The Psychedelic Medicine Renaissance: A Movement Looking For The Right Leaders
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In the cresting Psychedelic Medicine industry, it will fall to a particular quality of leader to keep things trending upwards and marching forward, while avoiding potential and predictable hazards.

So, what are some of the qualities that will distinguish the leaders we need? What type of person can help turn the growing interest in Psychedelic Medicine into an era-defining industry?

Here is a list of the five top core competencies required in psychedelic medicine industry leaders.

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Psychedelic Medicine: The First Five Executive Roles To Hire For
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Whether you're starting a venture from the ground up or pivoting to something new, the quality of the people driving that momentum will define its success. In an area as new and nuanced as Psychedelic Medicine, getting to the right leadership team needs to be a priority.

The right talent in the exciting and competitive space of Psychedelic Medicine will mark the difference between those ventures that struggle to survive and those that thrive.

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The World Continues To Change. Has The Way You Interview Kept Pace?

Change has, of course, been with us forever. The current rate of change, however, is new.

This shift is so profound that it challenges the very essence of what it means to be a leader. From a recruitment perspective it also means revisiting the multi-headed hydra known as "FIT". For example, in discussions with CEO's and Boards, it is commonplace to hear "comfort with risk," "learning agility" and "global reach" as critical leadership competencies.

The need for robust dialogue around the leadership competencies required for turbulent times is undeniable. Often absent from this discussion … how to assess these competencies during the interview. Now more than ever, the interview is a make or break issue.

Technique

Although engaging the candidate is an important facet of the interview, make sure to:

  • Approach the interview as if it were a critical business meeting, e.g., develop a game plan prior to the interview.
  • Remember, "success" draws verifiable evidence of past success.
  • Employ a consistent approach when dealing with multiple candidates.
  • Make the candidate feel comfortable and be transparent about your organisation and the mandate at hand (this is ultimately in both parties best interest).
  • Write-up the interview.

Process

Within a multi-stakeholder environment several key questions emerge:

  • Have the appropriate stakeholders been engaged in the process to solicit their insights on the ideal candidate profile?
  • Does everyone interviewing the candidate know their specific role and respective focus/probe areas?
  • Is there clear alignment amongst all stakeholders as to what the role-specific leadership competencies are?
  • Does each interview add value?

Shortcomings in either technique or process lead to poor decisions when evaluating "FIT". They become even more concerning when set against the new lexicon of leadership. Anyone who interviews as part of their role should ask "What am I and my organisation going to do to improve the way we interview?" Your capability to attract and assess top talent will continue to be critical to both your personal and your organisation's success. Indeed, it just might be dependent on it.

Insights from "The world continues to change … has the way you interview kept pace?" by Darren Raycroft.

People Are Critical To Success

The best business minds of our times have understood that people are critical to success.

A great HR leader is arguably still the most valuable person in an organisation. What has changed is the function of the CHRO role in today's age of disruption. On top of navigating the complex challenges of the labour market, the modern CHRO has to tackle critical issues such as changing demographics, the speed of change and the corresponding role of technology while also managing workplace culture and employee engagement.

Some of the more specific challenges facing today’s CHRO are:

  • Dealing with alternative workforce arrangements.
  • Creating effective teams when there are multiple generational cohorts.
  • The increasingly high-tech world of HR.

The good news is that boards of directors have and will increasingly view the CHRO as critical to long-term business sustainable success. However, as their role continues to rapidly evolve, CHROs will require new and broader skill sets that allow them to tackle the changes and challenges of today's disruptive times.

Insights from "The New Role of the CHRO in the Age of Disruption" by Darren Raycroft #hrexecutive #humancapital #hr #chro #humanresources

Leadership Skills Of A Sustainable Leader
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Leadership is evolving to tackle the complex challenge of implementing an environmental and societal transition from a "People / Profit" model to a "Planet / People / Profit" model.

A recent study by TRANSEARCH International Paris, based on interviewee testimony and the analysis of "leadership competencies" from TRANSEARCH International's proprietary tool, reveals the core leadership skills of a Sustainable Leader.

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Leadership: Moving Beyond The Crisis

"Leadership: Moving Beyond The Crisis" is a complementary book series, specifically aimed at enhancing how leaders respond to times of crisis.

The books cover concepts such as how to come out of this crisis stronger, culture, leadership agility and learning, what makes great teams. Also included are essential skills to enable us to start having conversations about moving forward while taking appropriate actions.

Read on for more information about the book series:

Or, Download Now

Coming Down the Mountain

Part One, Coming Down the Mountain, looks at how to come out of this crisis stronger:

  • The Three Stages of Crisis
  • Letting Go of Our Past
  • Following a Script From a Different Century
  • The New Normal
  • Coming Down the Mountain
  • Why Culture Matters
  • Next Steps
  • Appendix one: 3 X 3: Crisis, Culture and Change
  • Mindset Assessment: Will You come Out of This Crisis Stronger?

The Culture Conversation

Recognising, as we move forward, how important organisation culture is, Part Two outlines the Culture Conversation:

  • The Culture Carriers
  • Look, Listen, Learn
  • The Building Blocks
  • Culture Is A System
  • Is the Organisation Managing Its Culture?
  • What Makes the Business Special?
  • One Culture or Many?
  • Measurement
  • Strategy Versus Culture
  • A Team of Teams
  • Without Leadership You Ain't Got Much
  • The Orxestra Change Model
  • Culture Assessment

Leadership, Learning and Agility: The Way Of The Dolphin

Part Three explores the need for leadership agility and what that implies: Leadership Agility and Learning - The Way of the Dolphin:

  • Agility is a Way to Think
  • Bass and the Shark
  • Agility and Speed of Learning
  • The Way of the Dolphin
  • Conclusion
  • Assessment: How Good a Coach Are You?

Great Organisations Are Built Around Great Teams

Drawing on the reality that tomorrow's organisation will be a team of teams, Part Four examines what it means to be an outstanding team - Great Organisations Are Built Around Great Teams:

  • Who We Were is Who We Are
  • It's All About Culture
  • Organisational Lessons from Nature
  • The Organisation of Tomorrow
  • Building a Great Team
  • Team Assessment

When the Trees Get Bigger and the Forest Gets Deeper - It's Time To Sharpen Your Saw

Part Five moves beyond leadership as a philosophy and drills down into essential skills - When the Trees Get Bigger and the Forest Gets Deeper, It's Time to Sharpen Your Saw:

  • Are You The Leader They Need?
  • Assessing Your Organisation's Leadership Balance
  • If Ever There Was a Time to Listen - It’s Now
  • The Listening Tree
  • To Lead Is To Care
  • 50 Ways To Say You Care - In a Covid World
  • If You Are Not Living Your Own Story, You Are Living Someone Else's
  • Resilience Assessment

Download your complementary copy of "Leadership: Moving Beyond The Crisis" from TRANSEARCH Downloads.

2020 HR Leaders Survey Results
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In June and December 2020 The Bedford Consulting Group took the opportunity to survey Canadian HR leaders on how they were seeing their respective organisations change and what the lasting impacts might be, focusing on business performance, how we work, culture and leadership trends. The HR survey results provide valuable insight to help you approach and position your organisation for success in 2021 and beyond.

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How Leadership & Seizing Opportunities Can Supercharge A Clean Economy Revolution
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Joe Biden has pledged to create 10 million new jobs in the clean economy and spend $2 trillion on clean energy and sustainable infrastructure by 2035.

For this unprecedented transformation to succeed, highly talented people and innovative companies in the power and renewable energy sectors will need to achieve extraordinary feats. John Ryan explores the keys to succeed.

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Remote Work Brings Talent, Profits, Collaboration & Much More
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Remote work has proven to work well across the world. The following insights by Chris Swan explore practical ways your business can optimise virtualisation:

  • Global Pool Talent Means Greater Productivity & Profitability
  • Closing Offices = Cost Savings & Collaboration
  • Virtual-Savvy Leaders Must be Agile, Engaged, and Empathic
  • More Benefits for Businesses and Beyond

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