DEFINITION AND BENEFITS OF STRATEGIC LEADERSHIP

Strategic leadership is the highest level of leadership capacity in an organization/company including leaders on the board of directors and managers on the management team who set standards for values, ethics, culture, organizational climate, motivation and reward systems, organizational design, and corporate governance to develop and transform the organization and manage the company. Strategic leaders have knowledge, experience, skills, and qualities of leadership, strategic foresight, issues management, innovation and creativity management, leadership analytics, leadership communication, leadership, general management, human resource development, leadership development, delegation, strategic management, and management systems; they establish corporate policies, business policies, functional policies, and responsibilities and authorities throughout the organization. In addition, strategic leaders have influential, strategic thinking, systems thinking, and anticipatory thinking skills to improve the ability to link people, strategy, and organization; enhance organizational trust, improve organizational effectiveness, create strategic direction; develop leadership strategies, strategic management, and strategic leadership. Strategic leaders establish purpose, vision, and mission; engage with stakeholders, manage information, solve problems, control the company, control operations, and control functions throughout the organization, control the implementation of cultural systems, organizational values, ethics, and organizational climate; establish strategic objectives, make strategic decisions, manage the strategic process and provide strategic leadership to lead the organization aims to achieve organizational alignment, organizational effectiveness, competitive advantage, purpose, vision, strategic goals, and desired futures.

DRN’S STRATEGIC LEADERSHIP TEAM DEVELOPMENT CONSULTING APPROACH

DRN uses a tool to survey and evaluate the current state of strategic leadership practice of each member of the existing strategic leadership team (SLT); report and instruct on how to use the tool, and review survey results for the strategic leadership team. Instruct the SLT in using management tools to analyze the causes of all weaknesses to recommend improvement opportunities and corrective actions. Based on weaknesses and priorities, the SLT sets goals that will attract diverse individuals with complementary talents. Instruct the SLT to revise the vision and share it with all employees periodically. The SLT always tries to respond effectively to opportunities and threats from the external environment. DRN organizes meetings to advise and mentor the  SLT and each member of the SLT to guide the implementation of action plans and strategic leadership solutions to overcome challenges and improve weaknesses from survey results.

• “Develop a strategic leadership team (SLT): Assessment of strategic thinking skills, SWOT analysis (consultant will work directly with each member of the SLT) for each member of the SLT, then we recommend development; assess strategic action, direction and autonomy skills to determine the current state and identify opportunities for change; use force field analysis, measure risk management capabilities, and seek strategic initiatives; use the After-Action Review (AAR) Method to learn about strategic action, analyze strategic decisions to assess levels of uncertainty, and evaluate the ability to visualize organizational effectiveness and investments in the next two years to improve company capacity in the near future, measure future capacity, evaluate strategic influence skills to have a strategic influence capacity development plan; survey and build a base of trust and loyalty to build a foundation of influence with others; measure trust levels, develop recommendations to build trust, develop leadership trust and increase influence, develop authenticity and commitment, work to imagine how you would feel or how to act if you were in the same situation as someone else (to make an effort to imagine how you would feel or act if you were in the same situation as a particular person), conversations to learn to ask questions, link to organizational goals from the function or project you are working on, create stories in the strategic management process, track progress of achievements, share strategic management experiences, defining the role of the SLT, developing the strategic thinking of the SLT, developing the strategic actions of the SLT, developing the strategic influence of the SLT; understand how culture, structure, and systems influence strategic leadership; Leading organizational change, planning and improving leadership strategies. In addition, DRN uses a STRAT: Strategic Team Review and Action Tool to survey each SLT member, scoring each SLT member to interrogate each SLT member; analyze the root causes of self-assessment categories, and recommend do’s and don’ts and areas for improvement to each member and the SLT; create a strategic leadership development plan.
• Strategic leadership development: Comprehensive assessment of strategic thinking, action, and influencing skills to understand who you are and where you want to go in terms of values, leadership legacy, career aspirations, and the aspirations of the SLT; learn how to get there: The right type of experiences and behaviors to develop leadership skills, identify strategic drivers: Engage others in strategic discussions in ways that take advantage and their understanding and creating a shared sense of and ownership of results, developing agility to respond promptly to rapidly changing situations, developing an SLT climate; commit to and establish standards that facilitate progressive strategic learning, both by the SLT and each SLT members.” (Velsor, McCauley, & Ruderman, 2010).