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Here is what to keep in mind as you tool your reinvention »

At some point in your career, transitioning into an an industry that has richer prospects than the one you have come to know may give you room to grow. Here is what to keep in mind as you tool your reinvention:

  • Flexibility is key - As you contemplate a change, having the right mindset is key. It is important to have realistic expectations.
  • Heed cultural cues - Culture matters. It can be nourishing and thrilling; it can be defeating and stressful. Culture hugely impacts your experience.
  • Network - Your network is an excellent resource. See who you know and where they are positioned. Ask questions. Build momentum. Learn what you need to about positions and industries you are targeting.
  • Tell the right story - Change gives you the chance to see your experience, skill set and goals from a different vantage point. That’s empowering. Use the momentum.

Transition, timed right, is powerful. As the shot caller of your own career, you have to be bold, brave, energised. Enact your decisions when you see what is coming, not after it is here. Enact foresight not afterthought.

Insights from "How To Transition Into A New Industry" by John Ryan.

Choosing a CEO of the USA - POTUS? »
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Selecting a leader to steer a country is an important decision, but it can be hard to make the right decision with all the opinions and hyperbole humming around us. In our work, we talk a lot about de-risking the selection process and thus shrinking the costs of a miss-hire.

Chris Swan asks what skills and abilities it takes to be a successful President of the United States (POTUS) and how voters (deciders) may evaluate presidential candidates. Chris suggests eight ideas to consider, framed by the four leadership sections developed by John Burdett:

  1. Direction - How a candidate sets the direction for the organisation.
  2. Delivery - How a candidate delivers with discipline in the direction.
  3. Development - The character and emotional range that runs through a candidate.
  4. Day-to-Day Dialogue - How a candidate communicates these ideas to others.

Choosing a CEO of the USA - POTUS? »

Culture is the often overlooked, all-pervasive, enterprise-wide, organisational DNA »

Culture is the often overlooked, all-pervasive, enterprise-wide, organisational DNA that dictates whether your strategy lands or if your brand sustains. It is "a way to be" shaped by the past but continuously honed by the emerging business, social, economic, political and customer context.

The essential supporting pillars of culture are:

  1. Mission (why do we do what we do?)
  2. Diversity (diversity fuels innovation)
  3. Brand (why buy from us?)
  4. Speed (Focus - Anticipation - Simplicity - Technology)

The four pillars are braced by the organisation's values. Culture and values frame the context - the cultural canvas. The most forceful elements on that canvas being:

  • Vision and strategy;
  • Measurement and rewards;
  • The talent management system (e.g., who gets hired and/or promoted, the leadership development agenda); and,
  • Technology (quickly becoming an irresistible force).

All of the elements described come together to shape the organisation's story. You are your story. Culture is story and story is culture!

Insights from "The 7 Questions Every CEO Should Ask About Culture" by John Burdett

Any form of change that moves beyond improving 'what is' implies working on the organisation's culture »
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Any form of change that moves beyond improving 'what is' implies working on the organisation's culture.

In a world where agility, ideas, collaboration and global reach dictate who wins and who fails, tomorrow's organisation will, of necessity, be fast, flat, flexible, focused and structured as a network of networks.

Think of a team of teams … not traditional top-down leadership. Think jazz ensemble … not a marching band. Think work … not employment. Think community … not tribe. Think contribution … not title. Think collaboration … not cooperation. Think ideas … not ideology. Think values … not rules.

As for leadership, the market for talent will put a premium on software savvy, the capacity to leverage big numbers, speed of learning, comfort with ambiguity, personal resilience and the capacity to build community.

The dilemma: top talent is going to be more difficult to find than ever. Think hiring with tomorrow's culture in mind … not hierarchy. Think leading the charge … not being in charge. Recognise that we will need super teams more than we need superstars.

Insights from "If It Can Be Digitalised, It Will Be Digitalised" by John Burdett.

How do you prepare before commencing your new Executive role? The following suggestions will help »
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How do you prepare before commencing your new Executive role? The following suggestions will help:

  • Involve the family – the support of your family and closest friends is invaluable, so share your excitement about the opportunity
  • Research the organisation's history, key players and culture
  • Reflect on what old habits you could let go of, what you need to start and stop doing
  • Develop a beginner's mind – be inquisitive and ask lots of questions from day one
  • Rehearse your story and be prepared to provide your new team with some insights about you
  • Build trust early by being transparent, sharing your personal values, being respectful and understanding
  • Thank those who assisted you secure the role, including your referees

Insights from "7 'Must Do' before you commence your new Executive role" by Bill Sakellaris, Managing Director of TRANSEARCH International Australia. #executiveleadership #talentmanagement

How do you prepare before commencing your new Executive role? The following suggestions will help »

Talent management is a system within a system: the organisation's culture »
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Talent management is a system within a system: the organisation's culture. Get talent management wrong and the organisation's culture will be misaligned with the customer's emerging needs.

Tomorrow, of necessity, talent management will be about resilience, reinvention and recognising that the ideal organisation design reflects how, given a choice, people would choose to work together.

Talent management is ultimately about hard data and tough choices – who to hire and promote, investing in the most efficient and fastest way to develop talent, putting muscle behind the succession process and, generally, building a cadre of leadership talent that will allow the business to survive and thrive in turbulent times.

If you can't imagine it, you won't reach it. If you don't measure it, you can't manage it. Strive to develop tomorrow's leadership competencies with purpose, precision, pragmatism and no little passion.

Insights from "Future-Oriented Leadership Competencies: Today's Talent Management Lynchpin" by John Burdett, Leadership advisor to TRANSEARCH International.

Talent management is a system within a system: the organisation's culture »