MANAGING in the

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Leadership

John Kerry is a former U.S. Secretary of State. He has spoken on how to make the right connections and to bounce back from defeats. The public sector can actually be a great place to understand these things, and correspondingly advice the private companies on the same. Kerry speaks about how his early military training was his induction to leadership and talent management. He has even penned down a book titled Every Day is Extra to drive home his points. Being a good listener is an effective and competent method to start it all. Recruitment is also a critical aspect, so Kerry has always made it a point to select people he considers to be smarter than himself. Compartmentalization is one thing that teams must avoid at all costs.

Source:https://hbr.org/ideacast/2018/10/john-kerry-on-leadership-compromise-and-change?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert_activesubs&utm_content=signinnudge&referral=00563&deliveryName=DM16558

Uploaded Date:08 June 2019

Life at the top of the corporate ladder is getting increasingly competitive, thanks to the constant changes in trends and the churn in technologies. Last year alone, more than a sixth of the CEOs in the world’s 2,500 largest companies quit, as per PwC’s Strategy and CEO Success Study. The average tenure of a CEO too has been drastically reduced to five years only now. Sometimes, succession doesn’t work out, but in others they do, as happened with Apple post Steve Jobs, when Tim Cook took on the top job. At GE, the succession proved to be a failure after Jeffrey Immelt was succeeded by John Flannery. Companies must thus, build formal management training sessions, primarily focused on succession planning at each stage, but with special focus on the very top. Potential successors must try and build their own brand. They need to set the agenda, by drafting the corporate strategy, at their level at least. The right pace has to be dictated to lead to change. The board needs to work with such potential successors as collaborative partners. Critically, the person has to leverage the existing working culture, to suit towards his/ her needs.

Source:https://www.strategy-business.com/article/Succeeding-the-long-serving-legend-in-the-corner-office?gko=90171

Uploaded Date:08 June 2019

There are times, when corporate leaders turn arrogant and tactlessly blunt while lacking in empathy. At such times, there is often a need for external executive coaches to conduct specific management training sessions for these leaders. To address this problem, the team needs to understand, why exactly this happened. The team members must hold on from making any judgements or assumptions. One then needs to identify the symptoms that led to the formation of such contradictions. A broad repertoire of solutions needs to be suggested for the leader to choose from. Personality instruments are often used effectively at such times by these leadership coaches. One must avoid making the mistake of mislabeling behaviours.

Source:https://hbr.org/2018/12/when-a-leader-is-causing-conflict-start-by-asking-why?utm_campaign=hbr&utm_medium=social&utm_source=twitter

Uploaded Date:04 June 2019

The entire process of talent recruitment can often go very tricky. While seniors try to assess the candidates, any wrong step taken by the interviewers, can have ripple off effects. Now thanks to social media, instances have been recorded when candidates have taken to the web and blasted their potential recruiters, including the brand itself. This creates a very negative digital marketing footprint for the brand. The likes of Glass Door, Trip Advisor, Yelp and of course Twitter, are often the platforms that may evoke such a reaction. Wrong response to this negative publicity can lead to further damage. One need not respond immediately, but take one’s time. Companies and its senior leadership need to remain accountable for their actions.

Source:https://www.inc.com/robert-glazer/this-22-year-olds-horrible-interview-story-went-viral-with-lessons-for-ceos-everywhere.html

Uploaded Date:20 May 2019

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