Leadership: Make or Buy?

I received feedback on my thoughts about the post entitled, "Investigators As Leaders" (Monday, 28 SEP 2009). It is possible that I may have unintentionally implied that some are born as leaders and that is what type of individual some organizations seek to hire.

For this I apologize. Leaders are both born and made. Some are born with a natural disposition toward leadership and quickly begin showing this natural talent as they grow up and engage with others. It is important to note that this does not dismiss such individuals from further developing their talent. Sports authorities are trained to quickly ascertain raw talent, and then to develop that raw talent.

History is filled with those who "should have been". I personally believe that there are few people in history that naturally rise in leadership capability because of raw talent. My belief is that the majority of those who demonstrate truly great leadership, did so because they had desire and heart: The desire to be good leaders and the heart to see it through. This is not easy to do.

The film "Miracle" (which I just reminded myself to add to my favorite movies on this blog), is a great metaphor for leadership. The coach of the Olympic U.S. Hockey Team portrayed in the film, did not go after the most talented hockey players of the day. It was not a dream team. He took players that had already demonstrated desire and heart and which had not necessarily "arrived" professionally in the sport. Once picked, he pushed his team hard, time and again, until they coalesced into a championship unit. He developed them.

Many companies choose to hire leadership skills and buy technical skills. Just as the coach in "Miracle" recruited people that had already demonstrated desire and heart, companies that hire for leadership do the same thing. It is incumbent on the candidates to prove to the company that they have been working to develop those skills. Furthermore, the development does not stop when the candidates pass through the doors on the first day of work. Companies that focus clearly on recruiting leadership, constantly challenge, develop, provide feedback, coach and opportunity so that leadership is further developed within the organization. Such organizations find it more cost effective to hire or "buy" resources that have already demonstrated desire and heart in developing leadership. The alternative of bringing someone in and to "make" them a leader is far more costly because of the unknowns; the risks involved.

Ultimately, the intent of message was that we should constantly be striving to develop our leadership skills. It matters little, in the big picture, if we are investigators, teachers, scientists, managers, etc. Leadership is essential to getting things done, effectively and efficiently; including investigations.

If I misdirected anyone on the intention of my thoughts, please accept my apology.