There are a great many characteristics that people often attribute to success, but none is more necessary than tenacity. Without determination and the ability to commit to the task with hard work when passion is quiet, most brilliant ideas would lay dormant and forgotten. Read the rest of this entry »
How do the stars at a firm manage to shine brightly together, while those at another merely twinkle on their own?
For years, I puzzled over the huge performance gaps I often saw between teams that, on paper, looked as if they would be equally effective. You see it in business, in sports, in creative endeavours from movies to magazines. What made the difference? And what was the secret to both evaluating and enhancing team, rather than individual or organizational, dynamics?
My questions were answered with more experience – and applying wisdom and maturity (mixed with a dash of intelligence) in the late 1990s – when I did a review of a top 10 ASX conglomerate, culminating in an effectiveness review I called the ‘Power of One’.
My model analyses six critical team competencies: Read the rest of this entry »
Ever tried to change anyone’s behaviour at work? It can be extremely frustrating. So often the effort produces an opposite result: rupturing the relationship, diminishing job performance or causing the person to dig in their heels. Still, some approaches clearly work better than others.
In our work with senior executives, we have specific assessed the leaders on their effectiveness at leading change – specifically, the managers’ ability to influence others to move in the direction the organisation wanted to go. We also note a client’s ability to lead change and compared that with other behaviours we have assessed – through our Leadership Enhancement Assessment the client completed form and then benchmarked.
We found that some behaviours were less helpful in changing others. We found two that had little to no impact, thereby providing useful guidance on what not to do: Read the rest of this entry »
Making the right investments in learning and development programs have never been more important – or more of a challenge – for business leaders.
Unfortunately, despite spending approximately billions globally on learning and development programs, many executives still grapple with how to improve and enhance their effectiveness. As research shows, the need to revamp and improve learning programs is an important concern among HR executives – but it should be a very real concern for C-Suite even more so!!
I believe there are seven challenges companies must meet to create development programs that really work: Read the rest of this entry »
Respect, integrity, communication and excellence: these were Enron’s self-professed values, before accounting fraud brought down the firm. So you’d be justified in thinking that the values listed on corporate websites don’t really matter.
Yes, talk is cheap, and public proclamations aren’t the same thing as living up to one’s values. (The Enron example.) Still, stated values might also represent a firm’s aspirations, the type of company it strives to be. If that’s the case, maybe the values on a company’s website are meaningful after all; perhaps Enron is the exception rather than the rule.
The upshot in my view – don’t dismiss the corporate values statement. It seems to be linked to financial performance. Read the rest of this entry »
A Case – You are establishing a unique Professional Services firm out of Australia – you have the idea, the brand and are putting together a team of talented, focussed individuals with great potential.
What strategies and skills must you employ to make the most of this potential? What is the best way to lead a crop of great people? Read the rest of this entry »
In Part 1 as a Case – We are establishing a unique Professional Services firm out of Australia – you have the idea, the brand and are putting together a team of talented, focussed individuals with great potential.
What strategies and skills must you employ to make the most of this potential? What is the best way to lead a crop of great people?
Having achieved that then what are:
Your 12 Key Cornerstones of a sustainable dynamic Start-up
We all need a mentor? Well – maybe – not too sure is often the answer!
Since we at CMG implemented our Leadership Enhancement ‘Questionnaire’ some time back for our Senior Executive clients, one area constantly hits the ‘Top 10 of the Charts’ – and that is developing your Team members.
Accordingly this guide has been developed to assist you in this area – and if executed appropriately will result in a significant dent in CMG’s revenue stream to say the least!
But that is good is it not – as developing our clients to become better ‘Leaders’ is to a greater extent our Mission. Hence this outline. Read the rest of this entry »
No matter how successful a mentoring session feels while it’s underway, if it doesn’t lead to change after it’s over, it hasn’t been effective. Unfortunately, too many managers don’t adequately follow through and thereby squander the important time they’ve invested in mentoring. You can make the process more effective by adopting these practices after every session.
Use this list of tips and questions to help you track the progress of everyone you’re mentoring. It will help you offer meaningful support in follow-up meetings, as well as in between meetings. Read the rest of this entry »
Many conversations I have had with clients and professional friends regarding – say world events, including the Australian political landscape quickly veer, as these things often do, into a discussion about how individuals can keep large, complex, unwieldy organizations operating reliably and efficiently.
That’s not leadership, I explain. That’s management — and the two are radically different. Read the rest of this entry »