We are living in a world where society trends influence business trends. This has led to offices being ruled by politically correct leaders who tip-toe around inexpert, incompetent employees; refusing or ignoring to correct their employees’ behaviors, favoring office harmony over productivity. The core of the following is to learn the traits of incorrect political leaders and implementing on your company a base of meritocracy in where everyone gets what they deserve according to their achievements through sets of hard-charging strategies to create change where needed. Eventually, the changes can transform a good company into an elite group.
"As a business consultant, I’d like to put this book into the hands of every one of our clients. It’s filled with simple, to-the-point wisdom that only sounds clichéd because it works. This is the perfect book for aligning your company and your employees to grow your organization and exceed customer expectations. Anyone using this book as a template for a bold new business model will clearly reach levels only dreamed of in the past!" AchieveMax®, Inc.
Volumes of research were conducted on innovation, and as many or more on leadership, but almost nothing was done on the connection between the two. Why is this so? Perhaps practicing leaders and management thinkers have simply assumed a good leader in all other respects would be an effective leader of
If you had the opportunity to probe the future, make strategic choices, and view their consequences before making expensive and irretrievable decisions, wouldn't you take advantage of it? Of course you would. And in a world of asymmetrical conflict, security threats, intense global competition, and economic uncertainty, there is an even
Treat people according to what they deserve and what they have earned based on their past performance. Not all individuals deserve the same discretion, opportunities, resources or compensations.
Playing it too safe doesn’t allow room for innovation and without that innovation and thinking out of the box, gaining an edge over the competitor is unlikely, if not impossible.
Make your feedback quickly after a performance. Behavioral science teaches us that behaviors that get rewarded and reinforced get repeated, so let those under you know when they are doing well.
Great organizations are not built around marginal people. Find your elite group that has the right stuff to soar your business up and forget about the rest because they will drain you.
Keep employees out of the gray area. If they are great, tell them and if they are failing, also tell them.
Who do you spend most of your time and energy with? Many leaders choose to spend it with the weak because they are easier; they don’t talk back and will listen to what you say.
The top people aren’t so impressed with you or your title and may even know more than you. If you are shunning them for these reasons then your leadership is of a cowardly nature.
Shifting sands do not make for a sustainable structure. If your organization is to be robust and strong enough to weather any storm, the strength must come from the very core; the ability for each member of your team to execute daily and effectively towards your organization's most compelling goals. This