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Total Executive Membership Newsletter
LEADERSHIP - January 2012
Leadership is the key influence of people in all aspects of life...

Hello

Welcome to a new year with many new TE membership benefits for you...

View over 20 recent interviews, videos and articles on Leadership HERE

In This Edition:



Leadership Research

Picking People who Perform

Total Executive have interviewed over 500 innovative SME owners and recruiters for corporate, enterprise and government to learn where leaders are selected and the key to future competitive advantage in Australia and overseas here


A Great Leader is a Servant

A Great Leader is Inspiring

Desmond Tutu talks about ultimate leaders who inspire and serve here


Executives and Roles Available NOW

BREAK OUT OF SCHOOL...

Get ready for accelerated change...

Here are a small selection of the executives and roles Total Executive have access to NOW

EXECUTIVES AVAILABLE:

  • International CIO/CEO - experience financial sector with top 200 - focused on transformational change with technology
  • HR Manager - Social Sector - Previously Corporate CEO - understands how to lead and motivate people
  • Successful Entrepreneur - looking for concepts for VC and take to market
  • Forex dealer - looking for a change
  • Retired chairman of global supply chain organisation - ready to network
  • many more
ROLES AVAILABLE:
  • Operations Manager - Sydney
  • Digital Communications Analyst - Brisbane
  • Business Development Manager - Asia Pacific
  • General Manager - Wollongong
  • Production Manager - Sydney
  • Director of Communications - Melbourne
  • many more
We now have over 250 businesses, corporates and enterprise considering the executive members within the Total Executive network for future positions available in Australia and overseas
For further information on any of these executives or roles above - OR, to confidentially discuss future roles Contact Us

Top 2 Leadership Interviews of 2011

The top 2 Total Executive Leadership Interviews of 2011 as judged by Total Executive members were:

Influence More Powerful than Control

John Denton - Managing Partner of Corrs explains why "It's all about Influence rather than Command Control" here

Responsible Leadership is about Creating a Legacy

Paul Thorley, CEO Capgemini talks about the future of business and developing a legacy here

To learn more about our leadership interviews that were runners up click here


To discuss how our leading providers are improving organisational culture - for executives and their staff - Contact Us

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The psychology of change management

Companies can transform the attitudes and behavior of their employees by applying psychological breakthroughs that explain why people think and act as they do.

Over the past 15 or so years, programs to improve corporate organisational performance have become increasingly common. Yet they are notoriously difficult to carry out. Success depends on persuading hundreds or thousands of groups and individuals to change the way they work, a transformation people will accept only if they can be persuaded to think differently about their jobs. In effect, CEOs must alter the mind-sets of their employees—no easy task.

CEOs could make things easier for themselves if, before embarking on complex performance-improvement programs, they determined the extent of the change required to achieve the business outcomes they seek.

Read the rest of this post »

Workforce Planning – I am not HR so Why Should I Care?

In the article 'New takes on talent', Peter Wood - Principal, Human Capital from Mercer, makes the obvious point that too many organisations are not “investing in talent”. Let’s face it – that statement is bandied about a lot and we really don’t pay it much attention. However, it is a crucial part of an organisation's success or failure and in reality only a minority are actually doing it. The smart and truly innovative organisations doing workforce planning will be ahead in leaps and bounds, both from a talent attraction and retention perspective, and (more importantly) from a competitive advantage and revenue perspective.

Whilst workforce planning may seem boring to some executives who believe the function of dealing with talent should be relegated to HR, this is an unwise approach in many instances. There are countless research papers and surveys on this topic, such as the Workplace Barometer Report discussed on the Six Figures blog, that highlight that the majority of companies don’t invest in any sort of workforce planning. That is - they don’t know what people power and skills are required to achieve their business objectives.

Read more of this article 'Workforce Planning – I am not HR so Why Should I Care?' on the Six Figures blog and share your views on whether workforce planning and talent management should be driven by the business or be left to HR.

Learn more about HR, People Development, Leadership, Responsible Leadership and The Responsible Leadership Global Road Map project at www.TotalExec.com.au

 

For your complimentary Total Executive 2011 membership valued at $495:00 click here

Why good bosses tune in to their people

Know how to project power, counsels Stanford management professor Bob Sutton, since those you lead need to believe you have it for it to be effective. And to lock in your team’s loyalty, boldly defend their backs.

Bosses matter. They matter because more than 95 percent of all people in the workforce have bosses, are bosses, or both. They matter because they set the tone for their followers and organizations. And they matter because many studies show that for more than 75 percent of employees, dealing with their immediate boss is the most stressful part of the job. Lousy bosses can kill you—literally. A 2009 Swedish study tracking 3,122 men for ten years found that those with bad bosses suffered 20 to 40 percent more heart attacks than those with good bosses.

Read the rest of this post »

Retaining key employees in times of change

Source: Total Executive


Many companies throw financial incentives at senior executives and star performers during times of change. There is a better and less costly solution...

Too many companies
 approach the retention of key employees during disruptive periods of organizational change by throwing financial incentives at senior executives, star performers, or other “rainmakers.” The money is rarely well spent. In our experience, many of the recipients would have stayed put anyway; others have concerns that money alone can’t address. Moreover, by focusing exclusively on high fliers, companies often overlook those “normal” performers who are nonetheless critical for the success of any change effort.

Our work with companies in many sectors (among them, energy, financial services, health care, pharmaceuticals, and retailing) suggests there is a better and less costly approach to employee retention—and one that will serve companies well as they merge, restructure, and reorganize to seize strategic opportunities as the economy picks up. It starts with identifying all key players, but targeting only those who are most critical and most at risk of leaving. These people are then offered a mix of financial and nonfinancial incentives tailored to their aspirations and concerns. A European industrial company applied this approach during a recent reorganization and found that it required only 25 percent of the budget that had previously been spent on a broad, cash-based scheme. What follows are three suggestions for companies with similar hopes of keeping their top talent without breaking the bank.

1. Find the “hidden gems”

HR and line managers need to work together during times of major organizational change to identify people whose retention is critical. Yet too often companies simply round up the usual suspects—high-potential employees and senior executives in roles that are critical for business success. Few look in less obvious places for more average performers whose skills or social networks may be critical—both in keeping the lights on during the change effort itself as well as in delivering against its longer-term business objectives.

These “hidden gems” might be found anywhere in the company: for example, the product-development manager in an acquired company’s R&D function who is nearing retirement age and no longer on the company’s list of “high potentials”—yet who is crucial to ensuring a healthy product pipeline; or the key financial accountant responsible for consolidating the acquired company’s next financial report. Even if the employees’ performance and career potential are unexceptional, their institutional knowledge, direct relationships, or technical expertise can make their retention critical. In one merger we recently observed, certain sales support personnel who filled orders and took inventory turned out to be just as important as the star salespeople.

Once HR and line managers have generated a thoughtful and more inclusive list of key players (usually 30 to 45 percent of all employees), they can begin to prioritize groups and individuals for targeted retention measures—in our experience, 5 to 10 percent of the workforce. The key is to view each employee through two lenses: first, the impact his or her departure would have on the business, given the focus of the change effort and his or her role in it; and second, the probability that the employee in question might leave.

When a European industrial company conducted this exercise, it mapped the outputs on a risk matrix. The results were sobering. The company had been launching a new centralized trading unit—requiring almost all traders and their support staff to relocate, with half of them heading to another country—and was steadily losing people. The risk matrix revealed that another 104 people were likely to leave. Among them were 44 employees who were critical for the success of the trading unit. To be sure, some were traders but most were IT, finance, and administrative staff with unique knowledge of the unit’s systems.

2. Mind-sets matter

One-size-fits-all retention packages are usually unsuccessful in persuading a diverse group of key employees to stay. Instead, companies should tailor retention approaches to the mind-sets and motivations of specific employees (as well as to the express nature of the changes involved).

When executives at the European industrial company looked beyond their standard retention package (bonuses plus compensation for the costs of the move) and focused instead on the needs of individual employees, they found a more nuanced situation than they had anticipated. Among the key people at risk were two main groups with two different mind-sets.1 One consisted of individuals who were worried about relocating because it would uproot their families. The people in the other, more career-driven group didn’t mind living and working abroad but wondered, as they faced change in any event, whether staying or searching for another employer would best further their careers.

In one-on-one conversations with the people in the family-oriented group, managers explored specific concerns and discussed how the company could add to the measures already in place to increase the likelihood of retaining these individuals. On the menu of incentives: an increase in base pay, assistance in finding schools and kindergartens for their children, career counseling for their spouses, language training, and alternative work arrangements so employees could work at home or commute instead of relocating.

Meanwhile, in the conversations with the career-driven people, managers offered them a cash bonus but focused primarily on the organizational chart of the new, centralized unit, which had been designed from scratch. For people who had held senior roles in their local organization, it was essential, for example, to learn about their new responsibilities and how many direct reports they would have; for many of the more junior people a key question was who their bosses would be. Also high on the agenda was a dialogue with each individual about his or her future career and leadership opportunities in the context of the unit’s new strategy.

This targeted approach, which cost just one-quarter as much as the broad financial incentives plan the company had previously applied, succeeded in stabilizing the new unit. One year after its launch, some 80 percent of the staff who received special attention had started to work in the new location—a significantly higher share than for the group that didn’t receive this attention. Since its founding, the unit has increased its sales by more than 30 percent and its earnings before interest and taxes (EBIT) by more than 90 percent.

3. Retention is about more than money

As the European industrial company’s experience suggests, financial incentives play an important role in retention—but money alone won’t do the trick. Praise from one’s manager, attention from leaders, frequent promotions, opportunities to lead projects, and chances to join fast-track management programs are often more effective than cash. Indeed, a 2009 McKinsey Quarterlysurvey found that executives, managers, and employees rate these five nonfinancial incentives among the six most effective motivators when the main objective of the exercise is retaining people.2

One financial services firm undertaking a recent cost-cutting initiative elected to use onlynonfinancial measures—including leadership-development programs—to retain the pivotal players it had identified as being at risk of departure. One year later, none of those players had quit.

Leadership opportunities are a powerful incentive in any sector. In a pharmaceuticals merger aimed at building the North American acquirer’s presence in Europe, some 50 middle managers from the acquired company accepted invitations to join trans-Atlantic teams with key roles in integrating the two organizations and developing business strategy. The chance to network with the acquirer’s senior people and develop leadership skills during the two-year program signaled to these high-potential employees—in many cases, people who had been slated for promotion before the merger was announced—that they had a promising future in the new organization. For the acquirer’s senior executives, one benefit was the opportunity to assess first hand a potential next wave of top management talent. The program was one part of a carefully designed communication and engagement plan that made it possible to sustain the energy of the 50,000-person strong workforce during the merger. The company ultimately needed to offer only 750 targeted employees a financial incentive.

When financial incentives are required, it is important to design them appropriately and use them in a targeted way. For example, one-third of the retention bonus during a merger might be paid to pivotal staff even before the deal is closed, with the remaining two-thirds to be paid out a year later—dependent in part on the recipients meeting defined performance criteria such as the successful transfer of systems from the acquired company.

Targeting retention measures at the right people using a tailored mix of financial and nonfinancial incentives is crucial for managing organizational transitions that achieve long-term business success; it’s also likely to save money.

Still, executives mustn’t view employee retention as a one-off exercise where it’s sufficient to get the incentives packages right. Rather, best-practice approaches build on continuous attention and timely communication every step of the way to help employees make sense of the uncertainty inherent in organizational change. Ultimately, what many employees want most of all is clarity about their future with the company. Creating that clarity requires significant hands-on effort from managers, including the ongoing work of tracking progress so that companies can quickly intervene when problems arise.

About the Authors

Sabine Cosack is a consultant in McKinsey’s Vienna office; Matt Guthridge is an associate principal in the London office, where Emily Lawsonis a principal.

Notes

1 The number of groups will vary according to a company’s specific situation. We have observed circumstances where employers have identified up to six distinct employee segments.

2 See Martin Dewhurst, Matthew Guthridge, and Elizabeth Mohr, “Motivating people: Getting beyond money,” mckinseyquarterly.com, November 2009.

 

Source

McKinsey

What Executives are Thinking about Leadership

The other day I had the pleasure of catching up with Kelly Magowan - CEO of Six Figures Executive Recruitment.

Over a coffee we spoke about the definition of Responsible and Effective Leadership and where we were heading.

Kelly pointed out we are now moving into a new area where executives are considering more and more about 'Protecting People' versus 'Protecting Profits'.

And how this was brought about by the concept of loyalty dissappearing...

Image Source

For me, the most interesting feedback was to learn how now...

A Longer Term vision is much more important...

The Tenure of Leaders is getting short - such as the 10 week Country Road Chief Executive example recently published in The Australian

What is becoming ever more obvious is a longer term vision and succession planning is the key to a successful business.

"You can't expect staff to follow a short term leader" Kelly explains.

Focusing on Leadership is key to empowerment of staff. They must be allowed to make mistakes.

If everyone is focussed on the short term - as are their leaders - the future is frowned upon - staff are immobilised and the business stagnates.

Image Source

Leaders need to give people opportunity to try things. As a leader this is part of your responsibility...

Let them make decisions...

Help them be innovative and creative and competitive...

The Executive Monitor Report conducted by Six Figures shows these are not just simple thoughts.

The top of executive desires is to be driven from the top - 'Leadership'

People are happy to be brave and fearless.

Responsible Leadership is not about 'holding the fort' - it is about leading the way forward - let everyone else catch up - if they can.

Recruiting executives is about finding the best people who want to try and do new things.

Despite being in the business of recruiting, Kelly believes companies should look internally more - plan for succession - hire - but also firstly retain and promote.

Many staff also like to have a little skin in the game - so don't be afraid of providing share options for staff.

And when it comes to performance review time, if someone isn't performing well - look for the cause - where is the engagement? Why are they not engaged?

Executives on boards are the same - how can they be further engaged?

Technology also came into conversation as we discussed the age of technology and capturing peoples hearts and minds with knowledge.

How many organisations are doing that wonderfully? How many are still stuck in the 'industry age model?'

Both of these models can collaborate - together with staff - to provide better futures.

Six Figures

You may recall a while back when we published some videos with Kelly speaking here - worth a look

Leaders Who are Turning the Tide to Health and Sustainability

Leaders Who are Turning the Tide to Health and Sustainability

Even though they were a wildly diverse group, the stories they told had common threads. Radical transparency, disruptive innovation and policy alignment were reccurring themes at the Turning the Tide conference last week near San Francisco, a forum that strives to connect human health and environmental health issues while exploring bold steps to affect societal change.

The speakers were accomplished leaders from five fields: Integrative medicine, business, sustainable communities, environmental conservation and the media, and the conference provided an expansive view of how those sectors influence one another.

Healthcare

Driving disruptive innovation in healthcare is Andrew Weil, a pioneer in integrative medicine among Western-trained physicians and founding director of the Arizona Center for Integrative Medicine. Weil has trained over 700 practicing physicians through a fellowship program, and his philosophy places emphasis on the body's self-healing capacity, mental and spiritual health and its relation to the physical, the restoration of the patient-doctor healing relationship and a broad array of therapeutic options.

Weil is developing and implementing integrative medicine programs for "family practice" medical residencies with the intent of having the programs eventually included in all residencies. Ultimately, his goal is to have integrative medicine taught as part of the medical school curriculum, changing the current emphasis from "disease-management" to a wellness and prevention model.

Weil, along with other featured physicians including Dean Ornish, founder of the Preventative Medicine Research Institute, echoed this need to revamp the health care system. The panelists explored how public policy has unwittingly helped to spur the increase of cheap and unhealthy food reliant on the fat-sugar-salt trifecta by subsidizing the corn and soybeans, used to make high fructose corn syrup and refined soy bean oils that are key culprits in the obesity and food-related health epidemics. Solutions emphasized by the panelists included the need for governmental policies that support and incentivize the growth and production of healthy food, not make it less competitive.

But there are far more than policy-related hurdles to healthy food and lifestyles. The physicians at Turning the Tide described how medical schools do not teach nutrition in a substantive way; how most hospitals do not actively promote healthy lifestyles -- 47 percent of U.S. hospitals have fast food outlets on their premises! -- insurance companies don't reimburse doctors for wellness consultations, but do for disease treatments; and even how a significant percentage of hospital revenue is derived from technology-centered procedures for cardiovascular disease, so that changing treatment patterns means reconfiguring the business model.

The brightest spot on the horizon is the fact that people who have access corporate wellness programs have lower medical costs. Because most large corporations are self-insured, they find plenty of incentives to encourage healthier lifestyles among their employees.

Food and Radical Transparency

The physicians discussed the theme of radical transparency in food labeling and the possibility of a food rating system to shape food choices. But it was another speaker, former advertising executive Alex Bogusky, who spoke of how start-up company GoodGuide is the embodiment of this concept.

GoodGuide is led by a team of Ph.D's from MIT and the University of California and other professionals who had worked at data-driven companies like Google and Amazon. The site rates packaged food items, household cleaners, personal care products and toys on a 10-point scale for their impact on personal health, the environment and society. The depth, breadth and accessibility of the data are unprecedented; it is offered free online and on mobile devices, enabling shoppers to make sustainable purchasing decisions from the supermarket aisles.

The GoodGuide example shows how radical transparency can affect not only food choices but the business sector at large through a feedback loop of informed consumers steering companies toward healthful products and strategies by their purchases. But because this data-rich model may not appeal to everyone, disruptive innovation and public policy need to evolve in tandem.

Green Buildings

The CEO of Serious Materials, Kevin Surace, reminded the audience that building operations and material manufacturing are responsible for 52 percent of the world's greenhouse gas emissions. He also highlighted the little-discussed fact that 80 percent of all building materials come from China, where production costs are cheaper due to the lower environmental, health and human rights standards.

Surace offered the recent episode of toxic drywall from China that found its way into Florida homes as a perfect example of the sector's systemic problems and the need for policy to promote or require sustainable manufacturing in the U.S.

Surace believes the U.S. building industry is ripe for change in part because the current, government-backed Energy Star labels do not require high enough efficiency standards -- much higher levels of efficiency are possible with current technologies, Surace told the crowd. Serious Materials won the bid to replace the 6,500 existing dual-pane windows in the Empire State Building with super-insulating ones by reprocessing the glass onsite; this will result in a three-year payback, even though Surace was repeatedly told it was impossible.

Another example of Serious Materials' disruptive innovation is its 2009 purchase of a unionized manufacturing company from which the owners walked away; Surace uses the facility to produce energy-efficient windows, and his efforts at creating green jobs in a tough economy have been acknowledged by President Obama.

Greening the Commons

humpback whale photo by Bryant Austin, StudioCosmos.comSpeakers at Turning the Tide also represented environmental conservation of the oceans, rivers, and other shared open spaces (also called "the commons"), detailing how they physically engaged with what they intended to protect. For two of the speakers, radical transparency took the shape of documentary photographs or films of their efforts.

Bryant Austin made it his life's work to produce high-resolution, life-size photographs of whales that are currently being hunted in huge numbers, mostly by Japan and Norway. His photographs (a small example is posted at right; for many more visit StudioCosmos.com) are the most detailed of any taken to date and required him swimming just five feet from the whales.

Martin Strel brings attention to ecological crises by swimming the world's dirtiest rivers in their entirety. His last feat was swimming the full length of the Amazon River to bring awareness to deforestation and pollution; the documentary entitled "Big River Man" records his journey. He has also swum the Yangze, Mississippi and Danube Rivers.

Alice Waters, co-founder of Chez Panisse and vice president of Slow Food International, has created sustainable communities around healthy food. A tireless advocate of locally-grown organic produce, neighborhood gardens and healthful eating habits, she believes that children should receive "edible education" from K to 12, as the Berkeley school system has adopted.

Waters hopes public policy will support "edible education" programs nationwide to help address the high rate of lifestyle-induced disease among children. The Yale Sustainability Food Project started out as a way to provide organic, locally grown produce to her daughter's dining facility at Yale University. The endeavor quickly grew and it now manages an organic farm which provides food to dining programs across the Yale campus and supports other research and educational efforts.

Human health and environmental health are inextricably intertwined and so the solutions to the critical issues need to be connected as well. Promoting radical transparency, disruptive innovation and public policy alignment across sectors are steps in that direction.

Kathy O. Brozek is a management consultant and writer working with organizations that have a social mission, including firms focused on socially responsible investing. Previously, she held both finance and marketing positions in the financial services industry.

Photo CC-licensed by Flickr user (matt).

Source:

GreenBiz

Social Innovation - How Stanford are seeing a growth of interest by students in how to 'Do Good' whilst 'Doing Well'

Here is an eye opener for executives on management and engagement of staff - particularly younger generations

Source:

Total Executive

http://www.TotalExec.com.au

Currently complimentary membership to Total Executive is available for 2010/2011 Saving $495:00.

Learn about Leadership Sustainability Responsibility Technology Communication Creativity Coaching Training and Education from our network of leaders and executives

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3 Exercises to Reduce Fear and Anxiety - by Mark Lesser


I notice that in the many seminars I lead in the business world, that fear, and its various manifestations, are at the root of important and difficult issues. The more we can understand and transform fear, the more we can accomplish with less wasted effort. Fear can be a useful ally. It can focus us, keep us safe, even at times keep us alive. Fear of illness or injury can motivate us to stop smoking, to exercise, and to eat healthier food. In our communities, it can motivate us to make our air and water cleaner, our bridges and levees stronger, our workplaces safer.

Fear can also be an enormous hindrance. Fear can color our world so that a stick can appear as a dangerous snake or an offer of friendship can be perceived as an imposition or even an attack. We can fear not getting promoted or losing our jobs; fear what people think about us, or fear that people aren’t thinking at all about us. We can fear the loss of a loved one, fear getting older, fear dying. The list of possible fears is almost endless, so it is not surprising that, sometimes without being aware of it, our actions and decisions can become ruled by fear. Living with fear can become an accepted and habitual way of being, leading to thoughts and actions that create more fear in a difficult-to-stop chain reaction - in ourselves, in relationships, in businesses and organizations, and in the world.

When we are afraid, our first impulse is to tighten our bodies and shut down our minds. We become the opposite of receptive and playful, and this is an enormous hindrance to learning new skills in the workplace, to collaborating, and to making interpersonal connections. The impulse to tighten can become so deeply ingrained that we may not even be aware of the ways that we keep ourselves back, or of the subtle and not-so-subtle ways that we communicate our fears to others.

Buddhism speaks of five primary fears:
• Fear of losing our state of mind
• Fear of public humiliation, or fear of speaking in public
• Fear of losing one’s reputation
• Fear of losing one’s livelihood
• Fear of death

Reducing fear (and its physical manifestation, anxiety) and opening oneself to new possibilities - surprises, even - is the first step, I believe, toward a more lasting sense of accomplishment. Reducing fear can be the first action that frees us to achieve a goal (even when, in losing our fear, our goal becomes something very different than previously imagined).

A few practices are:
- awareness of fear: begin just by noticing - when are you afraid; where does fear reside in your body; when do you move away from fear and when do you move toward fear? You might even try the practice of inviting your fears to tea.

- playing with time and how you think about and relate to time: try noticing the difference between relative time and time that is not relative. Experiment with just doing what you are doing, without trying to get to the next thing (not so easy…)

- practice generosity: by helping others, being aware of other’s needs and feelings. Notice how this reduces your fear.

Adapted from LESS: Accomplishing More By Doing Less

Marc Lesser is CEO of ZBA Associates LLC, a company providing executive coaching, leadership development consulting, and keynote speaking services to businesses and non-profits. He is a developer and instructor of Google’s Search Inside Yourself program. Marc was the founder and former CEO of Brush Dance publishing. Marc is a Zen teacher with an MBA degree; a former resident of the San Francisco Zen Center for 10 years, and graduate of NYU’s Stern School of Business. He is the author of Less: Accomplishing More By Doing Less and Z.B.A. Zen of Business Administration.


Source:

Total Executive

http://www.TotalExec.com.au

Currently complimentary membership to Total Executive is available for 2010/2011 Saving $495:00.

Learn about Leadership Sustainability Responsibility Technology Communication Creativity Coaching Training and Education from our network of leaders and executives

Visit: http://www.totalexec.com.au/membership-benefits/