Setting Senior Leaders Up For Success
Cathie Leimbach • August 20, 2024
Over 35% of new CEOs fail within 18 months. Those who succeed often exhibit these five leadership mindsets:
- Future-Focused: Successful leaders look to the future and help others handle the discomfort of change. They prepare their team for disruptions and guide them through transitions.
- Customer Relevance: They ensure that the company's products and services remain relevant for customers and society. They keep an eye on trends and adjust offerings to meet evolving demands.
- Adaptability: They adjust the work and culture of the company to meet changing needs. Flexibility and willingness to evolve are key to staying competitive.
- Collaborative Leadership: They work collaboratively, valuing input from others. This approach leads to more informed decision-making and stronger team support.
- Balancing Profit and People: They balance profit with human needs, aiming for a sustainable future. They understand that long-term success involves caring for both the business and its people.
Adopting these mindsets sets senior leaders up for success, helping them navigate challenges and lead their companies for ongoing success.
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.