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Updates:
April 2010:
Expert Insights - Creating a Team-Building Culture
March 2010:
Executive Briefing
February 2010:
Join other leaders who are maximising business performance
September 2009:
JobFit Assessments
August 2009:
Managing Human Capital in Unprecedented Times
June 2009:
Is your Organisation "Best-In-Class"?
May 2009:
Now is the time to Review your Screening & Selection Processes
March 2009:
Candidate Screening & Downsizing - How to make it effective!
January 2009:
All Managers can be Great Coaches
December 2008:
Study proves that Managers rarely understand the Success Factors of their employee
November 2008:
Perhaps if I starve the patient
that will make them stronger
October 2008:
Developing Courageous Leaders
September 2008:
Low Cost Employee Perks that won't punish your bottom line
August 2008:
Lessons of the Square Watermelon
Developing Courageous Leaders
"Management is doing things right; leadership is doing the right things"
Peter F. Drucker
There is much discussion about Leadership and it comes as no surprise that business leaders now regard the development of leadership attributes in their organisations as the highest priority.
The challenge for all executive managers is to develop an effective, and therefore simple, leadership pipeline that caters for the four different leadership styles. The four leadership styles can be best explained by describing the attributes exhibited when everything is going well (a good day) and when they are not going well (a bad day):
1. Order
Good Day: cautious, reserved, meticulous & perceptive
Bad Day: passive resisters, aloof, perfectionists & guarded
2. Action
Good Day: daring, leads from the front, self-assured, confident
Bad Day: single-minded, egotistical, domineering & sceptical
3. Change
Good Day: inventive, roguish, energetic, charismatic
Bad Day: scheming, strange, devious & full of bad ideas
4. Nurture
Good Day: collective, laid-back, team player, collaborative
Bad Day: needy, complacent, weak & eager to please
As nearly every leader will portray more than one leadership style depending on the circumstances, the question then arises:
"What trait/s are common to all four leadership styles when each one is obviously so different to all others?"
The answer is .. COURAGE
read more about developing a leadership pipeline....
Free Diagnostics
When was the last time you worked on your business engine?
The accuracy of any decision will always be directly related to the amount,quality and relevance of the information available to you at the time.
We are currently offering free diagnostics that will provide you with the information to help your management team make the best decisions going forward.
In these turbulant economic climes can you afford to make uninformed decisions?
Diagnostics currently available are:
* Staff Attitude Survey
* Customer Satisfaction Survey
* Role Benchmarking
* Cost Benefit Calculator
For more information please click on this link - Free Diagnostics
If you would like to review a sample report please email us and state which survey you are interested in.
Last week I was asked to say, in no more than ten words, what it is that Profiles International does for its client organisations. My response was that we:
"increase employee engagement & management leadership skills"
When all of the recent recognised studies show that by increasing employee engagement, organisations will:
*
Increase Profitability
*
Increase Revenue
*
Increase Customer Service Levels
why is it that many organisations, when looking for cost savings and are simultaneously striving to achieve all three of the above outcomes, will immediately slash the very resources that promote employee engagement and therefore negatively affect the short, medium and long term profitability and health of the organisation? Does this make sense to anyone?
Increasing employee engagement levels can no longer be regarded by management as "something nice to have". The reality is that employee engagement is one of the strongest predictors of organisational success and therefore it should be included in every managers KPOs so that it is treated with the priority status it deserves.
History has proven that those organisations that truly grasp the importance of increasing employee engagement, and invest accordingly, will emerge from challenging economic times in great health and postioned to take full advantage of the inevitable economic turnaround (the others will still be blaming the global financial institutions and incompetent polititians).
If you accept that the one common trait possessed by all leaders is courage, then it is worth looking at its defination. Courage is:
"the state or quality of mind or spirit that enables one to face danger, fear, or vicissitudes with self-possession, confidence, and resolution"
So how can an organisation effectively develop leaders to cater for its future growth?
The answer is by creating a Leadership Pipeline that will provide managers and supervisors with relevant information that will increase their confidence to effectively manage their direct reports on a day-to-day basis. I urge you to download and read the "Developing Courageous Leaders" article as it will probably answer many of the questions you have about the leaders in your organisation, it may even answer a few you have had about yourself.
The free diagnostics we are offering will provide you with the relevant information you require and our assessment solutions will provide you with the tools to achieve your desired outcomes. Let us help you take the first step.
Call us today to discuss how these diagnostics could benefit you and your organisation. To find out how
If you would like to explore how Profiles International can provide you with effective solutions please email or alternatively call us on (02) 9936 9000.