Stonewood Presentation 2009
•Download as PPT, PDF•
0 likes•220 views
The document discusses why recruiting senior leaders is difficult for companies. It provides 10 reasons why top companies often hire the wrong people for senior roles, such as CEO. Some of the key reasons discussed are that companies fail to understand their own complexity, culture and context. They also misunderstand the attributes actually needed for roles and rely too heavily on abstract attributes of candidates. The recruiting process is also seen as too fast and lacking rigor.
Report
Share
Report
Share
Recommended
Derailed
When Fortune 100 executives lose their jobs over spectacular errors of judgment or
behavior, it’s always their innate nature that leads them astray. Dynamic, forceful,
ambitious executives have no monopoly on blindness about their darker urges, but if
you want to achieve success under stress and manifest your goals, you must look inside our self and be honest about what you see. Leadership guru Tim Irwin dissects six large than- life executives who derailed and explains what you can learn from each of them and from all of them. His easy, readable, compassionate tone conceals the profundity of his insights, but he delivers his message.
My personal approach to 21st century Leadership (DP)
Highly recommended course for everybody who seeks to find himself at dynamic 21st century environment! https://lnkd.in/eHabDGj
You'll find it @ https://www.coursera.org/learn/leadership-21st-century
Startup | the impact of CEOs achieving superstar status on the performance of...
If you're a Chief Executive Officer, your job is to execute. What does it mean, in terms of daily tasks, to be the company’s top “executer”?
Many of the companies that surmount the challenges of growth have maintained attitudes most commonly found in young companies. What is the “FOUNDER’S MENTALITY”?
In sports, the “Sports Illustrated Jinx” is believed to affect athletes who appear on the cover of Sports Illustrated and in the entertainment industry, the term “Sophomore Jinx” refers to successful new performers who do not live up to the quality of their debuts. What is the “CEO Disease” and how is it related to CEOs achieving the SUPERSTAR STATUS?
Why do companies lose their best talents?
I often say that no company is bigger or better than the people who work there, employees give it a damned hard every day. So why do companies lose their best talent all the time?
The Founder's Mentality
Mr.Chris Zook is a partner in Bain & Company , an expert in discovering sources of “profitable growth” for his clients, and James Allen, co-leader of Bain’s Global Strategy practice, are the best-selling co-authors of four books on “how to win the external strategy game.”
Here, these forward thinkers address the fundamental conundrum of growth: In the process of growing, companies face proportionally increased “complexity,” which can stifle that growth. Zook and Allen describe three predictable crises related to growth.
• The first, “overload,” occurs when expanding organizations try to cope with scaling up but only generate internal strife.
• The second, “stall-out,” happens as “organizational complexity” increases rapidly, causing a sudden – and often permanent – slowdown in growth.
• And third, “free fall,” is an abrupt halt of primary market growth so sudden that management can’t cope with it. Companies that avoid or overcome these crises and embrace continued growth share one crucial commonality: a driven, visionary “founder” whose “mentality” permeates and shapes the organization’s culture.
A quick summary and take away of this book which also has an Action plan for Leaders.
Happy Reading & Execution
Recommended
Derailed
When Fortune 100 executives lose their jobs over spectacular errors of judgment or
behavior, it’s always their innate nature that leads them astray. Dynamic, forceful,
ambitious executives have no monopoly on blindness about their darker urges, but if
you want to achieve success under stress and manifest your goals, you must look inside our self and be honest about what you see. Leadership guru Tim Irwin dissects six large than- life executives who derailed and explains what you can learn from each of them and from all of them. His easy, readable, compassionate tone conceals the profundity of his insights, but he delivers his message.
My personal approach to 21st century Leadership (DP)
Highly recommended course for everybody who seeks to find himself at dynamic 21st century environment! https://lnkd.in/eHabDGj
You'll find it @ https://www.coursera.org/learn/leadership-21st-century
Startup | the impact of CEOs achieving superstar status on the performance of...
If you're a Chief Executive Officer, your job is to execute. What does it mean, in terms of daily tasks, to be the company’s top “executer”?
Many of the companies that surmount the challenges of growth have maintained attitudes most commonly found in young companies. What is the “FOUNDER’S MENTALITY”?
In sports, the “Sports Illustrated Jinx” is believed to affect athletes who appear on the cover of Sports Illustrated and in the entertainment industry, the term “Sophomore Jinx” refers to successful new performers who do not live up to the quality of their debuts. What is the “CEO Disease” and how is it related to CEOs achieving the SUPERSTAR STATUS?
Why do companies lose their best talents?
I often say that no company is bigger or better than the people who work there, employees give it a damned hard every day. So why do companies lose their best talent all the time?
The Founder's Mentality
Mr.Chris Zook is a partner in Bain & Company , an expert in discovering sources of “profitable growth” for his clients, and James Allen, co-leader of Bain’s Global Strategy practice, are the best-selling co-authors of four books on “how to win the external strategy game.”
Here, these forward thinkers address the fundamental conundrum of growth: In the process of growing, companies face proportionally increased “complexity,” which can stifle that growth. Zook and Allen describe three predictable crises related to growth.
• The first, “overload,” occurs when expanding organizations try to cope with scaling up but only generate internal strife.
• The second, “stall-out,” happens as “organizational complexity” increases rapidly, causing a sudden – and often permanent – slowdown in growth.
• And third, “free fall,” is an abrupt halt of primary market growth so sudden that management can’t cope with it. Companies that avoid or overcome these crises and embrace continued growth share one crucial commonality: a driven, visionary “founder” whose “mentality” permeates and shapes the organization’s culture.
A quick summary and take away of this book which also has an Action plan for Leaders.
Happy Reading & Execution
A Leadership Imperative for Growth: Aligning Brand & Culture to Strategy
A Leadership Imperative for Growth: Aligning Brand & Culture to StrategyBusiness Marketing Association (SoCal BMA)
Is your company culture setup to effectively support your business goals? Assuring the scalability and sustainability to your business strategy is the foundation to a winning plan.
"A Leadership Imperative for Growth: Aligning Brand & Culture to Strategy"
This presentation, by Steve Patti of StevePattiCMO, and Ryan Rieches of BrandingBusiness (formerly RiechesBaird), was delivered at SoCal BMA’s 2nd Annual Regional Conference: The Integrated Leadership Summit, held January 21, 2015, in Long Beach, CA. The event, organized and hosted by Business Marketing Association, Southern California Chapter, was part of the third annual BMA Global B2B Regional Conference Series, and SoCal Chapter’s ‘The Leading Edge' executive signature series. http://www.SoCalBMA.org/EventsThe Living Company
The average Fortune 500 Company today can expect to enjoy a run of about 40 to 50 years. That may sound like a respectable life span until you learn there are large and small companies in the World that have been around for two, three and even four centuries .
What’s the secret to their longevity ?
Long-lived companies don’t focus solely upon economic activity. Instead , their goal is to build a community that grows & thrives beyond the individual contributions of each generation.
The idea may sound radical but it’s the foundation for a variety of other institutions including Churches, Universities, and even armies that were established centuries ago & continue to flourish today. These institutions & their corporate counterparts exhibit the behaviour & select characteristics of living organisms. They learn, develop an identity, build relationships with other life forms, grow and eventually die. They are, in fact, living entities.
Living companies, like all organisms, exist primarily to survive & fulfil their maximum potential. Just as work is a means to an end for you, making money by producing goods & services is a means to an end for a living company. Their end is to live.
They stay alive by
· Learning & choosing to adapt to their environment
· Creating strong identities as tightknit communities
· Paying attention to their relationships with both members & external agencies
· Controlling their growth by spending money frugally.
Understanding how a company can be a living entity is a first step towards increasing its life expectancy.
The enclosed document captures Some Impressionistic takes how a living company learns, develops a strong identity, nurtures relationships & evolves to a ripe old age.
Don't Give Up on Small Business
Presentation delivered by Dan Derosier to St. Thomas Professional Business Fraternity, Delta Sigma Pi.
1 workplace culture pdf
The article discusses the importance of identifying the workplace culture in one's work space.
[Whitepaper] Talent Decisions that can Make or Break your Business - Lessons ...
Read this whitepaper to learn why recruiting is an important function that serves to improve overall business results.
Written by David Forman | Industry Thought Leader & Author, Fearless HR
Good to Great for Non-Profits: A Unified Model
Based on "Good to Great" and "Good to Great for Non-Profits" by Jim Collins, this model integrates the separate elements from the books into a single model, particularly for NPOs.
The books have great research and ideas, but are scattered. The ideas have some flow, but are not tied together. This model attempts to tie all the G2G concepts together, with Non-Profit Organizations in mind.
Emile haddad seattle
Take a quick visit to this Emile Haddad blog to learn more about kind leadership. https://towardentrepreneurialsuccess.wordpress.com/
Why leaders in 21st century fail
Irrespective of the tremendous technological & commercial progress, there is an acute shortage of Real Leaders in this 21st Century. An overview........
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employee
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
Prove It You Have To Be Kidding
If companies really wanted it, there could be many more women in senior roles
Recruiting and Managing Millennials
Gen Y; Millennials; Echo Boomers; the Trophy Generation; Net Y Not. Google “managing” any of those
terms and you’ll receive hundreds of thousands of hits. The literature positively explodes with deep
insight and pop psychology on how to deal with younger employees—professionals in their mid-20s to
early 30s.How do you recruit, hire,
manage and survive with younger, rising executives who may not speak your language or respect your
values? If the Millennials receive most of their validation from outside of their professional network,
what leverage does the leadership of your organization have to shape raw talent into valuable current
and future leaders?
More Related Content
What's hot
A Leadership Imperative for Growth: Aligning Brand & Culture to Strategy
A Leadership Imperative for Growth: Aligning Brand & Culture to StrategyBusiness Marketing Association (SoCal BMA)
Is your company culture setup to effectively support your business goals? Assuring the scalability and sustainability to your business strategy is the foundation to a winning plan.
"A Leadership Imperative for Growth: Aligning Brand & Culture to Strategy"
This presentation, by Steve Patti of StevePattiCMO, and Ryan Rieches of BrandingBusiness (formerly RiechesBaird), was delivered at SoCal BMA’s 2nd Annual Regional Conference: The Integrated Leadership Summit, held January 21, 2015, in Long Beach, CA. The event, organized and hosted by Business Marketing Association, Southern California Chapter, was part of the third annual BMA Global B2B Regional Conference Series, and SoCal Chapter’s ‘The Leading Edge' executive signature series. http://www.SoCalBMA.org/EventsThe Living Company
The average Fortune 500 Company today can expect to enjoy a run of about 40 to 50 years. That may sound like a respectable life span until you learn there are large and small companies in the World that have been around for two, three and even four centuries .
What’s the secret to their longevity ?
Long-lived companies don’t focus solely upon economic activity. Instead , their goal is to build a community that grows & thrives beyond the individual contributions of each generation.
The idea may sound radical but it’s the foundation for a variety of other institutions including Churches, Universities, and even armies that were established centuries ago & continue to flourish today. These institutions & their corporate counterparts exhibit the behaviour & select characteristics of living organisms. They learn, develop an identity, build relationships with other life forms, grow and eventually die. They are, in fact, living entities.
Living companies, like all organisms, exist primarily to survive & fulfil their maximum potential. Just as work is a means to an end for you, making money by producing goods & services is a means to an end for a living company. Their end is to live.
They stay alive by
· Learning & choosing to adapt to their environment
· Creating strong identities as tightknit communities
· Paying attention to their relationships with both members & external agencies
· Controlling their growth by spending money frugally.
Understanding how a company can be a living entity is a first step towards increasing its life expectancy.
The enclosed document captures Some Impressionistic takes how a living company learns, develops a strong identity, nurtures relationships & evolves to a ripe old age.
Don't Give Up on Small Business
Presentation delivered by Dan Derosier to St. Thomas Professional Business Fraternity, Delta Sigma Pi.
1 workplace culture pdf
The article discusses the importance of identifying the workplace culture in one's work space.
[Whitepaper] Talent Decisions that can Make or Break your Business - Lessons ...
Read this whitepaper to learn why recruiting is an important function that serves to improve overall business results.
Written by David Forman | Industry Thought Leader & Author, Fearless HR
Good to Great for Non-Profits: A Unified Model
Based on "Good to Great" and "Good to Great for Non-Profits" by Jim Collins, this model integrates the separate elements from the books into a single model, particularly for NPOs.
The books have great research and ideas, but are scattered. The ideas have some flow, but are not tied together. This model attempts to tie all the G2G concepts together, with Non-Profit Organizations in mind.
Emile haddad seattle
Take a quick visit to this Emile Haddad blog to learn more about kind leadership. https://towardentrepreneurialsuccess.wordpress.com/
Why leaders in 21st century fail
Irrespective of the tremendous technological & commercial progress, there is an acute shortage of Real Leaders in this 21st Century. An overview........
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employee
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
Prove It You Have To Be Kidding
If companies really wanted it, there could be many more women in senior roles
What's hot (20)
A Leadership Imperative for Growth: Aligning Brand & Culture to Strategy
A Leadership Imperative for Growth: Aligning Brand & Culture to Strategy
[Whitepaper] Talent Decisions that can Make or Break your Business - Lessons ...
[Whitepaper] Talent Decisions that can Make or Break your Business - Lessons ...
Tom Peters at Future of Talent Conference, Utrecht
Tom Peters at Future of Talent Conference, Utrecht
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employee
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employee
Tom Peters at Quinnipiac Leadership Forum, Hamden, CT
Tom Peters at Quinnipiac Leadership Forum, Hamden, CT
Tom Peters at Property Loss Research Bureau, Orlando
Tom Peters at Property Loss Research Bureau, Orlando
Similar to Stonewood Presentation 2009
Recruiting and Managing Millennials
Gen Y; Millennials; Echo Boomers; the Trophy Generation; Net Y Not. Google “managing” any of those
terms and you’ll receive hundreds of thousands of hits. The literature positively explodes with deep
insight and pop psychology on how to deal with younger employees—professionals in their mid-20s to
early 30s.How do you recruit, hire,
manage and survive with younger, rising executives who may not speak your language or respect your
values? If the Millennials receive most of their validation from outside of their professional network,
what leverage does the leadership of your organization have to shape raw talent into valuable current
and future leaders?
eBOOK: How to Hire "A" Players
Hiring "A" Sales Players is more than just interviews and resumes - it's freaking hard. How to Hire "A" Players can help make it easier. It will give you the framework to increase the probability that your investment in your next new hire will show the expected return.
General Powell Leadership Presentation
a PPT that General Colin Powell prepared on leadership skills he finds of value. Source: Professor Paul Tumolo from Project Management class at Harvard University
Leadership military style
From the Region VI training conference Winter 2010 Region VI of the SSCCC at SBCC
-Thank you Colin Powell
General Colin Powell On Leadership
This has been by all time favourite for a very long long time...direct and inspiring
Colin powellleadershipprimer 123689833791-phpapp01
Colin Powell Leadership Primer-Very informative and something in which many could apply in the every day work place. Especially those who may work for large corporations agencies and politics. Enjoy and be sure to save this one on your desk top for periodic reference.
Powell On Leadership.Pps
Excellent management and leadership principles from Gen Colin Powell. (Not put together by me).
Leadership by Colin Powells
Are you guiding others to a common goal? Do you believe you are a leader? If so, I recommend take a look at this ppt.
Similar to Stonewood Presentation 2009 (20)
December 2013- Industry Insights - Leadership survey
December 2013- Industry Insights - Leadership survey
Colin powellleadershipprimer 123689833791-phpapp01
Colin powellleadershipprimer 123689833791-phpapp01
Stonewood Presentation 2009
- 2. The Gap between Theory and Practice Or… Why Recruiting is Harder than you Think (a lot harder) !