One of the most essential things an organization's leader must be willing and able to do is to identify, know, come to grips with, admit, accept, and overcome his limitations. There are very few leaders that are experts in every area that may come before them, but the difference between effective leadership and the "wannabees" is often that the individual who knows his strengths and weaknesses, and knows where to turn and/ or who to turn to for advice and assistance in weaker areas.
Far too many individuals who merely ascend to leadership positions are so ego-driven that they are unwilling to admit that they do not have sufficient expertise in a particular area, and then, by the time they do, they often "make a mess" of something that would have been taken care of properly had they admitted their weakness. Unfortunately, in my three plus decades of being involved with organizations and not-for-profits, as a staff member, volunteer, and as a consultant, I have observed that there are far more ineffective leaders than there are effective ones. Those that are willing to suppress their ego, and ask for advice when needed, generally fare better. However, another obstacle often faced, is that these individuals even lack the ability to properly identify where to turn, and often turn to the wrong sources for advice.
Merely because someone has been involved with an organization for a long time does not make him an expert. It may give him experience, but whether or not he learned from that experience, and now understands the necessary lessons, often differentiates getting valuable advice versus just someone's subjective opinion.
One of the topics that I always cover when I give Leadership Training programs is the difference between experience and expertise. While anyone who has done something, whether well and successfully or not, has gained experience. On the other hand, only the individual who does it well, and has done it consistently, and understands both the art and science of getting things done, is an actual expert in an area. Obviously, there are always far more experienced people than there are those that are experts.
Organizations face obstacles like this because they spend insufficient time on the very important issues, including effective and professional leadership training, and best practices and techniques for identifying and qualifying potential future leaders. I have seen organizations squander funds hiring a consultant or a speaker, and then not following through, or hiring an inappropriate one for their needs. All human beings are limited in some areas. It is the exceptional one that admits it, and works an effective plan to take action to address it adequately.