Harvard Business Publishing

The problem is not a lack of competency models. They usually exist, at least in most large companies, hidden in their performance review forms or the promotion success criteria. The challenge lies in actually 'assessing' current talent, fairly and honestly, and then dealing with those who belong in a Dilbert cartoon. I believe that incompetence breeds incompetence. Why would anyone aware of his or her own incompetence hire or promote someone who they felt knew more than they did?

Let's go back to the age old question--can leadership be taught? If you are surrounded by incompetent leaders, you had better hope so.

leadership and delegation
for any organasation to move forward a leader must learn to trust the people they are leading.
now,the hallmark of a leaderis effective delegation, so delegation is when a manager gives responsibility and authority to their subordinates in giving out jobs or tasks that can be accomplished.
Effective delegation develops people who will utimately be productive. A manager or supervisor become more fulfilled and effective as they learn to trust or count on their worker and free up themselves in order to focus on other things that are important,like attending strategic meetings.
* You must delegate the assignment to one person by making the person fully responsible for the job. Allow them to use their creativity for the projects you ve assign to them.

managerial incompetency in organiations stems from somany factors but basic leadership characteristic like competency, consistency and good business industry specific knowledge, a behavioral blueprint for success, competency modelling should also take account of the industry we should also know that business process modelling knowlegde can steer great managerial competence as it gives clear visibility to organizational goals and strategy
ernest

I agree with Kathryn, when you're in an environment where leadership is bad, it still IS its leadership. This means that desicions will still be made by and with incompetence by those who lead the environment.

Regarding "hold people accountable", shouldn't the leadership be the first to be taken into accountability, but then... do they ever take accountability? Standards are set by those in charge and they generally affect everyone but themselves.

My question is then, why do organizations with poor leadership exist in such vast numbers?

I've recently began working in the OD world and am amazed by the lack of real leadership found in the world (the world i've stumbled upon) today. Maybe I'm too young and still hold for hope of finding real and sustainable leadership, but truly people, what's going on?

Effective leadership and management are topics that are infinitely written about and commented on. In attempting to stick to the orignal question posted, my perfomance related to tasks and objectives given dictates my future postings, tasks, and the potential for further training and promotion. I evaluate those under me in the same way.

I agree with Kathryn here, "The challenge lies in actually 'assessing' current talent, fairly and honestly, and then dealing with those who belong in a Dilbert cartoon."

To do so, I feel that the clearest possible intent and instructions are given to meet the given objective. There must always be adequate flexibility to allow for personal initiative to adapt to the intent and not simply the original instructions when circumstances change. Confidence in your subordinates is key, and it helps greatly to take advantage of their experience and insight at their level of the business when planning.

At some point, I believe people in hierarchichal organziational structures rise to the highest level their competence allows them to. They then may rise a level higher and stumble. At that point, it is higher leadership's perogative to take action whether it be re-positioning the individual back to a position and role they were successful in, or further training / coaching in their new role to help them succeed there. Personally, I prefer stages of personnel evaluation and a coaching approach, but there are times when warnings and 're-positioning' are also necessary.