Essay It’s Not The CEO, It’s The Leadership Strategy – Management Assignment Help

Assignment Task:

Task:

Let’s face it. CEOs come and go. But leadership, if developed in a comprehensive way, endures.
In the last few years we’ve seen new CEO’s at Yahoo, HP, Apple, and other prominent companies, and in each case we watch to see if the CEO can “pull it off.”

Well, while the CEO is a very important person, our research shows that enduring business performance is really driven at much deeper levels: a focus on leadership strategy. Long term business performance comes from leadership culture and careful and continuous development of leadership at all levels. It’s not all about the CEO.

In this research we looked at hundreds of companies over the last few years and correlated their business performance to a variety of different people and talent practices.
After looking at many talent management practices (including the purchase of expensive software), we found that a company’s level of maturity in their leadership development has a greater impact on their long term business performance than almost all else. And this impact transcends changes in the CEO.

Let me share some of these findings and best practices.
1. High-Performing organizations directly link leadership strategy to business strategy.
Regardless of who the CEO may be, operational execution takes place at the mid-level and supervisory level. When these individuals are well aligned, coached, and trained, the business thrives.
High-performing companies understand this, and they build a leadership development program which uniquely trains, supports, and selects people who drive their business’s strategy. By doing this, they build execution into the culture.

2. High-Performers develop leaders at all levels.
High performing companies understand that execution takes place at the grass roots level. It is the line managers, supervisors, and middle managers who make things happen. If the CEO doesn’t push his or her leadership strategy down effectively, it wont take hold. In fact our research shows that the best companies develop leaders from the bottom up. Senior executives “serve” the needs of line leaders, like an inverse pyramid.