What Are the CEO's of Tomorrow Doing Right Now?

What Are The CEOs Of Tomorrow

Doing Right Now?

By CHESTER ELTON

SOME EXECUTIVE COACHES WORK WITH C-LEVEL LEADERS. OTHERS HAVE BUILT PRACTICES ADVISING BOSSES WHO MIGHT STRUGGLE WITH COLLABORATION OR COMMUNICATION. MY WORK HAS MOSTLY BEEN WITH HIGH-POTENTIAL LEADERS, ALSO CALLED HIPOS, WHO WISH TO DEVELOP THEIR EXECUTIVE CREDIBILITY AND HIGH-LEVEL LEADERSHIP SKILLS.

After twenty years of advising these potential CEOs, I’d like to pass along a few things I believe separate those who go on to get the big jobs from the rest of the pack.

As a background, HiPos typically have been consistent, outstanding individual contributors—all while acting with high integrity. They were then asked to lead a team and again delivered strong results, this time as a manager. But now, they must make the leap to become leaders of leaders—and that’s a whole new skill set. At this level, they must cultivate an ability to multiply the energies of diverse teams toward new and uncharted opportunities. Since HiPos now have a larger group to manage, they have to transition to teaching skills to their direct reports, who then cascade these ideas down to their team members.

A study led by Professor Douglas Ready of MIT’s Sloan School of Management shows 98 percent of large companies “purposefully identify high potentials. Especially when resources are constrained, companies do place disproportionate attention on developing the people they think will lead their organizations into the future,” Ready said.

So what talents set apart the most elite of these elite HiPos?

As to those I’ve worked with, each has been well-organized and diligent, has solid problem-solving abilities, and a good dose of common sense. As a rule, they are fairly courageous and treat others with respect. Those characteristics seem to be the tickets into this club. But the best of them do a few unique things that enable them to take on more significant leadership roles in the near future.

The HiPos that move up are determined that everything they touch to get better. First and foremost, they seek to develop their people and actively seek opportunities to develop new skills in their team members. When someone is promoted out of their group or moves on to a new opportunity, they consider it a compliment (versus a betrayal). The best HiPos also genuinely want their customers’ businesses to thrive and grow, and they seek ways to help their entire company flourish—not just their part of it. They create opportunities to attract a more diverse group of customers to the fold, and they help push the bigger enterprise to the next level. To do this, they get to know their industry better and their company’s unique role in it.

They Seek Clarity In All They Do

The best HiPo leaders never assume everyone is on the same page with them. They set a guiding north star (the why) on each project, make complex ideas easy to understand for everyone involved, and are clear and transparent in their communication with all stakeholders—team members, clients, or peers. To achieve clarity, they ask a lot of questions in meetings, such as: “Help me understand…” “What are we trying to solve here?” “Is everyone tracking?” They also believe in picking up the phone or going to see others (if possible) to get all the facts before making decisions.

They Seek To Understand Real Pain Points

HiPos who thrive make a concerted effort to dive deep with customers and employees. They try to look for subtle cues in conversations— decoding hidden messages in what they are being told—to bring to the surface the real pain & real asks. This means they listen more than they talk and ask smart, probing questions, i.e., “Tell me more about…” This deep curiosity makes them extremely valuable, as they can solve complex problems with customers and work through challenging issues within the teams under their purview.

They Seek To Be Authentic

Let’s face it, developing credibility and authenticity is no easy task. You can’t fake your way through it—at least not for long. The best HiPos take their work seriously, but themselves not so much. They infuse moments of lightness and laughter into every day, regardless of the situation. Most vital, they are empathetic and kind. Leadership, after all, is about relationships. As such, they genuinely value the people in their care and regularly show how much they appreciate every step forward their team members take for them. They hold people accountable in positive ways. They are also unafraid to be vulnerable, to ask for help when needed, and they say thank you—a lot. In fact, the best HiPos express gratitude much more often and in more specific ways than their peers who never make the leap.

In the end, our research shows that while there is no “one size fits all” approach to becoming a great executive, we have learned that focusing on these vital behaviors will improve an individual leader’s chances of success in high-level leadership roles. The best future CEOs set a high bar for themselves and those around them and inspire others to achieve through empathy, clarity, and authenticity.

Look for more insight from Chester Elton at the 2022 NHLA Annual Convention & Exhibit Showcase.

On Facebook: @ChesterElton On LinkedIn: @chesterelton On Instagram: @chester.elton