Scaling businesses require strong role–person alignment. As businesses grow, a few key roles often evolve faster than people. Effective leaders periodically assess and evaluate whether the right talent sits in those key roles. Holding on to familiarity or loyalty over right-fit can slow down execution and progress. Prioritising ‘fit’ over ‘familiarity’ fuels performance, nurtures healthy […]
Right People in Right Roles Read More »
High-impact leaders spot talent early, by design. They prioritise (future) potential over (past) achievements, what someone is capable of doing over what someone has done so far. While accomplishments demonstrate capability, expertise, experience, it’s an individual’s potential – ability to learn, adapt, grow, and evolve – that determines long-term impact. Heightened leadership presence enables leaders
Leaders need visibility into what’s happening internally – what’s on track, what’s not, what needs additional attention / support, and so on. 2 aspects add significant value here – (1) making sure Reviews are future-focused, and (2) we count only what really counts. Also, too much overseeing can breed distrust. Too less may be insufficient.
Leaders value Positive Relationships. Leaders practise, encourage, and work towards positive relationships consciously. Positive relationships embody mutual respect, open communication, trust, care, compassion and understanding, leading to improved performance and positive outcomes. Positive relationships enhance one’s Leadership Impact. #ceo #scaleup #business #leadership
Positive Relationships Read More »
A recent McKinsey research finds that 5% of employees deliver 95% of an organization’s value; and that the highest performers in a role are 800% more productive than average performers in the same role. It’s crucial for a business to: (1) identify ‘High Value Roles’ – the roles that are most critical in the business,