Leadership
Can Leadership be Developed?
Leadership is a hot topic. We extol our favorite leaders and demonize those who have fallen from grace. When we talk about leadership we often speak of vision and transforming an organization from failure to success. We speak of ethics and values. We describe leadership in terms of character, using such words as courage and heroism. Other times we speak of exemplary personal behavior. And some view leadership as a style, comparing different approaches and their effect.
Can Leadership be Developed?
Leadership is a hot topic. We extol our favorite leaders and demonize those who have fallen from grace. When we talk about leadership we often speak of vision and transforming an organization from failure to success. We speak of ethics and values. We describe leadership in terms of character, using such words as courage and heroism. Other times we speak of exemplary personal behavior. And some view leadership as a style, comparing different approaches and their effect.
Communicate—The Medium Is the Message
It is a real challenge to keep a team of people aligned to a common vision, goals and each other. It’s hard enough when the team members are located in the same place and interact with each other every day. When people are not located together, the challenge of communications is exponentially greater. Communicating among the members of a team who are physically separated by significant distances may require special techniques.
Employee Performance is Leader’s Responsibility
I recently contracted to have some work done on my new website by a small company. The owner was personally doing the project. I liked that. When the owner is present you usually get a better job.
Four Cardinal Principles of Management
The relationship between managers and the employees who report to them is based on a few cardinal principles. When these principles are followed, healthy and productive relationships are formed. If violated, the results can be disastrous. The following recent story is true and the consequences speak for themselves. However, the solutions that were put in place, however, are already having a positive effect in reversing the situation.
Great Leaders Use Vision to Inspire
It all begins with vision. When the people buy into the vision they naturally will be inspired because they have a sense of ownership in the vision. So, great leaders inspire with vision.
Leaders Must Make Decisions – Period
We are living in the midst of uncertain times. The economy, the international environment, terrorism, the integrity of some of our business leaders, and leaving a better world for the next generation all press on our minds. I will help your organization develop the leaders needed to take your organization to the next level.
Leading by Principles, Policies or Politics
Imagine two divisions of the same company that have very different cultures. In one organization the employees are energized, take initiative and enthusiastically lead their business forward. In the other, the employees are unmotivated, unsure and even fearful. They refuse to make any decisions or take action on their own.
Reagan’s Principles Can Help All Leaders
The passing of President Ronald Reagan has brought forth an outpouring of respect and acknowledgement of his leadership. While in office he had many fans as well as those who opposed his policies and programs. Yet, there is now universal recognition that he had an extraordinary ability to transcend politics and leave a lasting mark on the United States, on the Office of the Presidency, and world affairs.
The Many Demands on Senior Leadership
Senior leaders are the small group of people who are supposed to direct and lead their organization. The rest of the organization and the outside world expect that these senior managers are setting the future direction for the whole business and guiding the organization forward.
Using Power May Not Make You Powerful
Power is a word that carries significant emotion. For many, it connotes the “evil empire.†It generates the concept of using raw power to direct and control others – often through fear, intimidation, coercion or threat of bodily harm
The elements that comprise an organization are shown in the four quadrants: structure, work processes, people and tools. These are four key interdependent components.
- Structure is the traditional view of an organization. It is the “faces and spaces†diagrams can show an organization flow. It defines the boundaries of authority and decision-making and identifies the key personnel responsible for the business.
- Work processes describe how work gets done in an organization. They range from a few high-level cross-functional integrated core processes that drive the business down to detailed departmental processes and procedures.
- People identify the skill sets needed for the company and the numbers of people with various skills. The essence of this category is about getting the right people doing the right job in the right place.
- Tools represent physical facilities and capital equipment – hardware and software systems, management and reporting systems, written documents such as policies, procedures and manuals, and compensation tools.
An organization undergoing major change should examine all of these quadrants and assess their alignment to its vision, its customers and each other. This will enable senior management to identify the leverage points that will create sustainable breakthrough change.
About Leadership Training
The need for metrics seems obvious. However, amid high-growth, job descriptions are often in flux, as is the nature of the associated opportunities. But regardless of these challenges, no company will ever be able to get the most out of its workforce without clearly defining roles and goals as well as addressing issues such as incentive compensation and advancement. What is it that defines success in this role? How is performance measured? Every employee should have a clear understanding of how they fit in. And way too often, they do not.
Talent, too often, is treated as an afterthought. According to the survey conducted for The Talent Imperative, fewer than one in ten executives from midsized private companies say their talent strategies are intimately aligned with overall strategic planning. This can be a critical mistake, as people must execute any strategic plan. So, incorporating the views of HR – injecting talent into strategic planning – becomes an essential and relatively easy to use tool for optimizing overall performance.
As talent and strategy become more closely aligned; companies will begin to get a better handle on their specific talent challenges. Often topping the to-do list: enhancing training and development. It is NKM CONSULTING GROUP, LLC goal to help your organization with developing programs.
Go hand-in-hand with talent training and development, fast-growing companies need to make sure that their most valuable employees are engaged and satisfied: with work/life balance, compensation, strategic direction and a host of related variables. Once dissatisfied, it is often too late to turn things around. Companies need to make a concerted effort to proactively identify and work to satisfy the needs of their most critical talent.
As talent processes mature, companies can begin to add elements that can lead to anything from performance improvement to breakthrough. Providing each worker – particularly his or her most valuable employees – with a clear job description and performance metrics is only a start. The most enlightened companies take matters a step (or two) further. That is, they engage with each employee to get a sense of personal abilities, aspirations and needs to develop a growth and development plan within the organization.
Talent mapping is a formalized process of linking the talent on hand to the talent that will be needed to support growth in order to assess shortfalls or gaps. As companies pursue greater alignment between talent management and strategic planning, they begin to see increasingly greater value in talent mapping.
Contact Us
Leadership
Can Leadership be Developed?
Leadership is a hot topic. We extol our favorite leaders and demonize those who have fallen from grace. When we talk about leadership we often speak of vision and transforming an organization from failure to success. We speak of ethics and values. We describe leadership in terms of character, using such words as courage and heroism. Other times we speak of exemplary personal behavior. And some view leadership as a style, comparing different approaches and their effect.
Communicate—The Medium Is the Message
It is a real challenge to keep a team of people aligned to a common vision, goals and each other. It’s hard enough when the team members are located in the same place and interact with each other every day. When people are not located together, the challenge of communications is exponentially greater. Communicating among the members of a team who are physically separated by significant distances may require special techniques.
Employee Performance is Leader’s Responsibility
I recently contracted to have some work done on my new website by a small company. The owner was personally doing the project. I liked that. When the owner is present you usually get a better job.
Four Cardinal Principles of Management
The relationship between managers and the employees who report to them is based on a few cardinal principles. When these principles are followed, healthy and productive relationships are formed. If violated, the results can be disastrous. The following recent story is true and the consequences speak for themselves. However, the solutions that were put in place, however, are already having a positive effect in reversing the situation.
Great Leaders Use Vision to Inspire
It all begins with vision. When the people buy into the vision they naturally will be inspired because they have a sense of ownership in the vision. So, great leaders inspire with vision.
Leaders Must Make Decisions – Period
We are living in the midst of uncertain times. The economy, the international environment, terrorism, the integrity of some of our business leaders, and leaving a better world for the next generation all press on our minds. I will help your organization develop the leaders needed to take your organization to the next level.
Leading by Principles, Policies or Politics
Imagine two divisions of the same company that have very different cultures. In one organization the employees are energized, take initiative and enthusiastically lead their business forward. In the other, the employees are unmotivated, unsure and even fearful. They refuse to make any decisions or take action on their own.
Reagan’s Principles Can Help All Leaders
The passing of President Ronald Reagan has brought forth an outpouring of respect and acknowledgement of his leadership. While in office he had many fans as well as those who opposed his policies and programs. Yet, there is now universal recognition that he had an extraordinary ability to transcend politics and leave a lasting mark on the United States, on the Office of the Presidency, and world affairs.
The Many Demands on Senior Leadership
Senior leaders are the small group of people who are supposed to direct and lead their organization. The rest of the organization and the outside world expect that these senior managers are setting the future direction for the whole business and guiding the organization forward.
Using Power May Not Make You Powerful
Power is a word that carries significant emotion. For many, it connotes the “evil empire.†It generates the concept of using raw power to direct and control others – often through fear, intimidation, coercion or threat of bodily harm
The elements that comprise an organization are shown in the four quadrants: structure, work processes, people and tools. These are four key interdependent components.
- Structure is the traditional view of an organization. It is the “faces and spaces†diagrams can show an organization flow. It defines the boundaries of authority and decision-making and identifies the key personnel responsible for the business.
- Work processes describe how work gets done in an organization. They range from a few high-level cross-functional integrated core processes that drive the business down to detailed departmental processes and procedures.
- People identify the skill sets needed for the company and the numbers of people with various skills. The essence of this category is about getting the right people doing the right job in the right place.
- Tools represent physical facilities and capital equipment – hardware and software systems, management and reporting systems, written documents such as policies, procedures and manuals, and compensation tools.
An organization undergoing major change should examine all of these quadrants and assess their alignment to its vision, its customers and each other. This will enable senior management to identify the leverage points that will create sustainable breakthrough change.
About Leadership Training
Objective metrics
The need for metrics seems obvious. However, amid high-growth, job descriptions are often in flux, as is the nature of the associated opportunities. But regardless of these challenges, no company will ever be able to get the most out of its workforce without clearly defining roles and goals as well as addressing issues such as incentive compensation and advancement. What is it that defines success in this role? How is performance measured? Every employee should have a clear understanding of how they fit in. And way too often, they do not.
Strategic alignment
Talent, too often, is treated as an afterthought. According to the survey conducted for The Talent Imperative, fewer than one in ten executives from midsized private companies say their talent strategies are intimately aligned with overall strategic planning. This can be a critical mistake, as people must execute any strategic plan. So, incorporating the views of HR – injecting talent into strategic planning – becomes an essential and relatively easy to use tool for optimizing overall performance.
Targeted training and development
As talent and strategy become more closely aligned; companies will begin to get a better handle on their specific talent challenges. Often topping the to-do list: enhancing training and development. It is NKM CONSULTING GROUP, LLC goal to help your organization with developing programs.
Key talent identification/retention
Go hand-in-hand with talent training and development, fast-growing companies need to make sure that their most valuable employees are engaged and satisfied: with work/life balance, compensation, strategic direction and a host of related variables. Once dissatisfied, it is often too late to turn things around. Companies need to make a concerted effort to proactively identify and work to satisfy the needs of their most critical talent.
Career-pathing
As talent processes mature, companies can begin to add elements that can lead to anything from performance improvement to breakthrough. Providing each worker – particularly his or her most valuable employees – with a clear job description and performance metrics is only a start. The most enlightened companies take matters a step (or two) further. That is, they engage with each employee to get a sense of personal abilities, aspirations and needs to develop a growth and development plan within the organization.
Talent mapping
Talent mapping is a formalized process of linking the talent on hand to the talent that will be needed to support growth in order to assess shortfalls or gaps. As companies pursue greater alignment between talent management and strategic planning, they begin to see increasingly greater value in talent mapping.
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