The process for selecting a leader for your partnership can stop a partnership before it even starts. The process can be so uncomfortable that partners default to generic criteria. “The leader should be the one who: contributes the most money and resources; is the largest organization; has the most to lose; or who has the greatest power.”
You don’t have to pick the leader first.
Instead, you can start by clarifying the vision and objectives of the partnership. You don’t need a defined leader to do this, just an individual who can facilitate the conversation efficiently. An external person will work best, since they have no vested interest in the outcome or shaping the objectives, or desire to be the selected leader.
Picking a leader before you know the partnership objectives is like hiring a coach before you know what sport you are playing.
Once you have specific objectives, you can then decide on the criteria for selecting the right leader for the partnership, in order to best meet the goals. Create a job description for the leader, including roles and responsibilities, with clear performance indicators.
Often people want to jump into a leadership role because it feels illustrious. Leadership comes with both pains and pleasures. Be sure to hold your future leader accountable by articulating the pros and cons of the position, and defining selection criteria that match the objectives of the partnership.
If there isn’t an obvious leader based on the standards set, hold a vote. The size of your bank account isn’t the only criteria for partnership leadership.
©2016 Enette Pauzé & Level 8 Leadership Institute. All rights reserved
- Posted by Enette Pauzé
- On July 21, 2016
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