“Organisations grow and evolve, and in my view so should the leadership of that organisation,” asserts Roberta Lepre, a lawyer with over 20 years’ experience working in the public, private and non-profit sectors, and the Founder and Lead Consultant at Weave Consulting. “The leadership style and approach need to change according to the organisation’s evolving circumstances. A founder CEO might fall into the trap of insisting on their original vision and resisting the change needed for that organisation to evolve.”

Since change is at the core of Weave Consulting, which helps both large companies and SMEs to innovate through integrating environmental and social considerations into their business model, Roberta understands the benefits of leadership that grows in parallel with the company. “Today, there are more opportunities for professional development than ever before. Besides formal courses, there are business networks through which CEOs and senior leaders can learn from each other. However, it all depends on the individual – and whether they are open to new ideas and ready to change and adapt over time.”

Nevertheless, when the time is right for a change in leadership, communication is key, Roberta stresses. “It is important that the expectations of the company in terms of leadership are communicated clearly at the start of the relationship. Having clear and ongoing communication in place helps to ensure that, when the time for change comes, all stakeholders are on board and the new leader finds the support they need to function effectively.”

Succession planning is likewise critical. “The most sustainable approach is one through which leaders are nurtured from within – so a succession plan is important. The board of the company should develop and endorse a policy on succession planning, which would help it create a pipeline of potential leadership candidates ready to take on the role when the need arises. The current CEO could move to a less hands[1]on role, which would enable them to still contribute experience and expertise,” Roberta concludes.

For Vistage Managing Director Nathan Farrugia’s insights into succession planning and the question of whether CEOs should have an expiration date, click here

This feature was first carried in the MaltaCEOs 2023 print publication, the sister brand to MaltaCEOs.mt, both produced by Content House Group

Featured Image:

Photo by Inigo Taylor

‘Always be modest’ – Sparkasse Bank CEO Paul Mifsud

22 March 2023
by MaltaCEOs

MaltaCEOs 2023 serialisation: Paul shares that the role of a CEO is to listen to good advice and to use ...

‘I value advocacy, experiences and lifestyle more than profit.’ – People & Skin CEO Joanna Delia

21 March 2023
by MaltaCEOs

MaltaCEOs 2023: Every time Joanna made a big move – from leaving the hospital to setting up her own clinic ...

‘I love trying out new ideas’ – Malta Tourism Authority CEO Carlo Micallef

19 March 2023
by MaltaCEOs

MaltaCEOs 2023 serialisation: His role is to make a team of ‘very talented individuals’ driven to achieve their goals.

‘The CEO role involves a lot of problem solving. It’s the nature of the job’ – Dhalia Real Estate CEO

18 March 2023
by MaltaCEOs

MaltaCEOs 2023 serialisation: Alan Grima believes the company’s success would not have been possible without its people, highlighting the passion ...

Close Bitnami banner
Bitnami