Mentors aren’t supposed to be Sherpas carrying your heavy pack for you up the mountain but they are meant to help guide you, provide context, and offer their advice. Too often I see organizations trying to shirk their responsibility in developing future leaders by suggesting that personal development is the responsibility of the employees. Certainly the employee is responsible for taking “ownership” of their own development but that is a far cry from organizations not having any responsibility. When this gap exists it will be at the organizations own peril – they will struggle to replace departing leaders with qualified candidates and eventually they will battle with the Peter Principle.
Where have all of the General Managers gone? HBR has recently run a couple of articles on this topic (Bring Back the General Manager – 7/10) and I couldn’t agree more with the findings. With the constant pressure to demonstrate quarterly profits and to find dollars to invest in growth opportunities, organizations have been trying to be as lean as possible. They are seeking to garner every efficiency that they can out of the system. One way corporations have done this is by merging smaller businesses into larger business groups and cutting out any redundancies with the new organization. The elimination of the general manager position in particular is not just due to the recent economic downturn but has been going on the better part of the last decade. After a few iterations of narrowing the food chain, an organization can be quickly left with too few good leaders who are equipped and able to lead a team of cross-functional business directors. These “Leaders” might have functional expertise in their discipline but they are lost when it comes to setting a vision and strategy their broader business.
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