4 times more successful than those that do not develop their leaders during a transformation. So given the pace of change that organizations are going through these days, given the fact that basically everyone is in one or the other transformation as we speak, organizations that do not invest in leadership-development interventions will simply have a higher probability of failing, as opposed to those that do work on their leaders, do work on fostering awareness and behaviors, and help leaders amplify their repertoires of how they lead.
Just to be devil’s advocate, the other thing that strikes me is, it takes a number of years for this really to take root, take hold, and change leadership behaviors at scale across an organization. On the other hand, we hear a lot that the pace of change is such that the organizational context for all the companies is changing almost on an annual basis.
It’s almost like a build versus buy. I could build my own leaders from within. Or I could try and hire people in with the kind of leadership behaviors and skills that I think are going to be more effective for now and for the future. What’s your advice to a CEO going through that thought process? That’s very often the case, that we are engaged in this conversation.
But the extent to which you want to go external: it obviously has an opportunity in that it is faster, in terms of fostering the leadership behaviors, but you also lose a lot of history. You also lose a lot of experience and understanding of the organization and of the industry.
It depends a little bit from the practice. But in practice, it will always be a combination of both. So in reality, a kind of “rip and replace” strategy, where you’re taking out a whole layer of the organization, trying to bring new people in … Seldomly works. … seldomly works, right.