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Coaching People Development

Localizing Your Leadership Team

Localizing Your Leadership Team

By Gary Malcolm, Managing Partner of LHH and an accredited Executive Coach

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Localizing The Leadership Team

In my capacity as an Executive Coach, a common challenge that I have heard from international companies in Vietnam is how to successfully localize, “promote from within”, and onboard newly promoted executives into the leadership team. Having supported these new executives over the years, I have seen three common themes emerge around challenges they face with the leadership transition.

Adopting a Two Team Mindset

All individuals that have been identified to be a leadership team member have a fairly ‘cookie-cutter’ recipe for success: be technically excellent at what they do, achieve exceptional performance leading a business unit, and be recognized by the organization as having the qualities and potential for executive leadership.

However, a common misconception is that this winning recipe will also equate to success in the leadership team. Partway into the new role, they default to a focus on their own performance and the success of their business unit to the detriment of the leadership team. What they often fail to appreciate is they are now a member of a new team, and their contribution, perceived value-add and collective success of the leadership team are now of equal.

When I work with an executive, I call this “Adopting a Two Team Mindset“. To be effective, the new executive member must accept they are a member of two equally important teams that are both competing for their time and effort. The imperative is the executive has a shift in mindset, finds the correct time/effort balance, and is conscious of when they slip back into old behavior.

Politics Is Not For Me

Another theme that I have observed from coaching fresh executives is a reluctance to be involved in organizational politics. They typically describe it as a bad practice, or against their values and beliefs, or that it feels inauthentic and manipulative. As such, they adopt an avoidance approach.

Unfortunately, every company has internal politics. As a CEO eloquently put it to me: “It’s just a form of soft influence or an alternative way of getting things done. It is not necessarily a negative, but it’s a necessary part of doing business.”

To be effective, an executive must accept that “playing politics” is a necessary part of being a leadership team member. Therefore, it’s important the executive practices “good” politics which enables them to further their individual and team’s interests appropriately. It’s not always a negative and it is possible to further a cause without compromising values and beliefs.

Am I In, or Part-Way In?

The third and most frequent theme is how organizations onboard locally promoted executives into the leadership team. Typically, it takes the form of ‘part membership’ through attending (some) team meetings, a slightly larger scope of responsibility, or being asked to lead an organization-wide project. It is done under the notion that the executive needs to prove themselves or earn their place.

Often I observe that the executive is not given full access to all information to be able to contribute equally or the decision-making authority to get things done. They are expected to perform at the same level as their peers, yet without the tools and resources to be successful. As a result, they are often on a path to failure.

In this case, I work with executives to have meaningful discussions with their boss on defining their roles, responsibilities and reporting lines, barriers resulting from ‘part membership with the aim of gaining clarity around their pathway to full leadership team membership.

Whilst the above three themes are not an exhaustive list of the challenges facing new leadership team members, they are common barriers to success that are easily overcome.

About Gary Malcolm

Gary is the Managing Partner of LHH Vietnam, and an ICF-PCC accredited Executive Coach.

In his role at LHH, Gary is helping to reshape the Coaching, Career Transition, and Assessment markets in Vietnam; through education and the implementation of best practice and international standards.

Gary’s clients are senior leaders and executives at Global 1,000 companies. He helps them navigate Workforce Transformations – both managing the “pain” of restructures, whilst focusing on the “gain” of developing the organization’s people.

A market leader for the last 20 years, LHH’s services include Career Transition & Outplacement, Leadership Development, Executive Coaching, Workforce Advisory, and Change Management. We are powered by LHH Global’s 385 offices in 64 countries, and our clients are the most recognized brands in Vietnam and all of Southeast Asia.

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