Category Archives: Talent Management

Strengths…

I have just completed my Extraordinary Coach program by Zenger Folkman and it was fantastic and quite enlightning. Why? I have been working as an executive coach for a a number of years and I love working with clients and leaders who are willing to take on their role and focus on making a difference on themselves, their teams and the organisation.

When we become part of a journey of working with a coach which in itself is such an amazing and powerful experience; we become part of the process looking into a mirror at ourselves and this can be quite confronting. The clients and leaders I work with immediately want to know their weaknesses – what do I need to fix?  We all have weaknesses, but we also have some profound strengths. And aren’t our strengths more fun to work with – I mean they are strengths for a reason. When we start to focus on our strengths, other companion competencies also tend to become more effective and our weaknesses become a little obsolete…

There are a number of tools I use to determine my leader’s strengths – and one of my favourite is not only the 360 Extraordinary Leader Assessment but also Tom Rath’s Strengths Finder 2.0.

If you want to know about leadership and focusing on strengths, please read this article by Zenger Folkman, “Leadership under the Microscope”.

Leadership Under the Microscope

Ask yourself – what are your strengths and how are you capitalising and working on them everyday?

Strengths Finder 2.0 Book Link 


Shine…

What does it take to Shine – is it all in the attitude, doing what you love or feeling connected? I wanted to share with you about this wonderful new book that has been released called Shine. Now below is a summary from Amazon, yes I copied and pasted it onto my blog. Why reinvent the wheel I say!

I am currently reading about 5 books at once on Brain Science, lets just say reading about the pre-frontal cortex and amygdala is really fascinating but boy it is a lot to take in. I should have taken more notice in science at school. But learning about how the brain works from an organisational effectiveness point of view – really interesting!

This book is a different and I like how he tells a story – with some great examples and tools. There are some great insights, ideas and lessons…And you can implement them! Fantastic I say! But why read a book on this stuff if you can’t take the lessons and ideas and use them to make changes, a difference or even change your own thinking. Let’s face it we all like to Shine…okay maybe I am projecting there because I certainly do!

Book overview

“Your job as a manager is getting harder all the time. But your most critical responsibility—especially in today’s world of intensifying competition—is how to help your people shine their brightest.

How do you inspire solid contributors to strive for more? What should you do if a star player falls off their game?

In Shine, bestselling author, psychiatrist, and ADD expert Edward Hallowell draws on brain science, performance research, and his own experience helping people maximize their potential to present a proven process for getting the best from your people:

-Select—put the right people in the right job, and give them responsibilities that “light up” their brain.
-Connect—strengthen interpersonal bonds among team members.
-Play—help people unleash their imaginations at work.
-Grapple and Grow—when the pressure’s on, enable employees to achieve mastery of their work.
-Shine—use the right rewards to promote loyalty and stoke your people’s desire to excel.

Brimming with Hallowell’s trademark candor and warmth, Shine is a vital new resource for all managers seeking to inspire excellence in their teams.”

About the Author

Edward M. Hallowell M.D. is a psychiatrist, an instructor at Harvard Medical School, and director of the Hallowell Center for Cognitive and Emotional Health, which serves individuals with emotional and learning problems. He was on the faculty of Harvard Medical School for 20 years. He has written two popular Harvard Business Review articles and authored 13 books, including the national bestseller Driven to Distraction.

Click here to access book on Amazon


What’s up with the market…talent market that is…!

Have I ever told you how much I love my job! I am sure I have at one stage but at present I am feeling overwhelmed, excited, energised and a little bewildered? Overwhelmed and excited that I am working with great talent; talent that are so open to their own leadership effectiveness and also the effectiveness of their teams! I am getting through…yippie!

But…there is a but. I am bewildered. Did you notice I wrote that word in the second sentence? I have so many leaders asking me for advice on how to find talent as well as assisting them in finding talent. I am more than happy to help as I love helping my clients find great talent – and in turn I love talent finding fantastic new opportunities! Yes it is still a talent war but yes another but how do I get through to my clients; leaders in the industry that it is not only about finding them, but keeping them warm and engaged throughout the process.  I hear from so many candidates who are disillusioned by the recruitment process. I would have to say, I can’t blame them! Not only is it about being creative and strategic in your sourcing channels, but being present and active in your candidate care.

I met a Human Resources Leader about recruitment last week who is looking for people for a major project in central Queensland, like most of my clients. And how refreshing that she said, I promise to get back to you and I am available for you to call anytime for feedback or next steps.  Yes I nearly fell over with excitement! Do you know how many of my clients who I work for in trying to help them find this most valuable resource for them and they don’t even return my calls? Hey I know we are busy, but if you are not getting back to your partner in recruitment, will you give them same treatment to my candidates? Hey I am no angel and I am first to admit that I also need to treat my candidates better…and I am really busy at times as well. And if I think about what I preach around emotional intelligence, I do forget that I have been in their shoes where I have applied for roles and even through the interview stage and I have been treated poorly. I do apologise to those candidates now who might be reading my blog. I am truly sorry for not getting back to you – or not keeping you in the loop in a timely manner.

And hey we all do it! But why? Let’s be more aware and proactive about it. And accountable…I really like this recent article about GlaxoSmithKline – a leader in the recruitment candidate care ethos. Some great insight how others are doing it – and doing it well. And holding everyone involved in the recruitment process accountable.

I am now going to challenge myself and get back to all my candidates. Or at least give them some form of communication. Will you take on the challenge! I know you want to…

GlaxoSmithKline Article from HRManagement US


When Teams Work Best

Teams are everywhere in business and industry, and in government, schools, hospitals and professional associations — indeed, almost everywhere where people gather to get things done. But some teams work better than others. What does it take to make teams work effectively?

To answer that question, more than 6,000 team members in a variety of organizations were surveyed. They assessed their teams, their team leaders and each other against a common set of criteria and responded to open-ended questions. From the safety of confidentiality, they identified what encourages teams to success and what discourages them into failure.

Five crucial areas emerged.

1. Team Members

2. Team Relationships

3. Team Problem Solving

4. Team Leader

5. Organisational Environment

 

Frank LaFasto and Carl Larson write about how 6,000 Team Members and Leaders Tell What It Takes to Succeed! A must read!

Click below to read book summary!

When Teams Work Best



Related Reading

The Five Dysfunctions of a Team: A Leadership Fable,

by Patrick M. Lencioni, John Wiley & Sons, 2002, ISBN

0787960756.

The 17 Indisputable Laws of Teamwork: Embrace Them

and Empower Your Team, by John C. Maxwell, Thomas

Nelson, 2001, ISBN 0785274340.

The Wisdom of Teams: Creating the High-Performance

Organization, by Jon R. Katzenbach and Douglas K.

Smith, HarperBusiness, 1994, ISBN 0887306764.

 

 


Leaders at All Levels

Leaders at All Levels
Deepening Your Talent Pool
to Solve the Succession Crisis

A great book by Ram Charan who wrote another must read – Leadership Pipeline.

Companies are too often short on the quantity and quality of leaders they need
at all levels. But they could fill their leadership vacuum, says business adviser and
author Ram Charan, if they knew how to spot and develop their potential leaders.
Most processes for finding and developing the potential leaders within an organization
are deeply flawed. Companies need a completely new approach.This new
approach, outlined in Leaders at All Levels, is called the Apprenticeship Model. It focuses
on spotting leaders early and putting them in situations that drive them to grow
fast. It transforms leadership development from a discrete activity run by the
human resources staff to an everyday activity that is fully integrated into the fabric
of the business, and in which line leaders play a central role.
The Apprenticeship Model of leadership development requires profoundly different
attitudes and mind-sets as well as major organizational changes, and the
results don’t come quickly. But it is eminently practical, based on decades of observation
of hundreds of leaders in dozens of companies. Companies that have
embraced Charan’s leadership development model have built powerful talent
engines that give them an edge.

IN THIS SUMMARY, YOU WILL LEARN:
• How to sharpen your power of observation to spot potential leaders
within an organization.
• How to accelerate leadership growth, build core capabilities and
acquire new ones.
• How to apply the processes and tools that bring the Apprenticeship
Model to life.
• How aspiring leaders can use the Apprenticeship Model as a road map
for taking charge of their own growth.
• How to give each promising leader the opportunities that are right for
him or her at the fastest pace of growth he or she can handle.

A must read for anyone in OD or Talent Management – or for any leader today!

You can get it from Amazon – now on Kindle

http://www.amazon.com/Leaders-All-Levels-Succession-non-Franchise/dp/0787985597/ref=sr_1_1?ie=UTF8&qid=1296165582&sr=8-1

Click below to read further!

Leaders at All Levels


Welcome to LeadershipHQ


Happy New Year! I have to say I am so excited about 2011. Don’t ask me why…maybe because I know this year is destined for great things for you, Leadership and me in the 21st Century.

Firstly, thank you for taking your precious time out to read my first blog post! I have been thinking for some time to start a blog and a few months back a wise astrologer told me that he saw on my chart that I was a great writer and I should start a blog, and wanted to know what was stopping me. What the?

What does stop us?  Fear, time, commitment? All of which I put my hand up to as useless excuses! Well he did say it was on my chart. Now who am I to detour from my chart and not go ahead with it? I am a tenacious Cancerian by the way and once I get my head and heart around something, there is no stopping me!

Why LeadershipHQ you might be asking (or not)? I did ponder for a while on this one. I felt LeadershipHQ  really encompassed what I am crazy and passionate about – Talent Management and Leadership Development and Effectiveness as well as knowledge sharing and best practice. Leadership Headquarters…what do you think? Don’t answer that one as my mind is already made up. Continue reading