While working on determining leadership potential at an innovative engineering company, I have came across this senior executive who can see where his department needs to go, has correctly focused on some key processes and projects, and is generally seen to be in a good position to bring about desired changes.
But some of his workouts revealed that he is focusing entirely on developing other people and he is missing out on using his own considerable engineering knowledge for improving core engineering design processes in his area of work.
What is also worrisome is that many of his initiatives are too broadly worded and they suffer from lack of thinking about those crucial but small steps needed for success.
It is quite likely that he will struggle to realize his own leadership potential, unless properly counseled and coached.
See: Learning Leadership ( http://www.learning-leadership.com) and self learning program Lead to Regenerate (book) ( http://www.learning-leadership.com/blog/lead-to-regenerate/ )