Have you finally got your team complete, after many set backs to eventually getting the “right” team dynamic, when one of the team advises they are pregnant? Read more for assumptions you shouldn’t make.
The value of focusing on the process rather than just the outcome you are looking to achieve. Process is generally within your control. Outcomes may not be.
You may be interested to know that a recent survey,of 20,000 UK executive placements, by Heidrick & Struggles, showed that 40% were fired, failed or resigned within 18 months! Whatever the reasons for that statistic, for many search firms, it represents a call for quality improvement. But what about the appointees and their organisations themselves? In this blog we explore how that can happen and one thing an organisation, or an employee, can do to avoid being one of the statistics.
Whether you like it or not, you have a Personal Brand, since by definition it is others’ total experience of you. Great leaders have great Personal Brands. Growing our Personal Brand takes time. The little things are the big things. Involving key stakeholders helps grow our Brand because they can be our best advocates for who we are. Personal Brands take time to craft and are readily dis-membered through inconsistencies between what we ‘say’ and what we ‘do.’
Clarity of purpose is vital to teams and leaders. Defining that for non-traditional teams (e.g. project or cross functional or self-managed) can be difficult.