If external leaders understand the unique pressures, constraints and drivers of the relevant marketplace, then generally I would suggest they have a better chance of pushing a company forwards, however that may be measured.
Having said that, there is always the risk of factors, often in the macro-environment, which will hamper traditional measures of success irrespective of the provenance of the new leader.
Mega-corporations, GE, Citi and so forth, will often have more success promoting from within due to the massive complexity of those organisations.
The dangers for any new leader, whether internal or external, will be to walk the line between promoting business as usual and forcing through radical change in order to stamp their authority on an organisation.
Moderation, as in so many things, is often key to success.
Depends on the company, situation, and person entering the leadership position. A leader grown from within will have intimate knowledge of how the company works and good feel for the "spirit" of the company.
Sometimes, though, a new perspective is needed to shake things up and get the company moving forward, again. A leader from outside the system will not be influenced by any negative group dynamics that may exist within the system.
Better leaders come from an
eclectic way of life. Look
at the current President of the
United States. How much more
effective would he have been
if he would have brought life
experience to the White House
that included living as most
other Americans live?
Depends on the type of situation and corporate culture, etc. In certain scenarios, a Continuum Leader may come from the inside (as they are adept with the status quo, as is with milking a cash cow business unit) . . . while in others, a Transformational Leader may need to come from the outside to "shake things up" and disrupt the status quo.
etc., etc., etc.
System, is that the corporation? Not sure. I think we are all born with leadership abilities in a particular area of our lives. Usually it is developed over time with the help of other leaders who see the potential and encourage it.
Leaders who have grown with and learned the system, would prove better leaders than those from outside. However, if the outsider has sufficient skill and knowlegde of the system, bringing fresh, innovative ideas to greatly benefit the same, then it may be worth a try in letting them lead.
My first job was fastfood. People rose up among the crew and became managers, and people were hired from the outside as managers. Crew members would follow orders from whoever was in charge, but they more "heartily" followed orders from those who rose up among them. However, those inside leaders did not demand as much from the crew as outside leaders did, and they also worked more individually. Outside leaders were more efficient(and disliked). My personal perception: insiders lead better, but outsiders manage better.
the right mix is the best solution - in my opinion, both extremes are bad - if you only promote from within, you will be 'drowning in your own gene-pool', if you hire your top layer only from the outside, you will find it difficult to retain staff - hiring the right people for the job, without a quota for 'from inside' or 'outside' seems to do the job ...
When Earthlings are sufficiently developed to accept a certain proportion of corporate leaders from other inter-galactic systems, this would be a healthy development. The outsider's eye (or viewing device)provides the organisation with a new perspective.
The problem of course is how to combine this new way of looking at things with an appreciation of such factors as "loyalty," "trust" and "experience." Earthling leaders who currently inhabit the land mass to the west of the Atlantic Ocean (not the triangular continent, but the one to the north) are quite bad at this.
As a journalist who writes for the establishment (Robb Report mags, Miami Herald, Modern Luxury mags) and has an ezine (http://www.DesignCommotion.com) where I have developed a platform for my own ideas, I believe trend-setting leaders come from outside the system.
IMHO, it depends on the company's current level of success. If the company is doing well for their customers, an insider is very likely to be the best choice to continue the company's success, whereas an outsider is more likely to put their foot wrong while establishing their leadership role.
However, if the company is not doing well, the insider may not have the kind of objective perspective or strength of will to make the necessary changes in the company. An outsider in that situation would be starting with an outside perspective and the necessity of ensuring the company's survival. Therefore, they'd have less hesitation than an insider about changing anything about the company, including management if that's where the problems truly lay.
It doesn't matter where a person comes from. It doesn't matter what your job title is. The people that can empower, inspire and challenge others to take the right risks will always be the better leaders.
Depends on what you understand by system, for example a good leader of a law firm must come from the legal system , on the otherhand if you mean a good leader must come from within the law firm that is erroneous, often times good leaders come from similar organizations bringing in new methods juxtaposed with the particular organizations methods, infact the outsider or bystander is usually better placed to locate weaknesses than those in the organization, new leaders from the outside have turned around companies, look at pepsi cola and the lady director who boosted it of late ,such is the power of intervention.
The question do better leaders come from within the system or outside is complex. There is not a one size fits all answer. It depends on the type of company, the success of the company and existing leadership pool. If the company is not succeeding with the current leadership a fresh perspective may be warranted. However, there maybe unintended consequences, e.g. loss of customers, talented employees, and the frictional costs associated with change. Remember not too long ago a big box home improvement retailer brought in outside leadership who lasted approx 1 year. The new leader has to be a master of leading and managing change.I believe companies who create a culture of recruiting, hiring, and developing leaders from within are positioned for building a sustainable business model.
What are the top 20 U.S. companies recognized for leadership doing right to ensure more and better leaders, ready to step up quickly?
Here are the best practices of these top 20 companies known for leadership development in 2006:
*1. Having leaders at all levels who focus on creating a work climate that motivates employees for peak performance.
*2. Ensuring the company and senior management make leadership development a top priority
*3. Providing training and coaching to help intact leadership teams, as well as individual leaders, work together more effectively
4. Rotational job assignments for high potentials
5. External leadership development programs for mid-level managers
6. Web-based self-study leadership modules for mid-level managers
7. Executive MBA programs for mid-level managers
Top companies are beginning to understand that sustaining peak performance requires a commitment to developing leaders at all levels.
Leadership is a contact sport that takes place on the field of relationships between leaders and their colleagues. Leadership is an interactive conversation that pulls people toward becoming comfortable with the language of personal responsibility and commitment.
Effective leadership coaching happens on the dance floor of conversation.
23 Total
March 28, 2008 at 10:12am by Neil Moodley
If external leaders understand the unique pressures, constraints and drivers of the relevant marketplace, then generally I would suggest they have a better chance of pushing a company forwards, however that may be measured.
Having said that, there is always the risk of factors, often in the macro-environment, which will hamper traditional measures of success irrespective of the provenance of the new leader.
Mega-corporations, GE, Citi and so forth, will often have more success promoting from within due to the massive complexity of those organisations.
The dangers for any new leader, whether internal or external, will be to walk the line between promoting business as usual and forcing through radical change in order to stamp their authority on an organisation.
Moderation, as in so many things, is often key to success.
March 28, 2008 at 10:14am by Steven Heath
Depends on the company, situation, and person entering the leadership position. A leader grown from within will have intimate knowledge of how the company works and good feel for the "spirit" of the company.
Sometimes, though, a new perspective is needed to shake things up and get the company moving forward, again. A leader from outside the system will not be influenced by any negative group dynamics that may exist within the system.
March 28, 2008 at 12:15pm by Donald L. Vasicek
Better leaders come from an
eclectic way of life. Look
at the current President of the
United States. How much more
effective would he have been
if he would have brought life
experience to the White House
that included living as most
other Americans live?
March 28, 2008 at 1:10pm by Joshua Letourneau
Depends on the type of situation and corporate culture, etc. In certain scenarios, a Continuum Leader may come from the inside (as they are adept with the status quo, as is with milking a cash cow business unit) . . . while in others, a Transformational Leader may need to come from the outside to "shake things up" and disrupt the status quo.
etc., etc., etc.
Joshua Letourneau
Mg Director, LG & Associates Search / Talent Strategies
BLOG: www.lgexec.com
March 28, 2008 at 1:13pm by Patrick Warneka
A leader is a type of person. some of the traits are inborn and others are taught. but there are leaders both inside and outside of any system.
March 28, 2008 at 1:57pm by David Sandusky
The best leader is the one who recognizes when outside influence is required to change.
March 28, 2008 at 2:29pm by Lia Allen
System, is that the corporation? Not sure. I think we are all born with leadership abilities in a particular area of our lives. Usually it is developed over time with the help of other leaders who see the potential and encourage it.
March 28, 2008 at 3:09pm by Rushang Shah
Bad question.
Leaders are both born and developed. Consequently, they can come from anywhere.
March 28, 2008 at 3:34pm by Lindbergh Hutcheson
Leaders who have grown with and learned the system, would prove better leaders than those from outside. However, if the outsider has sufficient skill and knowlegde of the system, bringing fresh, innovative ideas to greatly benefit the same, then it may be worth a try in letting them lead.
March 28, 2008 at 5:39pm by Shawn Hadwiger
My first job was fastfood. People rose up among the crew and became managers, and people were hired from the outside as managers. Crew members would follow orders from whoever was in charge, but they more "heartily" followed orders from those who rose up among them. However, those inside leaders did not demand as much from the crew as outside leaders did, and they also worked more individually. Outside leaders were more efficient(and disliked). My personal perception: insiders lead better, but outsiders manage better.
March 29, 2008 at 2:07am by john weller
Depends on what she did as leader before entering the system and how she has led in the system.
March 29, 2008 at 3:59am by SANNY SECO
it is from within the system because insiders know better about their system than outsiders
March 29, 2008 at 4:14am by Oliver Horn
the right mix is the best solution - in my opinion, both extremes are bad - if you only promote from within, you will be 'drowning in your own gene-pool', if you hire your top layer only from the outside, you will find it difficult to retain staff - hiring the right people for the job, without a quota for 'from inside' or 'outside' seems to do the job ...
March 29, 2008 at 5:40am by Offyd Grinipuffs
When Earthlings are sufficiently developed to accept a certain proportion of corporate leaders from other inter-galactic systems, this would be a healthy development. The outsider's eye (or viewing device)provides the organisation with a new perspective.
The problem of course is how to combine this new way of looking at things with an appreciation of such factors as "loyalty," "trust" and "experience." Earthling leaders who currently inhabit the land mass to the west of the Atlantic Ocean (not the triangular continent, but the one to the north) are quite bad at this.
March 29, 2008 at 9:20am by Saxon Henry
As a journalist who writes for the establishment (Robb Report mags, Miami Herald, Modern Luxury mags) and has an ezine (http://www.DesignCommotion.com) where I have developed a platform for my own ideas, I believe trend-setting leaders come from outside the system.
March 29, 2008 at 9:36am by Martijn Sjoorda
Yes, if the system also consciously and diligently develops them in alignment with the system's values and must win battles.
March 29, 2008 at 9:37am by Martijn Sjoorda
No, if the system does not pay attention to the needs for personal & professional development of its people.
March 29, 2008 at 12:36pm by Betty Micka
outside system
March 31, 2008 at 6:13pm by David Ainsburg
IMHO, it depends on the company's current level of success. If the company is doing well for their customers, an insider is very likely to be the best choice to continue the company's success, whereas an outsider is more likely to put their foot wrong while establishing their leadership role.
However, if the company is not doing well, the insider may not have the kind of objective perspective or strength of will to make the necessary changes in the company. An outsider in that situation would be starting with an outside perspective and the necessity of ensuring the company's survival. Therefore, they'd have less hesitation than an insider about changing anything about the company, including management if that's where the problems truly lay.
April 1, 2008 at 9:06am by Alli Breton
It doesn't matter where a person comes from. It doesn't matter what your job title is. The people that can empower, inspire and challenge others to take the right risks will always be the better leaders.
April 11, 2008 at 5:32am by Charles Matovu
Depends on what you understand by system, for example a good leader of a law firm must come from the legal system , on the otherhand if you mean a good leader must come from within the law firm that is erroneous, often times good leaders come from similar organizations bringing in new methods juxtaposed with the particular organizations methods, infact the outsider or bystander is usually better placed to locate weaknesses than those in the organization, new leaders from the outside have turned around companies, look at pepsi cola and the lady director who boosted it of late ,such is the power of intervention.
April 14, 2008 at 2:24pm by Tony Friday
The question do better leaders come from within the system or outside is complex. There is not a one size fits all answer. It depends on the type of company, the success of the company and existing leadership pool. If the company is not succeeding with the current leadership a fresh perspective may be warranted. However, there maybe unintended consequences, e.g. loss of customers, talented employees, and the frictional costs associated with change. Remember not too long ago a big box home improvement retailer brought in outside leadership who lasted approx 1 year. The new leader has to be a master of leading and managing change.I believe companies who create a culture of recruiting, hiring, and developing leaders from within are positioned for building a sustainable business model.
April 30, 2008 at 1:08pm by John Agno
What are the top 20 U.S. companies recognized for leadership doing right to ensure more and better leaders, ready to step up quickly?
Here are the best practices of these top 20 companies known for leadership development in 2006:
*1. Having leaders at all levels who focus on creating a work climate that motivates employees for peak performance.
*2. Ensuring the company and senior management make leadership development a top priority
*3. Providing training and coaching to help intact leadership teams, as well as individual leaders, work together more effectively
4. Rotational job assignments for high potentials
5. External leadership development programs for mid-level managers
6. Web-based self-study leadership modules for mid-level managers
7. Executive MBA programs for mid-level managers
Top companies are beginning to understand that sustaining peak performance requires a commitment to developing leaders at all levels.
Leadership is a contact sport that takes place on the field of relationships between leaders and their colleagues. Leadership is an interactive conversation that pulls people toward becoming comfortable with the language of personal responsibility and commitment.
Effective leadership coaching happens on the dance floor of conversation.