Last time, we looked at some strategies to avoid losing steam in the event that a charismatic leader leaves. I also suggested that when this happens, what seems like a loss can be turned into a gain.
How exactly does that work?
Through rising leaders, that’s how.
Before a charismatic leader leaves, he or she should have had opportunity to share knowledge and expertise with others. This sharing could have taken place over time prior to the separation, through a mentorship, or simply through collaboration. If knowledge has been shared in this way, best practices will be retained over time. The benefit to this strategy is that best practices are not only held onto, but also questioned by those that inherit them. After all, new learners will ask “why” and “how” questions that will expose crack in reasoning and flaws in efficiency. This tempers the best of practices, while others not worth being passed on are left aside.
If it is the case that a charismatic leader is leaving suddenly, without having passed on his or her accumulated knowledge, the staff who have to step up to the plate will show their value to the organization. This is an opportunity for them to not only show leadership, but also to reassess what was working and why, and to adopt new strategies if they are needed.
It’s been said before, but success relies on opportunity. A crisis paves the way for new leaders to emerge and for practices to be questioned. This positive change can be the motivation that drives an organization to recover from a loss, turn it into a gain, and keep on going.
How have you seen new leaders emerge to take charge? Tell us in the comments!
Or, tell us in person! Come join us on April 4th at the Ottawa Convention Centre for our first annual leadership summit. We will hear from panelists who have endured change and managed to innovate and lead through challenges and crisis. For more information, here is the agenda.