We value our business partners like family – we are with you in times of creation, we are with you in times of crisis, and we are with you in times of celebration. We partner because we know that your uniqueness is what makes you successful. We also know that your uniqueness can make cookie-cutter consulting fail.
An Example of Partnering in Succession Planning
Every business has generational talent; layers of leadership that are striated based upon the world they grew up in, how their generation was educated, and what type of business environment they’ve experienced.
Today’s leaders grew up in a slower-paced world, with none the technology we use today. Education was well-rounded, where universities graduated renaissance men and women that were as adept in their craft as they were in other scholarly areas. The business environment included leadership training with an entire portfolio of courses that continually leaked instructional information as the new manager practiced in an environment of low risk and supportive mentorship.
As they moved up the ladder, the training became more in depth, the mentorship stronger, and leaders learned to make more prudent decisions for higher risk scenarios.
As they learned to make sound decisions, they also learned how to communicate to the various stakeholders in the organization, and moreover, how to influence up, down and sideways to ensure the initiative had full buy-in to ensure success.
The more practiced they became, the more confidence they built, and eventually, decades later, a full-fledged credible and charismatic leader was formed.
The leadership baton was handed over with peace of mind, knowing this next generation of leaders were properly groomed to take on the responsibilities, and risks, to keep the business prospering.
Today, giving up key decision-making authority to your succession team can feel like handing over your Tesla keys to a gangly teenager; they may be fully adept at the technology but their inexperience at maneuvering through the “mind fields” of leading the business is enough to have you white knuckle gripping and holding on for dear life.
Historically, and today, employees are added to the key talent pool because of a recognized brilliance in their craft. It makes sense and is a good first level selection criteria for finding leaders. What’s different today, however, is that organizations don’t have the leadership training and infrastructure to which most current executives were privy.
New leaders no longer grow up in a leadership training incubator; it’s as if we forgot that all that training was made available to us in the 80’s and 90’s, and we expect this new “class” to learn by osmosis.
In addition, most companies have much flatter organization charts, so key talent is often thrust into senior level roles without any first level management training, and no opportunity to fail when the risk is still low.
So, how do we close the gap? How do we make sure all that institutional leadership knowledge doesn’t walk out the door as our current executives retire? How can we handoff this generational know-how in a way our new leaders are able and willing, to accept?
Most companies are at a crucial leadership tipping point, the clock is ticking and we are sitting on the porch watching time go by. Every retirement party represents a massive loss of tribal knowledge, much like cutting down an entire rain forest and losing ecosystems of species that aren’t even known to exist. This knowledge cannot be recovered, and we don’t typically realize how big the loss is until we are in high crisis mode, and the only person that knows how to get us out of it, left the company a year ago.
The Doss Group would like to help. By having experienced this fully-supported leadership grooming of the past, and by working closely with top talent of the next generation, The Doss Group is uniquely positioned to understand, appreciate and respect the talents of both.
Our proprietary leadership training process uniquely values every day of a senior executive’s work life, to ensure their library of knowledge is bequeathed to the next generation of leaders. Our process allows current executives to communicate this knowledge in a way that next generations can (and want to) receive it, so they can apply it to their dexterous way of thinking, resulting in the most extraordinary generation of leaders ever. The process combines the strength of what’s tried and true, with the distinctions of your specific business and culture, producing an exclusive blueprint that will ensure the utmost success of your current and next generation leaders.
Moreover, the process can be rinsed and repeated with each new generation.
This partnering approach combining time-tested wisdom with contemporary knowledge, in your unique environment is applied in all of our offerings. We work similarly in every area of partnership, ensuring the application is uniquely designed to meet the specific needs of your business, in your market, with your people. So let’s do this – together.