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Effective Leadership Practices: Navigating Challenges and Building Success

Join Dr. Richard Plenty, Managing Director, in Dublin, Ireland for a presentation on leadership best practices without slides. Explore the complexities of modern leadership in a fast-paced world and learn strategies for developing future leaders through structured support and self-awareness. Understand the importance of balancing stakeholder expectations, orchestrating change, and sustaining relationships to drive organizational success. Dive into the nuances of identifying and nurturing leadership potential, while delving into the realities and paradoxes of leadership in today's dynamic environment.

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Effective Leadership Practices: Navigating Challenges and Building Success

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Presentation Transcript

  1. Global Leadership Best Practices* Dr Richard Plenty Managing Director This Is ... 21st – 23rd September 2011 Dublin Ireland * Presentation given without slides - This provides a summary of the main points

  2. Leadership is important ... Airports increasing in size and complexity • Increasing demands on leadership • Not a landing strip - more like running a mini city • Requires balancing expectations of many stakeholders CEO’s report leadership is increasingly important • Leadership succession is an issue • Recruiting outside is expensive • What can be done to develop people internally?

  3. Leadership is challenging ... Leadership roles have a number of components • Orchestrating and leading planned change • ‘Keeping the show on the road’ • Responding to crises and unplanned events We expect a lot from our leaders • Build for future and get immediate results • Deal with crises as well as ongoing business • Take calculated risks but never make a mistake • Take organisation in right direction in uncertain environment • Keep disparate groups of stakeholders on board

  4. Leadership is difficult ... Not surprisingly, given high expectations, a mixed picture of success • On positive side, most of us can think of good leaders • But median tenure of Fortune 500 CEO in 2010 just 3.5 years • Summary of 13 studies (Furnham 2010) showed 50% failure rate • Disappointment as common as success • Paradox – most people have had successful careers till then Principal reasons for failure • Lack of relevant experience • Not wanting to change a winning formula • People with flawed personalities making it to the top

  5. Identifying leaders ... Starting point is good performance • But good technical people don’t always make good managers • Potential is important as well as performance Ability to see the big picture • Sense of perspective, see wood for trees, see consequences • Strategic thinking, spotting patterns and linkages • Vision, energy and ambition Building and sustaining relationships • Build networks, relationships and partnerships • Importance of empathy Personal Leadership • Lead by example • Take personal accountability for delivering on promises

  6. Developing leaders... Planned experience • Challenging roles • Don’t leave to languish when young • Test people fully Structured support • Don’t just leave to sink or swim • Value of coaching and mentoring Improve self awareness • Assess against leadership competencies • Seek feedback from others • Use psychometrics and 360 Example of the Dimensions Psychometric

  7. In summary • Leadership is difficult... • Don’t just leave leadership development to chance • A structured approach to identifying and developing future leaders is an important and worthwhile investment • Challenging experiences are essential • Coaching, mentoring and improving self awareness make a difference ‘ A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.’ Rosalynn Carter

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