Reference no: EM133580324

Question: When you think about an organization that you have worked for, what appears to be the timeframe for decision-making? In other words, do leaders tend to focus on decisions that are short term (less than 2 weeks on the time horizon) or longer term? If longer term, what type of timeframe are you referring? In terms of continuity, did it appear that leadership (when transitioning to new positions of authority) were rewarded for succession planning? If a department was to do worse after a leader left, what would that indicate about their leadership? Lastly, how does the perceptions of the time horizon affect our leadership actions? Since all investments in people are long-term investments, only those with a long-term perspective will see the value. So the question remains, how do we align the leadership mindset in the long term? Perhaps we could evaluate the departing leader a year following their departure based on how well the organization is doing at that point. Alternatively, perhaps another approach might be to make explicit the timeframe for planning for leaders. Is this possible? Would this change depending on the national cultural context?