Leadership gaps happen when an organization finds that it is too few of leaders. This can occur in many different ways, including retirement, growth, or new challenges which current leaders are not able to face. But as blog author Pawel Brodzinski explains, the solutions are very few: bring in new people or promote the people you already have.
Challenges and Benefits
Both come with unique challenges, including the possibility that the people hired in are not able to embrace the company culture enough to make a difference, or the people who are promoted simply aren’t the right people despite having the in-company experience.
Brodzinski first explains what a leader is (which is different than a leadership position): a leader is someone who can act appropriately and effectively to move other employees towards a goal. It’s not necessarily the head of the company or the project managers who oversee all work (though you hope those people are leaders, obviously).
Next, consider where leaders thrive:
The magic won’t happen without a right environment. There are two critical bits to make it happen.
The first is empowerment. Everyone has to know that they are supposed to be leaders whenever they feel like it. It starts with formal leaders, people in leadership positions, ceasing to execute their power. It’s not dodging the responsibility. Pretty much the opposite. It’s taking responsibility for decisions made by someone else. That’s quite a challenge for most of us.
So, to close the leadership gap, one must empower their workforce to view themselves as leaders, one and all.
Read the full article here: http://brodzinski.com/2014/01/closing-leadership-gap.html