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You Can't See Growth Looking Only Inside the Business
You can run a company from inside the four walls.
You can't grow it well from inside the four walls alone.
Strong operators tend to know their businesses exceptionally well. They understand their people, processes, customers, financials, sales performance and operational constraints.
Positioning Your Brand to Make an Emotional Connection
Fri, Apr 29, 2016 — According to an old adage, it is implored that we of the human species should “help yourself before you help others.” While this strategy is particularly important in oxygen-depleted aircraft cabin emergencies and personal matters (but was not great for people like Bernie Madoff), it also represents the foundation of modern marketing strategy.
Branding Like A Boss: How to Leave Your Mark
Wed, Apr 13, 2016 — Pity the CEO who has the misfortune of trying to build a corporate brand in the modern era. You see, way back in ancient times, when slow connection speeds had more to do with your supply ship being robbed by pirates; and broadcast advertisements were limited by the decibel levels of the hawker’s voice, branding was quite simple. A couple of strokes with a paintbrush or the sizzle of a hot iron was all that was needed to denote the origin of the goods.
Transforming an Organization: The 4 Steps Every CEO Should Take
Sun, Sep 15, 2013 — Companies can no longer settle for incremental improvement in today’s rapidly evolving and increasingly global economy—organizational transformation is necessary. McKinsey Quarterly, in their June 2011 issue offered the suggestion that in order to sustain high performance, organizations today must build the capacity to learn and keep changing over time and suggested that organizational health was perhaps the ultimate competitive advantage for today's economy. I can not stress more strongly how important the role of the CEO is in visibly participating in transforming an organization and how the CMO can assist in this process. I believe there is no single model for success, and actions will be influenced by the magnitude, need and nature of the change for an organization. But, in my experience there are four steps every CEO should take to transofrm an organization. I've found these basic change management steps always apply and can be scaled to fit every organizational transformation. The premise of these four steps a CEO should take to transform an organization is based on two important tenets that I believe must be considered when implementing an organizational transformation. First, it is people and relationships that make up organizations, not buildings, systems or processes. And second, most people don't like being forced out of their comfort zones and they must have a reason to do so. With that said – lets review the four steps for integrating change management into a new business strategy.
Leading Out Loud!
Thu, Aug 22, 2013 — By now, anyone who reads this blog knows that we read a lot. And a book I recently read is Leading Out Loud: Inspiring Change Through Authentic Communications, New and Revised by Terry Pearce (February 2013). The main point of the book is that a leader must speak in an authentic voice to build loyalty, commitment and enthusiasm in his or her organization. Pearce doesn’t just write this. He provides a step-by-step process to help leaders find their authentic voice. It is not an easy journey, but it's one that is worthwhile. “People make commitments to causes they value and people they respect and trust.”
5 Super Tips for a CEO Faced with a Media Interview
Wed, Mar 6, 2013 —
Making our Mistakes Pay – Rather than Paying for our Mistakes
Sun, Dec 9, 2012 — No one likes making mistakes, but we all make our fair share of them. Humans are fallible, products and processes fail, and things slip through the cracks. Even the best-managed companies can go awry. Unfortunately, mistakes are not only inevitable; they can also be very costly. As a CEO you know that mistakes can cause operations costs to rise and productivity to falter—and most damaging of all, they frustrate our customers so that they start thinking about taking their business elsewhere. If we act quickly to fix our mistakes, however, we can make our mistake pay off. Losing and replacing customers is expensive. 91% of unhappy customers will not willingly do business with us again (Source: U.S. Office of Consumer Affairs). If they have the option, they will take their business elsewhere. When customers leave us, we need to expend resources getting new ones—and it generally costs a great deal more to get a new customer than to keep an existing one. Think of the difference in the time, effort and money that goes into marketing and sales to bring in new business compared with how little effort it takes to stay connected with a customer you already have. Losing and replacing customers is expensive.
The CEO Is the Chief Team Builder
Tue, Nov 27, 2012 — The concept of team building has been around since the 1960s and continues to multiply as CEOs increasingly embrace developing people and teams as an indicator of their own leadership success. But, to be successful, effective team development for a CEO requires knowing when to do team building—and when not to do team building. I’ve seen CEOs insist on referring to their employees as a team and have pointed to how well their employees get along with one another as the metric of their effectiveness as a team. Calling a group of employees a team doesn’t make them a team, no matter how well they get along. They may just be a group of workers who really like one another—or at least have learned to pretend to like one another. When does a “Group” become a “Team”?
8 Words to Help the CEO Create the Vision
Mon, Nov 5, 2012 — What would DaVinci’s vision be for three pieces of alabaster? Your most important activity as a CEO is to create the vision for success. I once worked for a CEO who was brought in to a struggling company and he only lasted 12 months. The team he was brought into manage correlated his vision to "arranging chairs on the deck of the Titanic." Was his vision flawed? If not, then what went wrong? Did he gain trust, agreement, readiness and shared consensus? Was there something wrong with his vision? How does your team rate you? Let’s think of some great visionaries and what they had in common. DaVinci, Edison, Einstein, Jefferson, Bell, Zuckerberg, Gates are considered great visionaries. They all focused on the result that their vision would achieve. They all created the vision. They all communicated the vision and they all kept trying. Once they created the vision they were single-minded in the mission and strategies to achieve their vision. Did their vision make them trusted leaders? Michael Gelb, NY Times best-seller list author and executive coach, writes in his Vision Crafting article (Executive Excellence Magazine, Jan 1996) on leadership techniques to create a winning vision. Gelb lists 8 key words to remember when crafting the vision. 1. “Juicy - inspiring, energizing, alive“ 2. “Original - a unique expression of you, your company or team” 3. “Succinct - every word packed with meaning” 4. “Inclusive - reflecting the concerns of all stakeholders” 5. “Positive-active - focused, and affirming” 6. “Memorable - everyone knows it by heart” 7. “Aligned - with universal principles and basic goodness” 8. “Integrated - into everyday behavior” Gelb goes on to recommend that the CEO use “Mind Mapping” techniques to craft visions, missions, strategies, and value statements, because the CEO must develop the ability to understand patterns of change and see the web of connections that underlie complex systems. Gelb goes on to state: “Outlining is a reflection of a hierarchical mind-set. Although valuable as a tool for presenting ideas in a formal, orderly fashion, it is useful only after the real thinking has been done.”
The Accidental CEO and 5 Steps to Avoid Being the Reluctant CEO
Sun, Oct 28, 2012 — The Age Old Story You were content in life, working to contribute in operations, sales or product/technology development. You were a master, an expert in your field and were comfortable in your skin. Then the business was rocked when the leading family member became seriously ill; or your key partner suddenly seemed to go nuts — focusing on personal enrichment at the expense of the business; or simply sudden CEO succession was needed. It is an age-old story, a company needs a competent new leader — and through no fault or desire of your own, you find yourself playing the central role of the accidental or reluctant CEO. Over the years, I have met countless CEOs who never aspired to the position of business leader. Some took on the three letter title at startup but never really expected to be the leader of a significant, complex and demanding business. Others were suddenly thrust into the role to save the company or replace a previous CEO. Regardless of how it transpired, these CEOs did not aspire, position or groom themselves to lead a business, but they did step up when required.