{"id":6239,"date":"2022-12-13T08:00:00","date_gmt":"2022-12-13T14:00:00","guid":{"rendered":"https:\/\/www.signium.com\/?post_type=news&p=6239"},"modified":"2023-05-30T16:42:16","modified_gmt":"2023-05-30T21:42:16","slug":"past-present-future-good-leaders-will-always-stand-out","status":"publish","type":"news","link":"https:\/\/www.signium.com\/de\/news\/past-present-future-good-leaders-will-always-stand-out\/","title":{"rendered":"Past, present, future: Good leaders will always stand out during turbulent times"},"content":{"rendered":"\n

During his 25 years in the executive search industry, Bill O\u2019Callaghan<\/a>, Principal\/Founder of the retained executive search firm Discovery Search Partners<\/a data-aos=\"fade-up\">, a member of Signium in the United States, has witnessed both good and bad economic cycles.<\/p>\n\n\n\n

While economic cycles may vary, it doesn\u2019t change the need for effective leadership but may impact the specific leadership skills required based on existing market conditions. For example, the skills required for growth and profit management in a company losing market share will be very different from that of an emerging growth organization. One requirement that is consistent regardless of the company\u2019s status is finding executives with high emotional intelligence and sincerity.<\/p>\n\n\n\n

The global impact of Covid also introduced a new issue that impacted the effectiveness of business leaders: leading and managing people in a remote work environment.<\/p>\n\n\n\n

In discussions with clients, O\u2019Callaghan has found that there has been an acceleration of remote work over the past few years due to the pandemic and there are differing views on the effectiveness of remote work with employees claiming they are more effective working remotely, while company leaders prefer having everyone back in the office. Leadership believes that there is a lot of learning that happens purely because you\u2019re in the same environment as somebody else and you observe it.<\/p>\n\n\n\n

As a compromise, many companies are instituting hybrid work arrangements that split an employee\u2019s time in the office with time working remote. While this helps to address some of the issues impacting a total remote work force, it still negatively impacts the ability to assess internal talent and succession planning.<\/p>\n\n\n\n

Leadership development today requires planning and scheduling, he notes. \u201cWhat this scenario is likely to do is create a greater opportunity for executive coaches, the need for which will grow exponentially. Current conditions require companies to manage succession planning differently.\u201d<\/p>\n\n\n\n

As a business leader, O\u2019Callaghan says being able to walk into a colleague\u2019s office when something needs discussing enables speedy solutions. While acknowledging the benefits of video calls and online communications being more productive than the phone call of yesteryear, he says: \u201cMost of my clients are urging their employees to get back out in front of people. It\u2019s the handshake and the chat over a cup of coffee that adds another layer to a relationship that is important.\u201d<\/p>\n\n\n\n

The ability to work remote and reliance on programs such as MS TEAMS and ZOOM, have also impacted the way companies evaluate talent. One positive benefit has been the speed at which potential candidates can be evaluated. Where in the past, search firms and clients would rely on in-person interviews, the advent of video interviewing has helped to speed up the selection process. And while there is no substitute for an in-person meeting, O\u2019Callaghan said, \u201cwe have had candidates take jobs in companies they\u2019ve never visited. The whole process was remote and successful.\u201d<\/p>\n\n\n\n

Another benefit he highlights is the ability to get more people involved in the interview process because it\u2019s easy to do.<\/p>\n\n\n\n

Leadership in 2023 and beyond<\/h2>\n\n\n\n

Where most companies are seeking out the next gen leader who is agile, flexible, and can implement a Plan B rapidly, O\u2019Callaghan says this isn\u2019t new. \u201cGreat leaders have always been those with the ability to anticipate what may happen. I\u2019ve always looked for leaders that make those around them better and empower their employees to take action.<\/p>\n\n\n\n

\u201cI do think that in turbulent times, people notice servant leaders more. In our business, what we investigate is whether someone truly is a leader who served and succeeded, or whether they just happened to be there when things started getting better.\u201d<\/p>\n\n\n\n

Seeking out the servant leader who encourages employee potential is not new, O\u2019Callaghan says. Twenty-five years ago people were talking about the same attributes they look for in candidates today, using different language. \u201cThe best leaders have always been those who reassure; who don\u2019t neglect an issue but let their people know they\u2019re in the business of surviving sudden setbacks and supporting staff.\u201d<\/p>\n\n\n\n

Essentially, says O\u2019Callaghan, it all comes down to good communication. When a business leader fails and we look at the reason, there is almost always a communication gap. Great leaders inspire followership.\u201d<\/p>\n\n\n\n

How, then, can today\u2019s businesses develop new leaders who embody a company\u2019s culture while ensuring they are able to communicate effectively with employees and empower them to achieve success personally and professionally?<\/p>\n\n\n\n

While most of the attributes required to effectively lead are the same, the environment is very different. Says O\u2019Callaghan, \u201cBecause technology now makes employees available 24\/7, today\u2019s C-suite must take into account the importance placed on working hours and personal time by the next generation of leaders, as well as the sensitivities around how all communications and priorities are structured for efficiency. Employees expect their employers to support their desire to have work\/life balance.\u201d<\/p>\n\n\n\n

In closing, O\u2019Callaghan reiterates his position that good leaders stand out in bad times. \u201cBy the same token, bad leaders are exposed by bad times.<\/p>\n\n\n\n

\u201cAs we head for 2023 and beyond, the great leader will continue to take advantage of how the world is evolving, along with people\u2019s expectations. Servant leadership and authentic leadership will always be vital. While the way we work may evolve constantly, these two attributes will always be necessary to the success of a company and its people.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

During his 25 years in the executive search industry, Bill O\u2019Callaghan, Principal\/Founder of the retained executive search firm Discovery Search Partners, a member of Signium in the United States, has witnessed both good and bad economic cycles. 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