Page 108 - Just Promoted A 12 Month Road Map for Success in Your New Leadership Role

Selecting, Building, and Developing Your Work Team 93

■ The leadership talent that presently exists. Does the leadership group get
the present job done effectively? How effectively will they create future
strategy and achieve desired results? Is there talent you can trust? Can
you rely on them, especially in unanticipated and stressful situations?
■ How well the present leaders work together. Is this a group in which
each individual has his or her own agenda or is it a team with synergy?
Do the individuals have the potential for working cooperatively and cre-
atively as your team?
■ The talent outside your organization that could fill gaps or strengthen
your team. Who is available to bring new perspective, knowledge, skills,
and experiences to strengthen your leadership team? What would it cost
to bring one or more new members into your team?
■ The extent to which staff members will align themselves with you as you
assume leadership of the team and organization. Do they want to be on
your team?
■ Your prediction of which leaders, managers, and staff members will
choose to leave on their own during the next year. Anticipate some
inevitable fallout whenever there is a formal shift of power. Whom
might you need to replace in the short term? Remember, you may also
need or choose to force some personnel changes.
■ The organization’s ability to attract talent based on its prestige, compen-
sation, or opportunity. Will you need to take exceptional action to
attract the talent that’s needed? You may need to structure a job to be
especially appealing or custom design a compensation package—with
signing bonuses, benefits, or relocation arrangements—to get the talent
you need.
■ In some situations you many wish to offer a retention bonus to one or
more very valuable leaders or subject matter experts.

Once these points have been considered, you can assess the organization’s
needs and begin to determine whether to retain or select new individuals for
your management team. In this chapter you will be introduced to four Just
Promoted Leader Tools. These include Tool 6, Selection Model for Deter-
mining What the Individual Brings to the Leadership Position; Tool 7, Team
Integrity and Capability Grid; Tool 8, Developing a Motivational Profile for
Each Team Member; and Tool 9, Strengths and Overused Strengths Exercise.
In assessing and selecting talent, first define the job and then determine
whether the candidate measures up.