Presenter
Edith Onderick-Harvey
•The cost of leadership failure in organizations •Five common reasons why leaders fail •Key questions to ask before a leader moves into a new role •Strategies to avoid situations where leaders fail
Key Takeaways
- 1.Learn the key reasons why even high-potential leaders with a track record of success can fail.
- 2.Discover methods for identifying potential career derailers in your leadership team.
- 3.Understand strategies for avoiding common pitfalls in leadership development programs.
- 4.Learn effective approaches for managing critical leadership transitions to ensure stability.
- 5.Gain tactics to maximize your investment in leaders and minimize the costs of a leadership mismatch.
The High Cost of Leadership Failure
We have all witnessed the phenomenon of a superstar employee or a high-performing manager who flames out, derailing a once-promising career. These leadership mismatches are costly, impacting organizational stability, team morale, and the bottom line. Understanding why leaders fail is the first step toward preventing it.
This webinar, presented by Edith Onderick-Harvey, delves into the five primary reasons leaders fail, even when they have a history of success. It provides a framework for organizations to be more proactive in their leadership development and transition management.
Identifying Potential Derailers
A key focus of the session is learning to identify potential derailers before they lead to failure. By recognizing the warning signs, organizations can intervene with targeted support. This webinar will cover:
- Methods for Assessment: Learn to implement robust assessment tools to pinpoint risks early in the leadership pipeline.
- Proactive Intervention: Develop targeted coaching and mentoring programs to help leaders strengthen areas of weakness.
- Continuous Growth: Encourage leaders to engage in self-reflection and actively seek feedback to build competence.
Strategies for Effective Leadership Management
Beyond identifying individual risks, organizations must create systems that foster success and mitigate failure. This session provides actionable strategies for talent management and organizational development specialists to build a more resilient leadership culture.
Key Organizational Strategies Discussed:
- Effective Transition Management: Learn to manage leadership transitions smoothly to ensure continuity and stability.
- Strategic Leadership Development: Move beyond generic programs to avoid common pitfalls and maximize your investment in leaders.
- Succession Planning: Establish clear succession and transition processes to safeguard against common leadership pitfalls and secure the organization's future.
This session delves into crucial insights regarding why leaders, even those with previous success, sometimes fail and how organizations can proactively prevent such costly occurrences. It provides actionable strategies for identifying potential derailers and fostering effective leadership transitions, a topic that remains highly relevant for talent management and organizational stability.
What you'll learn
- Key reasons behind leadership failures, even among high-potential individuals.
- Methods for identifying potential derailers in leaders.
- Strategies for avoiding common pitfalls in leadership development.
- Approaches to effectively manage leadership transitions.
- Tactics to maximize investments in leaders and minimize the impact of leadership mismatches.
Who this webinar is for
- HR professionals and talent managers focused on leadership development.
- Organizational development specialists.
- Executives and senior leaders concerned with leadership effectiveness.
- Coaches and mentors supporting leadership growth.
- Anyone interested in understanding and mitigating risks associated with leadership performance and retention.
Why it matters now
Effective leadership is more critical than ever in today's dynamic business environment. Understanding common reasons for leadership failure allows organizations to implement preventative measures, ensuring stability, continuity, and high performance. Proactive identification of derailers reduces the financial and cultural costs associated with leadership mismatches and turnover, making organizations more resilient and competitive.
How leaders can apply this
Leaders can apply these insights by engaging in self-reflection to identify potential personal derailers and by actively seeking feedback for continuous growth. Organizations can implement robust assessment tools to pinpoint risks early in the leadership pipeline. Developing targeted coaching and mentoring programs, as well as providing clear pathways for skill development, can help leaders strengthen areas of weakness and enhance overall competence, as discussed by Edith Onderick-Harvey. Furthermore, establishing clear succession planning and transition processes can safeguard against common leadership pitfalls.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Competence. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Edith Onderick-Harvey's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for killer achievement inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Competence.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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