When selecting a new leader......
We are in the process here at Viterbo of searching for a new president. Our current president is retiring and will be moving into the newly created role of chancellor. Yesterday we brought in our one finalist, a president of 10+ years at a similar sized university, who shall remain nameless to protect him and his current university. The reviews around campus were very favorable. In fact, when asked about his leadership qualities he named many of the principles of servant-leadership!
Our current president is very well respected, both in the community and here on campus. Everyone recognizes him as a great servant-leader, a visionary, and someone who always has the best interests of the university at heart. We have grown our enrollment, endowment, and physical plant (buildings) under his leadership. And so as we have been moving towards hiring a new president, it got me thinking and reflecting......
Let's assume for the sake of these questions that an organization has a strong servant-leader and is replacing him/her with another strong servant-leader.........
How do organizations effectively replace servant-leaders? When trust exists in an organization's leadership, what are some specific things the new leadership can do to maintain and even grow that trust? How much time should a new leader be given to "grow" into the position? How many changes, and what type, can/should a new leader make within the organization before people begin to question their leadership? In what ways should we expect a new leader to place their own "mark" on the organization? In what ways should we expect a new leader to "leave things alone"?
What are your thoughts when reflecting on these questions? What other concerns/questions can you think of?
Our current president is very well respected, both in the community and here on campus. Everyone recognizes him as a great servant-leader, a visionary, and someone who always has the best interests of the university at heart. We have grown our enrollment, endowment, and physical plant (buildings) under his leadership. And so as we have been moving towards hiring a new president, it got me thinking and reflecting......
Let's assume for the sake of these questions that an organization has a strong servant-leader and is replacing him/her with another strong servant-leader.........
How do organizations effectively replace servant-leaders? When trust exists in an organization's leadership, what are some specific things the new leadership can do to maintain and even grow that trust? How much time should a new leader be given to "grow" into the position? How many changes, and what type, can/should a new leader make within the organization before people begin to question their leadership? In what ways should we expect a new leader to place their own "mark" on the organization? In what ways should we expect a new leader to "leave things alone"?
What are your thoughts when reflecting on these questions? What other concerns/questions can you think of?
<< Home