“If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don’t have to manage them.” …Jack Welch
Here are some questions to ask concerning your leaders, managers, supervisors and team leaders:
Do they all have clarity of purpose?
Do their beliefs and values line up with the purpose?
Are goals clearly defined?
Is the strategic plan shared with all players?
Think of your business as an orchestra in which every player has a key role: to create harmony and produce results.
Who is the composer of the piece being played? The piece is the purpose of your business, all of its values, beliefs and your mission.
How do you make the orchestra play with flow and continuity?
It all starts with your leadership.
How do you convey the purpose of your company or organization?
Your comments are most welcome.
Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca
Friday, May 1, 2009
Sunday, March 8, 2009
It's about respect and trust
The fact is that people don’t leave companies they leave people. Employees want to work with someone they can respect and trust.
The best ways to build this are:
--clarity about expectations,--clarity about earning potential,--feedback about performance,--scheduled meetings, and--a framework within which the employee perceives he/she can succeed.
In today’s working environment people become loyal to the individual(s) they respect and trust.
The number one priority for managers and leaders in today’s work environment is to be up front with what’s happening in the company. If the company is experiencing a downturn and respect, trust and loyalty are present employees will pull together as a team. They will be innovative if allowed to share ideas and expertise. They will help a company survive!!
The best ways to build this are:
--clarity about expectations,--clarity about earning potential,--feedback about performance,--scheduled meetings, and--a framework within which the employee perceives he/she can succeed.
In today’s working environment people become loyal to the individual(s) they respect and trust.
The number one priority for managers and leaders in today’s work environment is to be up front with what’s happening in the company. If the company is experiencing a downturn and respect, trust and loyalty are present employees will pull together as a team. They will be innovative if allowed to share ideas and expertise. They will help a company survive!!
Monday, March 2, 2009
Questions on Leadership
We all have role models in our lives. To find out what we need to learn, who we'd like to emulate as a leader and how to improve here are a few questions to answer.
Name one person who, as a leader, affected the direction of your life?
What are the qualities that made that person a leader in your opinion?
In what area of your life do you consider yourself to be a leader?
What are your leadership challenges?
In your business are you a leader or a manager?
What questions do you want to ask?
Wendy Hue, PCC, CSP
www.partnersinprogress
Name one person who, as a leader, affected the direction of your life?
What are the qualities that made that person a leader in your opinion?
In what area of your life do you consider yourself to be a leader?
What are your leadership challenges?
In your business are you a leader or a manager?
What questions do you want to ask?
Wendy Hue, PCC, CSP
www.partnersinprogress
Sunday, February 22, 2009
Nurture your Leaders
Leaders learn leadership from other leaders.
When you Google “Leadership Qualities” a list of over a million hits will appear. You will see a very long list of opinions on qualities, skills, talent etc. Many books have been written about the subject.
In spite of all the evidence companies still lose good leaders because they just do not nurture those individuals who possess the basic traits and qualities of a good leader.
Good leadership is taught, coached and mentored. A good leader sees the company vision, believes in the mission and is passionate about what the company does and where the company is going.
It has been said that when a company loses an employee that has been there for more than two years it’s like burning down a library. All the knowledge and training walks out the door. Even worse it’s now going to your competition!
People do not leave companies, they leave people!
How are you nurturing your future leaders? What are you doing to grow and develop those individuals that your vision and mission depend on for future growth and sustainability?
I welcome your comments.
Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca
When you Google “Leadership Qualities” a list of over a million hits will appear. You will see a very long list of opinions on qualities, skills, talent etc. Many books have been written about the subject.
In spite of all the evidence companies still lose good leaders because they just do not nurture those individuals who possess the basic traits and qualities of a good leader.
Good leadership is taught, coached and mentored. A good leader sees the company vision, believes in the mission and is passionate about what the company does and where the company is going.
It has been said that when a company loses an employee that has been there for more than two years it’s like burning down a library. All the knowledge and training walks out the door. Even worse it’s now going to your competition!
People do not leave companies, they leave people!
How are you nurturing your future leaders? What are you doing to grow and develop those individuals that your vision and mission depend on for future growth and sustainability?
I welcome your comments.
Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca
Saturday, February 21, 2009
Why use an assessment process?
When you’ve used the power of your intuition and observation and have interviewed the potential leadership candidate you have revealed the tip of the iceberg. So how do you get to the two thirds of a person that exists below the water level?
Using an assessment process is the way to go. One of the primary reasons for this is that you are removing your personal biases and personal perception filters.
That being said it is necessary to choose the right type of assessment to get the most reliable information possible.
When choosing an assessment it is necessary to first make sure that it is valid and reliable.
Any assessment used should come with a technical manual that displays recent studies for reliability and validity.
Reliability
Reliability refers to how consistently an assessment measures what it measures.
Levels are generally acceptable if .70 or higher.
Validity
With regard to the internal validity the measurement must show that it is clearly consistent with expectations based on the constructs being measured.
The reports produced from assessments must be straight forward, easy to understand and should not require any undue interpretation by the reader.
There are now thousands of different types of assessments available to companies for hiring and coaching individuals. These assessments can follow an individual throughout their career in a company as the individual grows and develops from one position to another.
The use of an assessment process can answer the following questions for leaders and managers within any company or organization:
How can I increase retention of top performers?
Who should I promote?
Who are potentially my most effective leaders?
In what positions will each of my employees make their most significant contribution?
What types of training give me the best results?
What candidates should I hire to assure top performance and compatibility with our corporate culture?
How can I reduce turnover, absenteeism and theft and increase bottom line profitability?
When you know that an assessment process is valid and reliable and can help you answer these questions you are probably on the right track in making your choice of what will be the most useful for you.
To gain more information on such processes visit my website at http://www.partnersinprogress/ and click on the icon to bring you to Profiles International.
Do you feel that using assessments could make a difference in helping you to make the right choices?
Let me know your opinion.
Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca
Thursday, February 19, 2009
Finding the right candidates for your leadership pipeline.
How do you know when an individual has leadership talent?
The first detector will be your intuition your “gut feeling”. It isn’t wise however to just go with that as sometimes we can be way off course. Some people are really good actors.
Along with your intuition you can add in observation. You can see how people act and react around the individual. Observe the individual’s actions and reactions in meetings. How often does the individual come up with solutions to problems? What kind of questions do they ask? Do they listen for answers and understand the responses of the giver?
Observation is a good indicator however it is also time consuming.
Another addition to finding the right candidate for leadership is an interview. During the interview find out where the person wants to be 3 -5 years from now and listen closely to the answers. Dig deeper into the responses to find out more.
As good as all of the above may be they will only show you the tip of the iceberg as far as the traits and competencies are concerned.
Tomorrow we’ll add more to this list. Meanwhile tell me what you do and how you feel you are doing in finding the right people for leadership positions in your organization.
I look forward to your comments,
Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca
The first detector will be your intuition your “gut feeling”. It isn’t wise however to just go with that as sometimes we can be way off course. Some people are really good actors.
Along with your intuition you can add in observation. You can see how people act and react around the individual. Observe the individual’s actions and reactions in meetings. How often does the individual come up with solutions to problems? What kind of questions do they ask? Do they listen for answers and understand the responses of the giver?
Observation is a good indicator however it is also time consuming.
Another addition to finding the right candidate for leadership is an interview. During the interview find out where the person wants to be 3 -5 years from now and listen closely to the answers. Dig deeper into the responses to find out more.
As good as all of the above may be they will only show you the tip of the iceberg as far as the traits and competencies are concerned.
Tomorrow we’ll add more to this list. Meanwhile tell me what you do and how you feel you are doing in finding the right people for leadership positions in your organization.
I look forward to your comments,
Positively and successfully,
Wendy Hue, PCC, CSP
www.partnersinprogress.ca
Wednesday, February 18, 2009
So where do you start?
When building a leadership pipeline in a company or organization it is wise to first determine what leadership in your environment actually means.
Yes, there are standard definitions of leadership however there are always some competencies, skills or talents that are very particular to how your company operates, its vision and its mission.
Here are just a few that you can consider and then add on your own:
Yes, there are standard definitions of leadership however there are always some competencies, skills or talents that are very particular to how your company operates, its vision and its mission.
Here are just a few that you can consider and then add on your own:
- Instills Trust
- Thinks creatively
- Takes action
- Achieves results
- Cultivates Individual Talents
- Displays Commitment
- Listens to others
What's the difference between a manager and a leader? My opinion is that a manager deals mostly with processes and systems and builds fires under people's chairs.
A leader may also do this however when it comes to making the fire it comes from igniting the spark in the heart.
Do you agree?
Postiively and successfully,
Wendy Hue, PCC, CSP
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