Smart Leaders are Curious, Open, Life-long learners. Jeff Bezos observes that the smartest people are constantly revising their understanding, reconsidering a problem they thought they had already solved. They are open to new points of view, new information, new ideas, contradictions, and challenges to their own way of thinking. Michael Dell once said ‘I would […]
Spotting, developing, and retaining talent is critical for business success – more so for the ones that are scaling-up. In a scaling-up business, existing roles expand faster; and new roles keep emerging. Spotting, developing, and nurturing talent on an ongoing basis therefore assumes significance. CEOs and Business Leaders may practice an active talent focus, within
Business Owners / CEOs often experience packed schedules – back to back with engagements, reviews, meetings – literally fighting for time. It’s important that Leaders build flexibility in to their schedules – to attend and respond to the unexpected; to think; to reflect. Some of the ways are scheduling ‘me-time’, having short recovery breaks between
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According to a recent McKinsey study, most large Organisations derive disproportionate value from just 25 to 50 Roles that are critical. And many Organisations are uncertain about which Roles are most critical, where the high performers are, and how to bring these two together. Critical Roles are scattered across levels and functions within the Organisation.
Psychological Safety among Team members enhances Team performance. Psychological Safety allows Team members to voice their views, act without fear of being labelled, targeted or ridiculed. It inspires creativity, leads to increased levels of engagement, and improves Team member performance and overall well-being. As Leaders it helps us enhance our Leadership Impact. Are we mindful
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Are we listening (enough) to the feedbacks our actions generate? As a leader everything we do (and don’t do) creates feedback. Effective leaders listen. Do more of what goes well; and stop doing / do less of that goes badly. Are we listening (enough)? #ceo #scaleup #leadership #business
When it comes to Scaling-up, Strategy matters; Execution matters even more. Excellence in Execution is critical in a Scale-up journey. And any strategy is only as good as its execution. Even the best of strategies, if not executed well, flunks. Even moderate strategies, if executed well, works. Are we focusing (enough) on Execution? #ceo #scaleup
Scaling up businesses recruit talent, at multiple levels. Cultural fitness is one of the critical aspects to consider while hiring. Creating, nurturing a healthy culture in the Organisation is important alongside building and scaling-up the business. Hiring for competence is no brainer. But an appropriate hire would be the one who is functionally fit and
What gets measured gets done – anonymous. Measuring what we do leads to high performance. It’s important to measure (only) what (really) counts, for all that can be measured don’t (really) count. Also, how it’s measured needs to be simple enough, so that it gets measured on a consistent, constant manner; complex measurement / metrics
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Research shows people tend to pay more attention to bad / negative things than to good / positive things (known as Negativity bias). In a way, negativity is an attention magnet. When faced with challenges, we seem to be wired to focus overly on what’s going wrong; missing to learn from what’s working well. Leadership
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