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      "text": "Strong leadership can be a critical factor in executing a transformation, yet there are also many ways in which ineffective leaders can undermine the effort.",
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      "text": "Lack of Clarity or Purpose. Individual accountabilities among the executive team are not aligned with business requirements; the team is not clear on governance bodies and roles. Individual Personalities. Senior executives have been promoted for individual achievement rather than team efforts; talent and leadership styles vary widely. Internal Competition. Multiple leaders are vying for the top job, which can erode the open and trusting climate needed for constructive group dynamics. Team Structure. Some structures foster a focus on personal accountability and individual business units instead of the overall organization.",
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      "text": "Note that a transformation often brings significant turnover and, consequently, many leaders who are new to the organization. Beyond understanding their commitment to the change journey, it is vital to ensure that they have the right tools and capabilities to lead and manage change—a fundamentally different set of skills from managing day-to-day operations. (For examples of what can go wrong in a transformation, see the sidebar “Four Reasons Why Executive Teams Underdeliver.”)",
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      "text": "An industrial goods company was able to deliver on aggressive transformation goals through a fundamental shift in its talent strategy. Without a focus on talent, the company would have failed as it shifted from a local to a global focus: it started with 80% of its staff in its local country,",
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      "text": "Also, success over the longer term requires a strategy for identifying and developing talent at all levels and in all critical roles. All transformations require the development of new skills for leadership and functional expertise in disciplines such as pricing, sourcing, lean, and HR.",
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