Career Zone: Building leadership durability in changing times

In an era defined by constant disruption, leadership durability has emerged as the defining pillar of successful public and private organizations. Whether you are advancing complex policies or building infrastructure, everything in water takes time — sometimes decades.

The key ingredient to ensure agencies reach the finish line is durable leadership. Durable leaders have the capacity to endure and sustain effectiveness and commitment over extended periods despite challenges or pressures that may arise.

While the water industry has historically benefitted from career longevity among leaders and other key team members, workforce trends indicate that time in roles and agencies are shrinking.

As experienced workers walk out the door, so does the knowledge that provides stability in tough times.

Building leadership durability is an intentional effort that involves attention to the following key aspects of your agency:

Set a shared vision. Working with both the board of directors and team, leaders must craft a vision, supported by a clear mission and core values, that sets the direction for the agency.

Foster a values-driven culture. Core values define who you are as an agency. Rely on those values to guide your organization and its decisions.

Embrace adaptability and innovation. The ability to quickly adapt to changing circumstances and to embrace new ideas and technology are no longer secondary but essential for survival.

Build accountability and trust. Lead by example and demonstrate consistent ethical conduct in all decisions and actions. Prioritize transparency by communicating clearly with the team and the public about agency performance and challenges.

Invest in your team. People are your greatest asset. Understand your team’s strengths and invest in their development.

Encourage collaboration and engagement. Eliminate silos, facilitate regular cross-departmental communication, and create opportunities for all voices both internal and external to contribute meaningfully to agency outcomes.

Strengthen succession planning. Identify, mentor, and prepare middle managers as future leaders to ensure organizational continuity as experienced personnel transition out.

Modernize recruitment and retention. Update workforce practices to attract the next generation by leveraging new technologies, offering flexible work options, and emphasizing professional development and inclusive culture. Strive to become best employer in your service area.

In a time when disruption is constant and progress in the water sector is measured in decades, leadership durability has become crucial for organizational stability and success. Building this leadership requires a purposeful focus on creating a shared vision, creating an open and honest culture, and investing in current and future team leaders and members. Together, this will ensure agencies remain effective and resilient amid mounting external pressures and internal transitions.

Jennifer Persike, president/founder of Jennifer Persike & Company, is an innovative strategist and visionary leader with more than 30 years of experience with California water and energy utilities, statewide associations, non-profits and corporations.