One of the critical success factors for developing a high performing work environment is hiring the right people. I believe that involves looking at 2 key areas when hiring; competence and character. Competence is the skills, knowledge and experience to do the job. Either they have these skills already, or you believe that with the correct training, they have the potential to learn to do the job well. This is often what most interviews and most training is geared towards. However, even more important than competence is character. You should be looking for people who can get on board with your vision. People who get excited about your company vision and values — who love working with and looking after customers. I recall a story about the great Ritz Carlton hotel chain. Whenever they interviewed someone for any aspect of their business, they shared a meal with the prospect and accidentally… Read more »
Leadership That Stimulates Change
LEADERSHIP THAT STIMULATES CHANGE focuses on the critical relationship between leadership, employee engagement and delivering an exceptional customer experience as a competitive advantage.
Bill is recognized as the Performance Excelerator™ because of his uncanny ability to create profound change and deliver extraordinary results with the most demanding organizations.
As a senior executive with over 30 years experience, he works with senior leaders to navigate change and influence and inspire higher performing, customer-focused cultures that create long-term, profitable relationships with your customers and excelerate performance and productivity with leaders and employees.
This is the first in our 2015 leadership speaker series of articles that looks at stimulating change for passion & profits. What’s the secret to creating a culture of leadership that will take your organization forward for years to come? There is no secret — it starts at the top with you. In my experience as a leadership speaker and consultant, it starts with senior leaders reflecting internally — to understand their purpose, gain clarity about what they stand for and what the organization stands for — and identifying how to communicate this with the rest of your organization. It is the strength of individuals who make an organization world class. And companies that make leadership development a strategic priority have the ability to attract and retain the best leadership talent, and move to the head of the pack. Leadership Culture Starts at the Top Transformational leaders understand that a… Read more »
Over the years of working as a leadership consultant with leaders from all types of organizations, there is no doubt that transformative leaders have something in common. Great leaders are only as strong as the support system they put into place around them. Strong leaders have strong teams to support them Great organizations don’t have ivory towers occupied by leadership. They understand the importance of taking a team approach and the risks associated with unilateral leadership. The leaders at the top of your organization cannot exist in a vacuum — isolation at the top can significantly hurt top level decision making and business strategy. Strong leaders have strong support teams to assist them — not a team of yes men. Strong leadership teams are comprised of individuals who each have a unique voice, diverse skill sets and are not shy to challenge leaders. Two (or more) heads are always better… Read more »
James Lawther is my guest writer this issue. James doesn’t pretend to be a leadership expert, but he is fascinated by how organisations work, so he writes about process improvement and employee engagement at www.squawkpoint.com instead. In January 1990, an airliner crash-landed on Cove Neck, Long Island, in New York State. Minutes before the crash all four engines on Avianca flight 52 from Bogotá stopped. That evening 73 people lost their lives.The accident was totally avoidable. Flight 52 just ran out of fuel.How did it happen? The evening of 25th January 1990 was a horrible, windy and foggy. All along the east coast of the United States planes were struggling. During its journey, Flight 52 had been held in 3 separate holding patterns before it was finally cleared for landing. Whilst the plane was making its descent towards the airport, the wind direction changed suddenly and the plane plunged toward the runway;… Read more »
This is the sixth and final article in our leadership consulting series that looks at creating transformative change in your organization. The full series will be available for download as a white paper once it is completed. In our last article, we discussed building your change management plan. Now let’s discuss how to continue the cycle and develop the skills of future leaders. Maintaining Strong Leadership – Building from Within In my experience as a leadership expert, an organizational culture that reflects your vision and values as a leader is sustained over time only through the internal development of future leaders. Continuing the cycle of strong leaders is possible by being proactive and developing the skills of future leaders. This is possible by embedding leadership development into your organizational culture and establishing strategies that will help identify future leaders internally, and by creating ways to develop the skills of future leaders through… Read more »