“Start with where you want to end up”
This McKinsey quarterly article is worth a read. Entitled “Managing CEO transitions” (link here) it outlines the opportunities (and lost opportunities) associated with the changes in leadership within organisations. Some great examples, discussion and learnings.
With $40 – $50 bn of investment coming into Christchurch over the next few years there is a lot of activity already, primarily in the construction industry. With a positive outlook for the future and the first signs of the massive growth many companies will and are experiencing many are seeking better systems & processes. Retention of top talent will be achieved by having the best culture, investing in people and balancing hard work with real life needs. Having a great culture is a significant strategic advantage that no competitor can steal & great cultures don’t just happen!
Good leadership, strong leaders and being able to provide certainty through constant change brings unique challenges. I took this photo today whilst supporting a Christchurch building company introduce some change. With nearly 40 in the team and growing fast, change is constant. Good practical leaders seeking tools that will help them on the job.
Be accountable for your own life. Own it and don’t blame others. You make your own luck and if you are not happy with how things are you need to focus on learning how to make better decisions.
“What do emplyees expect from their leaders? Honesty, Forward thinking, Competence and Inspiration”
Attached is a great video blog from John Spence (link here) which is well worth a watch. Based on research outlined in the book The Leadership Challenge” he refers to a 30 year study of well over 1 million employees. Honesty is the key expectation iei ongoing transparency and up front trustworthyness of any leader. Forward thinking is about defining the future. people cannot be inspired by the past or present…….only the future so leadership is always about “where are we going”. Defining the future is a key expectation.
Competency relates to two aspects. Firstly your team expects you to be competent as a leader and secondly within your are of expertise/core business. Inspration is about being able to tke people with you, to paint and sell the dream and to inspire action and to get people to do what needs to be done because they want to do it.
Leadership is a journey not an event and you can never stop learning from others experience. It is one of lifes ultimate challenges.
A good set of Core Values form the basis of an organisations culture. Here the values of branding company “G & A Nelson” are displayed within their workplace. Core Values allow you to recruit for fit and to make good consistent decisions across the organisation. You should be able to hire & fire from them and they are one of the best management tools around for leading your team. Tell stories around them continuously & often. What are yours?
You have to shoot first or someone is going to take you out. This means moving faster than competitors and more importantly delivering a unique mix of products & services so you are not just a “me too” brand. “Me too brands” compete on price and that sucks!
Yesterday I was invited to the Chamber of Commerce luncheon to hear the Prime Minister John Key speak about the Christchurch rebuild and what the future holds. It was good to hear exactly what the Government is investing in and where the $40bn is going.
Attached is a blog I wrote for Results Group ( Link here) last week about what I have learnt through recently facilitating a number of sessions with team members and their clients. Owning the Voice of your customer is hugely valuable and a strategic advantage. Most never do it & if they do it tends to be through survey with little or no real analysis or actionable follow up.
What do you think?