Leadership Skill & Will | Mind The Gap Report

Scott McInnes
6 days ago
2 min read

"Leadership is about making others better as a result of your presence - and making sure that impact lasts in your absence." - Sheryl Sandberg

Why It Matters

Culture change starts at the top. Gallup research shows that when leaders are intentional about culture, they build organisations that are unique, resilient, and high-performing. Conversely, when leaders delegate culture to HR or assume it will manage itself, cultural efforts often fail.

Developing leadership capability was a top concern for the CPOs I interviewed because leaders set the cultural tone and translate the 'why' across their divisions. Many organisations find their current leaders need new skills and mindsets for today's environment.

As one participant noted:

"We need our leaders to be more flexible and agile. But what does that mean and what skills do we actually need to give them?"

The Challenge

CPOs shared candid observations about leadership gaps.

"A lack of leadership capability and understanding of people is a barrier to high-performing culture. There's silo thinking and selfishness - not feeling part of something bigger."

Others highlighted how leaders who've "grown up" in one company can struggle to bring fresh perspectives that challenge the status quo.

Several emphasised that executive buy-in is essential:

"A people agenda is only as strong as the CEO and senior team who are willing to support and drive it."

When culture is left to HR, it lacks authority. When the CEO and Senior Leadership Team prioritise it, people pay attention.

Practical Steps For Change

1. Define the target culture;

Ensure executives clearly define the desired leadership behaviours needed to achieve strategy and culture. Create a simple culture ambition that leaders reference constantly.

2. Invest in culture-focused leadership development;

Don't assume seasoned executives have all the skills to drive culture. Provide training on inspirational communication, leading change, empathy, accountability, and coaching.

3. Keep culture visible;

Make culture a standing agenda item in leadership meetings. Discuss pulse survey results and share stories of values in action.

4. Recognise and reward;

Encourage leaders to visibly embody culture in their decisions.

Small actions - like a CEO admitting mistakes to model learning -send powerful signals.

By taking these steps, CPOs can transform well-meaning senior leaders into true culture champions. The best leaders are "aware of, in sync with, and actively involved in defining, modelling, and coaching their culture."

This leadership capability is the foundation for all other culture efforts.

Interested in learning more, download our report today: https://www.inspiringchange.ie//mindthegap