Team building can be a way to accelerate the team through the learning curve. However, it doesn't matter how fast you appear to move ahead if at the end of the day you are still lost. The following is an extract from the book Team: Align, Build, Connect & Develop, by John Burdett (PDF document) and available to purchase from Amazon https://www.amazon.com/Team-Align-Build-Connect-Develop/dp/096872339X/
Darren Raycroft, shares his experience in helping first-time CEOs manage their first few critical months in a new role.
Useful insight from Mike Morrow, TRANSEARCH Partner in Industry and Energy practices, on the excellent opportunities for career growth within manufacturing.
What does is take to be a 'TOP' performer? Human capital expert John Burdett defines 'TOP' as a 'Tested Outstanding Performer'. To be a 'TOP' performer, issues of integrity and business ethics become far more important than a job, even a CEO title. Here is some useful advice from Chris Swan on becoming a 'TOP' performer.
A question top executives should be asking is,
"Why do my best people stay?"
What does it take to keep the best employees engaged, enthused about the work, their individual status in the organisation, and the positive WHY of the organisation?
We may all have our personal opinions and guesses about why people stay, but the best source of that information is the employees themselves.
This case study highlights how TRANSEARCH helped shape and align organisational cultures across diversified component companies, and found a General Manager with the level of experience and credibility in the finance markets capable of pushing the kind of innovation and cultural transformation required to achieve the group's exciting new business plan.
For a great organisation, culture isn't an abstract or vague concept … it's real … it speaks to people. It's not a competitive advantage … it's a competitive imperative.
To survive is to adapt. "Are you managing your culture?" If any of the seven questions that follow receives a negative response, the answer is, almost certainly, "not so much."
One of the biggest, and often unrecognised, benefits of executive coaching is the transformation of an individual who might not have been exerting their peak performance or were simply incapable of giving their best for some time. The turnaround of a key executive from low or inconsistent performer to a consistently high-impact player is an investment worth making.