What leaders must do right
Seven steps:
1. Appoint the right people. I assume you already have made a few smart appointments and would wish to continue this trend in more than a intuitive manner? In expanding your team, select very carefully and only the best talent. Be coached on how to select professionally and to ask the right talent-based questions. You need people who will understand their roles and contributions to making them and your company grow. They should understand your mission and be able to execute your strategy. You have to offer posts matched to the talents of the applicants. Include your values in your selection criteria.
2. Determine direction with your people and plan. Involve, if possible, everyone in participating in a scenario conversation and in developing your company's strategic and operational plans. Develop new insights and sound, simple and balanced plans which are crucial to your survival and growth. See ... planning.
3. Install basic systems and processes and ensure that you have reliable information and data on hand.
4. Build people and mould a well-functioning team by focusing on their strengths (talents (recurring patterns of thought, feeling and behaviour), knowledge and skills; by finding their own voices; by providing positive, thoughtful feedback; and by providing opportunities to learn and grow, to be creative, to become emotionally involved and to do so in a principled way. We coach a modern Knowledge/Information Age approach.
5. Focus on your clients and stakeholders and really understand what experiences and emotions your company and its products stimulate in them.
6. Execute your plans/ideas meticulously as a team. Make the discipline of execution part of your strategy. "Now that we know what we want to achieve, how will we achieve it?" Link execution and results to your performance appraisal system which is linked to the strategic plan of your enterprise. See ... execution.
7. Create a specific culture - and do so in terms of a culture strategy which is aimed at creating a work environment which attracts and retains the right people. Not any people. The right people with talents which are specifically needed by your company to purposefully grow into a great company.
Your most important clients are your internal clients
Your colleagues and team members are your company; not the buidling or registered entity. People seek equity, recognition of achievement and camaraderie, according to the findings of Sirota Consulting. Put your people first!
Invest in your intangibles these being your Human Capital, Information Capital and Organisation Capital. The right people really are the foundation of your business. The right culture and climate can turn your company around. We will assist you to do so in terms of a gradual programme of change.
Assuming you have the right people on board, your departure point would be ... planning.
For the Balanced Scorecard focus on people, see balanced scorecard and scorecard intangibles.
Also visit the related important topic of company culture.
For information about The Enthusiastic Employee by David Sirota, Louis A. Mischkind and Michael I. Meltzer, and about The 8th Habit by Stephen R Covey, please visit worth reading.
Last modified: 15-10-2009