Do Great Leaders "Bubble to the Top"?
My colleague, Richard Citrin, recounted a client in HR that said they didn't think that companies needed to assess or plan talent. Instead, they believed that good leaders just "naturally bubble to the surface."
Richard and I, as we are want to do, took the concept a little further and decided that this should be called the "Effervescent Model of Leadership Development". We envisioned a random process of bubbling, eruptions, fizzing or other such emissions that spewed forth the next generation of executives. Absurd, yes, but at least it was worth a laugh.
When I work with organizations to assess talent, we often find that they have more leadership capacity then they realized. We find capable talent that is not deployed effectively, is reporting to the wrong manager, is not challenged, is at risk of leaving, doesn't realize they could have greater impact, etc. I don't find much "natural bubbling". We always find opportunities to significantly improve the organization's leadership capability by well planned and executed talent initiatives.
The Effervescent Model of Leadership is sure to go flat (sorry), leave adherents with shortage of leadership talent and little return on their talent investment. |