Archive for the ‘Executive Coaching’ Category

What are you doing to invest in your people?

November 17th, 2009 by Joe Tyney

As leaders, we should be continually asking ourselves questions such as:

“What are we doing to invest in ourselves, and what are we doing to invest in our people?”

Companies never remain static. They are either moving forward or going backward. A critical element in determining the direction is the development of their people. Where investment is made, it is often at the middle management level that can have minimal effect if Executive Management is not involved. CEOs who condone this by delegating (or abdicating) this responsibility to HR or individual managers do so at their peril! A high return on the investment in human capital needs to be modelled by starting at the top.

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How Costly is Poor Leadership?

November 2nd, 2009 by Joe Tyney

Today, there are so many books and articles on excellence in leadership that it is astounding engagement levels are running at barely 50%, costing this country $33 billion annually. Maybe we should find some courses and write some books on poor leadership and see if it makes any difference. (more…)

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The High Cost of Disengagement

August 25th, 2009 by Joe Tyney

Example:

100 employees averaging 70% engagement. It would take 116 employees averaging 60% engagement to get the same result of those 100 at 70%.

That is 16 more employees to do the same job!

The cost of 10% disengagement @ basic minimum weekly wage of $544 = $452,608 per annum!

(Imagine what this figure might be if it were to include on-costs and more senior employees, middle and executive managers)

(more…)

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Great Leadership for Great Teams

July 16th, 2009 by Paul Smith

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?

By assembling a great team, you’ve already put yourself ahead of the game. Rather than jump-starting the company on your own, you’ll have the easiest time, the most fun, and probably the most success by developing the team and letting the team develop the business. You just have to organize them and point them in the right direction.

Have you ever worked in a really high-functioning team? In great teams, each member brings their best to the party. They only do the things they’re best at, and they do them superbly. The work gets divided to play to each person’s strengths.

(more…)

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The Executive Mentor – the Goalkeeper – an Interview

July 2nd, 2009 by Paul Smith

“In the space of a fortnight, six different people told Paul Smith they were having a horrible time in their executive jobs. One told him that he wanted to resign forthwith. Another confessed to just having endured the worst month of his business life. A prominent Family Business owner said: “I just want to give up and sell up – it’s all too hard.”

These were not Paul’s employees, bosses or friends. They included corporate or government leaders, business owners and executives who engage him as a business mentor (and coach) and who felt free in a one-to-one setting, to confess how they were really feeling about their jobs. Big pay packets and titles are no buffer to human needs and emotions.

It’s a cliché, but life at the top really can be lonely or isolating, says Paul, because few employees can imagine that their “superiors” might sometimes feel vulnerable and bewildered. He’s been there too!

(more…)

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