I like to identify with people. For they are life.
When I originally drafted my 4 stages of leadership in 2012 I was working at a Drug Rehabilitation Center in Upper New York in my Human Resources Operational role.
Those 12 months changed my life.
That’s where I found real leadership change. Not from the obvious sources. Not from books but from seeing human souls change, and that’s a wonderful and ever lasting experience.
It came from those who needed to change, for them there was no where else to go, for them to change who they were, what they had becomes was the only way for a future.
Leadership comes from within but it is more than that it comes because somewhere along the way often there are people who can help you “see the new path”. The strength in you is to embrace it.
Internal fortitude is realized and sustained when there is an awakening of the soul that we all need help in our lives.
And the quality of the life we create is about the relationships we build the memories we make, the laughter the tears and hugs and the friendships.
For many who follow the “12 steps” there has to be a burning desire to become someone else, a better self. I found that the 12 steps are a source of thoughtful reading that we could all do well to read.
After all we are all in need of some “rehabilitation”.
I found that the road to recovery questions the very essence, the very being of a human soul.
I also found and admired the counsellors who became mentors and the support system and the role that they took in changing lives.
I found the path to REAL LEADERSHIP is no different for any of us.
I dedicate this posting to all the souls who have travelled down the path of recovery and come out the other side for they learned that leadership comes from within but much more they are the leaders who change the world.
This is also a thoughtful reminder to those who I had the pleasure and privilege to work with in Saranac Lake, NY. For you truly change lives and change the world! You do blessed work.
HRMexplorer – 2016
Just been reading a great book written by Dan Sullivan it’s called the “ The Dan Sullivan Question”.
Now many of us might well have been asking these questions in our own way but it’s a great reminder that follow up and understanding the constraints and more:
DO YOU KNOW HOW TO ANSWER THE QUESTION AT ALL OR EVEN WANT TO?
What would you say? Could you answer the question?
How truthful could you be and how much courage would it take to get to the answer?
Sullivan mentions His D.O.S. principles – Dangers, Opportunities and Strengths
It reminds me of many conversations I have about courage and character and how much of those two do you have?
It’s a great read but more than that it will make you think or NOT and that is the first step you have to take!
How did they get into that place?
I understand all to well the pressures on business. My role as a business, human resource architect of solutions that turns around business to profitability is to balance both the short term without sacrificing the long term.
What is clear to me is that strategies come in many “time frames”
My mantra is: You must do today to protect your future, without sacrificing today!
- Always have a clear vision of your mission. Never take your eye of the goal. You lose this and you may as well pack up and go home.
- Your game plan is to continue to reach those goals.
- Key metrics are absolutely essential AND the competences to identify them and deliver them.
- There is no mission without margin so day to day focus on operational excellence is a MUST.
- A bright Tomorrow will not come if you don’t deliver operational focus today.
Business has to ensure it has competences that deliver today AND the long term.
Too many are tempted to go for one at the expense of the other.
That is why many companies spend “ oodles” of dollars to train and develop their work force only to lay them off at the first sign of lower profits.
Remember: there are Six things business has to be great at…. at the SAME time.
- Operational Excellence.
- Strategic development of its core business platform.
- Long term partnering.
- Developing a curious leadership talent throughout its employee workforce.
- Keep the momentum going, once you lose that “sense of urgency” for the LONG TERM all you are doing is surviving.
- Nimbleness of thought and customer anticipation is paramount.
Picture : credit google images
Come on tell it like they know it is “They don’t have a job!!”
I have spoken with many HR folks in the past and I find it hard to believe that they don’t figure out the need to “right size” in order to avoid the need to lay people off.
Right sizing is about getting the right people in the right job at the right time and at the right quality and cost and in the right numbers!!!
There is little point in doing it after the event! It meant that you did not get it right.
More importantly you wasted peoples lives, a great deal of money in hiring, training, educating and doing all that stuff that develops peoples’ morale only to tell them. Sorry no job!!
That is when YOU got it WRONG! And THEY LOST THEIR JOB!!!
Be honest, stop using “weaselly words”
Look yourself in the mirror and tell yourself that you screwed up and that valuable asset you were telling them they were now feels worthless.