So, three critical questions for each leader to ask themselves as they begin the journey of 2017.
- What are you using to select new talent to your organization AND, what is your plan to develop them into valuable assets in your organization.This one may sound a bit simpler than it actually is. What criteria are using to assess the talent? Please do not say gut feel. Who makes critical long term investments off of gut feel? If you have been successful 99% of the time previously, then by all means proceed. But, seeing as how the average is just under 50%, you may want to reexamine what values and traits you are using to hire, especially with your all too important leaders. Then, examine what coaching you are providing for these valuable assets and their development.
- What are we using to motivate these key assets? After all, they are influencing the rest of our organization. Do they know the end goal? Do they know the plan on how to get there? Do they know what the head of the organization considers sacred, and most important to maintain?
The reason of course that I am asking these questions here, is that over 90% of the managers that we encounter do NOT know the answers to these questions. Do you think the people who work for them do?
- What process are we using to drive change? What will help us do it better this year than last year? What behaviors are we seeing change? What measurements are we using in this system? What possible obstacles will we face?
In the end, considering these three questions may help us pick good people to do what we need done, and summon the self-restraint to keep from meddling with them while they do it.
After all, why DO we feel the need to meddle in the work of our managers?
Is it because we are not confident in their capabilities that we hired them on? Do they not know the mission the way we do? Are we not adequately investing in their development?
Build the skills to be a leader who would make Teddy Roosevelt proud.
If you want your team to have the training to masterfully select new talent and develop them into valuable assets in your organization, we are ready to help. Call 312-939-5541 to set up a FREE consultation to work with your team or send a few key leaders to Shamrock Academy, February 22nd.
Shamrock leverages 26 years of leadership development experience to assist organizations in the transformation to effective leadership using unique, powerful, and PROVEN methods – methods created from data collected from 40,000 managers at 2,000 different businesses.
I’m John Casey and I bring 26 years of assessing and coaching leaders, to your organizations’ leadership benchmarking and transformation process to help your managers become highly effective LEADERS.
My heart, my research, and my experience are all in my work, and it shows clearly in my client interactions and their organizations’ leadership results.