Successful Organizations Develop Leaders for the Future

The headline in the Free Press read, City sees healthy growth in economic development and reported the growth momentum was predicted to continue well into 2015. It’s nice to see Manitoba’s competitive advantage has been successful in attracting large world-class companies. At the same time, I am pretty proud of the large number of mid-sized, family-owned enterprises demonstrating success.

 

To continue growth momentum and to sustain world-class status, however, every organization, large or small, needs strong leadership. Leadership is the only way in which you will continue holding on to and sustaining competitive advantage. In today’s global market, the need for strong and effective leadership is unprecedented. Unfortunately, studies show only 30 to 40 per cent of organizations are well prepared to fill their vacant leadership positions should the need arise.

This raises the question: What is the status of your leadership team? Are you at risk from potential retirements? Do you have gaps in the leadership pipeline? Has the criteria for leadership in your organization changed? Are you failing to develop new leaders within your organization? If the answer is yes to any of these questions, you need to take action now. Where do you start? The following guidelines will assist you in creating a foundation for leadership development within your organization.

Identify corporate competencies

It has probably been some time since you really paid attention to the skills and competencies needed for leadership, either currently and/or for the future. The first step is to confirm future business trends and determine your strategic plan. Once this is complete, identify the leadership competencies needed to realize your future by identifying just what leadership behaviours, knowledge, skills, abilities and personal attributes are required for continued success. Prioritize what you consider the core competencies because these are considered a must-have qualification for any candidate.

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Time Management Tips for a More Relaxing Summer

With the longer daylight hours, our ability to want to do more and feel we can do more flourishes. We wake up energized as we head to work in daylight and we even return home and it’s still daylight. The entire evening available to spend with friends, get caught up on household projects or take part in a favorite hobby. 

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When to Audit Your Recruitment Strategy

Are you frustrated with your recruitment results? Have you had a rash of unqualified applicants and/or a candidate turn down your salary? When was the last time you conducted in-depth reference checking inclusive of educational credentials, personal credit, and/or driver’s convictions? And what about your interview team….are they using best practice interview strategies that are legally compliance with provincial legislation? Do you even know what legislation protects your potential candidates? If you answered yes to any of these questions, then it is time to conduct an in-depth audit of your recruitment and selection process.

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Increase Productivity by 25% - Here's How

Engaged Employees contribute to your Company’s Success

Often times, businesses are faced with situations they need to increase the output of what they accomplish without adding any additional cost to do so. A daunting task to say the least! During my career, I was once employed with an organization to do just that – seek out the creation of a Strategic Business unit within the existing organization, with the intent of increasing revenues to the Western Canadian Producer. Along with three other consultants, I met with numerous groups within the organization, asked questions, uncovered information and came out with possible scenarios and two business cases that could support creating revenue without adding cost to the bottom line. We were able to present the two  cases to the executive and, through this exercise, the executive were then faced with the decision on which initiative or initiatives should be implemented to generate additional revenue and achieve success.

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Hiring for Succession

As we all know, small businesses face a number of challenges not experienced by larger firms. One of the most pressing challenges is that of succession planning, especially when no internal candidate is readily available. Unfortunately, what I sometimes see is a business owner staying at the helm of their business until their health begins to suffer. When that happens, the health of business also begins to suffer, often resulting in a good, viable business being destroyed by lack of planning.

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