As we are a part of the VUCA world where there is a lot of uncertainty, where we need to keep on developing new skills to keep pace with the changes happening, Periodic Self Assessment becomes very important for all leaders. I generally recommend leaders to do a SWOT for themselves as they would do for their teams or for their organizations. This helps them focus on every element of SWOT in details and have examples also of why do that feel that way. Especially opportunities and threats helps them further understand what they should focus their energies on and what they should be cautious about. They can then create an Individual Development Plan for themselves on the basis of the results obtained after the SWOT

Nobody is perfect, every organization is different, what works in one org, may not work in another. As a Leader it is essential to seek perspectives of your team, bosses and senior colleagues. Be open to change, feedback Take stock of your kitty, especially what is needed today Check what needs to be added Add quickly, do not waste time Learning is an ongoing process, learn and relearn anyways.

Take efforts to understand team purpose and goals, understand expectations on what team wants from you both internally and externally , seek support with data and insights for leaders as being data driven is important. Assess the gaps and understand how other leaders are doing well . Seek a buddy support or mentor if you are new to the role . Chances are you are new to the company and new to the role where these gaps may appear . Assess if they are fundamentals or due to temporary assimilation challenges.

Executive leadership is crucial to an organization's success, but what if essential qualities still need to be added? I'm sharing here how to address the situation with honesty and tact. Extensively assess the leadership team to identify areas lacking essential qualities, such as communication skills, strategic thinking, or emotional intelligence. Once the gaps are identified, offer development opportunities such as training, coaching, or mentorship programs to help leaders enhance their skills and capabilities. By honestly assessing and addressing the gaps in executive leadership, organizations can cultivate a stronger, more effective leadership team capable of driving success and achieving organizational goals.

Identify the weaknesses: Begin by assessing the specific areas where your leadership team falls short. Common weaknesses include poor communication, lack of integrity, inflexibility, and inadequate feedback provision.

Provide constructive feedback: Diplomatically share observations with your leadership team. Encourage open dialogue and create a safe space for them to acknowledge their shortcomings. Constructive feedback can be a catalyst for growth and improvement.

In my experience with C suite level, they are incredibly smart and also incredibly stupid! Of course, asking for, receiving (and giving) feedback is smart, elite athletes now that. The lack of feedback is not the challenge for the majority of exec teams, it's their unwittingly stupid choice to stay stuck in their 'identity'. When execs understand their ability to change, to innovate, to connect, to collaborate, to 'succeed' comes from their infinite intelligence (not 'intellect' or IQ) then we see improvement in performance as a result of a permanent 'change in mind' Vs a temporary 'change in behaviour'.

Effective leaders welcome feedback, even when it's critical. Encourage open dialogue within the organization to gather insights on areas for improvement. Constructive feedback provides valuable perspective and helps leaders understand how their actions are perceived. By actively seeking feedback, executives can identify blind spots and take meaningful steps towards growth.

If feedback are received , it’s good to ensure there’s a time bound action plan with clear progress check . May need help from senior leaders as mentor or attend training to level up . Key is to ensure progress can be felt and acknowledged

I agree to the idea of developing skills and would work on 3 levels, namely 1. Model Desired Qualities: Lead by example. Demonstrate the qualities you believe are essential for success. If integrity, empathy, or strategic thinking are lacking, exhibit these traits consistently. Others will notice and follow suit. 2. Promote Accountability: Hold leaders accountable for their actions and decisions. Set clear expectations and measure performance against them. When leaders see that their effectiveness directly impacts outcomes, they are more likely to improve. 3. Encourage Collaboration: Foster a collaborative environment where leaders work together, share insights, and learn from each other.

One must accept the gap in their skillset and put all the required efforts into learning it. I would do the same if my skills were insufficient to be a good coach. Executive level coaching will need even a sharper axe, so we will need to identify the potential areas of improvements and keep under continous learning plan.

Invest in leadership development: Consider training programs, workshops, or coaching sessions tailored to address the identified weaknesses. These initiatives can enhance leadership skills and foster self-awareness.

If you are feeling stuck with a boss who lacks leadership skills? First & foremost don't despair! Instead focus on solutions that will help . Identify what's missing 1) are instructions unclear ? 2) Is there a lack of direction? Can we or our team step up ? Maybe we can offer better explanations or suggest exciting projects. My suggestion is to propose helpful workshops or training for everyone - learning together can benefit the whole team . Finally we should keep track of our successes. Documenting on how our team thrives when things are clear and everyone feels supported. By showcasing the positive impact of good leadership, we can subtly influence our boss & pave the way for a more successful work environment.

Conscious learning and application are key . Self reflect end of each week what you have learned , observed or applied well and what are still gaps to take note of . Pick a role model is one way to see the overall attributes not just a skill . Strong executive leaders are also good readers - be it from books , journals , news . Knowledge power is an important area not to be missed

Start with your organization's definition of leadership, competencies, or principles. If you don't have this, create one or lift one from somewhere else so there's a standard definition of leadership (and make sure to test it for gender or other bias). Then, ask the individual to do a forced ranking from strongest to least strong of the leadership principles. Avoid them saying they are either good or great at all of them, and make them very clear. Then, have them ask their peers to evaluate them similarly, but perhaps just their strongest and weakest, for ease. Zero in on the 1 leadership principle, which is their biggest area of opportunity.

Reflection is essential for personal and professional growth. Encourage executive leaders to set aside time for introspection. Encourage them to reflect on their strengths, weaknesses, and areas for development. This self-awareness fosters a mindset of continuous improvement and empowers leaders to make necessary changes.

"The unexamined life is not worth living." - Socrates. The quote seems severe, but there is much value in this perspective. Organizations seek empowered individuals to lead others and add value. The first step to using our powers is to identify what they are and what powers we do not have; this requires self-awareness. An organization's best option is to hire with this ability in mind, a cornerstone of emotional intelligence. In its absence, develop it by promoting a habit of feedforward conversations. Those responsible for leading and developing others need constant dialog about what they see of their teammates, where they should be, and how to close the gap. Within a Growth Mindset, highlight the growth opportunities for motivation.

In my executive team, we would give 360° feedback. Each of us would take turns giving each other advice in an open forum to help us improve our skills. We focused on both strengths and weaknesses. I found that receiving honest feedback on my shortcomings helped me become more well-rounded. Before you attempt an exercise like this you need to have a trusting environment and a good relationship with your team. If you’re a newly formed team I would highly recommend spending time on team building and bonding with your team. A non-threatening, safe environment for feedback is necessary for this to be successful. Feedback has to come from a place of helping.

Leaders are also contributors at work in a different form where they need to collaborate with other leaders effectively . Company overall goals are often interrelated and it’s important for leaders to foster strong collaboration at all levels .

Leaders themselves are accountable for their self improvement , they should also work with an executive coach or senior leader to take feedback and review progress . Take constant reviews rather than yearly . Take reviews on situational leaderships qualities too , eg even if issues are not within his or her purview and that the leader is able to tackle these situation in broader context.

Once improvement efforts are underway, it's crucial to monitor progress. Establish measurable goals and milestones to track performance. Regular check-ins and progress reports keep leaders accountable and ensure that efforts are on track. By monitoring progress, adjustments can be made as needed to stay aligned with organizational objectives.

Positive reinforcement. When someone is working on themselves, and you see the effort and (hopefully) the results, let them know. Your colleagues have made it this far by being who and what they are. Even if they need to grow and change to move forward, they have demonstrated success with the status quo - asking them to change is asking quite a bit. Foster collaboration and trust by recognizing their effort, and thereby ensure that they keep working on themselves.

Once all the above steps have been completed or implemented, I would always follow these 2 tips 1. Recruit and Develop Talent: If certain leaders consistently fall short, consider recruiting new talent or promoting from within. Invest in leadership pipelines and succession planning to ensure a steady flow of capable leaders. 2. Seek External Perspectives: Sometimes an external consultant or advisor can provide fresh insights. Consider bringing in an expert to assess the leadership team objectively and recommend improvements. Remember: 95% of what we learn is by teaching others, therefore external consultants will always perform very well indeed when working with your management team

Surrender to their strengths and build scaffolding around the weaknesses they will never improve more than marginally. Development is great, but if the individual doesn't have confidence that they can actually grow in the area (or wants to), or the organization feels the same, recalibrate. If someone is exceptionally talented in a few areas, play to those strengths. Provide them with staff, functional support, and the right role so they can maximize those strengths and avoid the duties that they aren't suited for.

1. Model desired behavior: As a leader, demonstrate the qualities you expect from your executive team. Lead by example, emphasizing integrity, adaptability, and effective communication. 2. Promote emotional intelligence: Emotional intelligence is crucial for effective leadership. Leaders who understand and manage their emotions can build stronger relationships, make better decisions, and inspire their teams. 3. Delegate authority: Micromanagement stifles creativity and hinders productivity. Trust your team members to handle their responsibilities. Empower them to make decisions and take ownership. 4. Address resistance to change: Weak leaders often resist change. Encourage a growth mindset and help leaders embrace new ideas and approaches.

When I worked for a corporation, there was a supervisor who the other supervisors and directors believed lacked practical leadership qualities, so they sent her to extensive leadership training. She used this training on her resume to obtain a director position. In the director position, she still needed to gain the same qualities (i.e., the ability to make decisions, be confident in her leadership, and effectively lead with clear communication and intention). If your executive leadership lacks key qualities for success, then you have the option of investing a lot of money to improve their skills or encourage them to find a position more suitable for their qualities.

In addition to the above steps, consider providing leadership development opportunities. Invest in training programs, workshops, or coaching sessions tailored to address specific areas of improvement. Surround leaders with mentors or advisors who can offer guidance and support. Remember, leadership growth is an ongoing journey, and with dedication and the right resources, positive change is achievable.