Developing In-House Thought Leaders

By embracing internal thought leadership initiatives, the board is positioning the company for long-term success.

It may be perceived as fast and easy to “shop” for thought leaders to join a board, with the promise of instantly adding one or more members not just with expertise, but extensive networks to leverage. The benefits of recruiting thought leaders to boards, regardless of board size or type can be substantial.

But bringing on these forward-looking business leaders is not always the preferred way to gain the advantages a culture of thought leadership can bring to an organization. Instead, some companies have turned within, and toward the development of internal thought leaders, either from the C-suite or at a departmental level. Their initiatives are creating what, in aggregate, is a collective thought leadership presence. This approach, cultivating expertise across specific areas, can lead to the company becoming a go-to source for industry insights and may be a smart move for the board to encourage.

The Benefits of Cultivating Thought Leaders From Within an Organization

Thought leaders, externally sourced and recruited, can bring a range of valuable skill sets to a board. Speaking on behalf of the company, they can enhance a company’s reputation and prestige. This can significantly contribute to the board’s ability to provide strategic guidance to the company. But the benefits of focusing from within can often be far-reaching as well.

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Thought leaders from within provide a first-hand perspective: They understand how the company works, the culture, and the challenges. And no one understands those issues better than a company’s CEO and other members of the C-Suite. Cultivating members of the executive team as thought leaders, and having them join the board, ensures that decision-makers have a firsthand perspective.

Thought leaders from the C-suite typically focus on mission and purpose, provide the public face (writing, speaking, attending industry events) and are reinforced by the company as their platform: the internal team with facts and figures. Well-trained, they can achieve what Cargill did when, in 2016, they embarked upon their thought leadership initiative: How the world was going to feed the anticipated 9 billion people in 2050 — and, on a broader basis, food security. This was eight years ago, and it continues today. Their people are passionate about mission and purpose, and this translates into their thought leadership efforts throughout the company.

Regardless of the size of the company, those with an internal initiative tap into the wealth of knowledge within and across the organization. As they do, it strengthens the connection between leadership decisions and the everyday experiences of the workforce. It enhances employee engagement and retention by providing opportunities for growth and contribution. And when contributions include presentations to the board, it boosts morale and sends a strong signal that there is shared responsibility for the company’s success. Positive outcomes of these initiatives include:

  • Culture and employee empowerment are expanded. Involving employees as thought leaders helps to foster inclusivity and engagement, signaling that the organization values and respects the insights of its internal talent. A thought leadership culture contributes to a positive company culture, fostering collaboration and a shared commitment to excellence. It also ensures that the organization stays at the forefront of industry conversation and is innovative and adaptable to industry changes.
  • Operational challenges are overcome. Since internal thought leaders are more attuned to the day-to-day, their contributions tend to be practical and aligned with the board’s directives. They bring a deep understanding of day-to-day operations and contribute to more realistic and effective strategies.
  • Talent development is enhanced. Involving employees in board discussions provides them with exposure to high-level strategic thinking. This exposure can be a valuable component of talent development, preparing employees for leadership roles within the organization and creating visibility within the board of extraordinary, often hidden, talent.
  • Succession planning is strengthened. Identifying and nurturing internal thought leaders for leadership and board roles can be part of a comprehensive succession planning strategy. This ensures a pipeline of leaders familiar with the organization’s intricacies.

How to Develop Thought Leadership From Within

Fostering thought leadership from within the company requires a deliberate approach, support, and training mechanisms, such as:

  • Training programs and workshops to encourage a culture of ongoing education and development.
  • Internal forums and employee idea-sharing platforms to facilitate collaboration.
  • Cross-functional collaboration to promote diverse perspectives and interdisciplinary thinking.
  • Recognition programs to acknowledge and reward employee contributions and celebrate innovative ideas.
  • Mentorship initiatives to foster knowledge transfer, skill development, and shared insights and guidance.
  • Open feedback to reinforce or establish a culture where employees feel comfortable sharing constructive criticism.
  • Celebratory events to showcase employee ideas to the organization.

It does not need to be expensive, but it needs to be included. A board that recognizes and supports these initiatives positions the company for long-term success.

Thought leaders possess a deep understanding of industry trends, emerging technologies and market dynamics. Their insights can guide the board in making strategic decisions, helping the organization stay ahead of the curve. Incorporating internal thought leaders into the board not only taps into the wealth of knowledge within the organization but also strengthens the connection between leadership decisions and the everyday experiences of the workforce.

Paula Zirinsky is founder of Zirinsky Strategy LLC. She can be reached at Paula@ZirinskyStrategy.com.

About the Author(s)

Paula Zirinsky

Paula Zirinsky is founder of Zirinsky Strategy LLC. She can be reached at Paula@ZirinskyStrategy.com.


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