In a recent exchange meeting with HR leaders from across the globe the question came up: Did we select too many fair-weather captains as leaders? People who are great in managing growth, mastering smaller or midsize challenges – but being over-challenged in a perfect storm? We heard about managers who duck and cover, hoping it will soon be over but NOT taking a strong stand, NOT giving orientation and NOT sharing an authentic feeling for the light at the end of the tunnel. So: Do we need some storm testing in our selection methods for future leaders (for example as exercise in an assessment center)? And what can we do to drive self-confidence and strength of those who appear to be currently over-challenged? What are your experiences?
HRMnext 