Excerpts from Stuart Crandell’s article Who Are Your Pivotal Leaders?:
“Now more than ever, organizational leaders realize that the right talent in the right roles will lead to operational and business success.
Talent leaders at forward-looking organizations are going a step further. They are identifying pivotal leadership roles within their organizations and using their high-potential and succession planning processes to ensure the right people are deployed into these roles in order to realize more immediate, tangible and positive results.
These roles are readily identifiable because a change in a pivotal leader’s performance will have a significant impact on an organization’s performance. Weak performance in a pivotal role can create great risk for an organization’s mission, objectives or results, whereas high performance in a pivotal role often provides greater competitive advantage and improved operational results.
Important roles are necessary to carry out key business processes or operations. Pivotal roles also are necessary, but they are utilized specifically when performance improvements can significantly impact a company’s strategic, financial or operational results.
Organizations should develop and use a strategic assessment management process that:
- Determines pivotal leadership roles for current business priorities while recognizing that these positions may change as business strategies change.
- Assesses incumbent leaders and potential successors to gauge skills, strengths and weaknesses.
- Creates a succession planning process that is directly tied to pivotal roles versus generic leadership levels.”