A friend sent me a link to a piece Forbes is running entitled “15 Ways to Identify a Bad Leader.” Many of the items on the list will resonate with coaches.
You can go here for the list, but here’s an excerpt from author Micheal Myatt which makes the case for the list’s relevance:
“In a previous piece entitled Looking For Leadership, I share a number of concerns about corporate America’s obsession over leadership assessments. There’s a not so subtle abdication of responsibility that has occurred as rationalizations take place around DISC scores, or justifications surrounding a 360 review are used to defend an ineffective leader. My question is this: what about real world tests? If your enterprise has trouble identifying leaders, or has a shortage of leaders, you don’t have a testing problem – you have a leadership problem. One of the primary responsibilities of leadership is to create more and better leaders. I believe it was John Maxwell who said, “there is no success without a successor.”
Go ahead, test if you must, but paying attention to the following 15 items (listed in no particular order) will be much more practical, accurate, and effective. If your organization has leaders who fail to grasp the concepts outlined below, you may want to stop testing them, ranking them, and promoting them – instead consider developing them or exiting them.”
This last point is the crucial one. Do you have an intention to develop leaders in your organization? A list of qualities you believe in is a good start to assessing leaders, but it has limited value if your efforts end there.