The Employee Engagement Profit Chain
The motherlode of wealth runs not through the executive corridors but through the vocational landscape of frontline employees.” I know I quoted this, from “Firms … Read more
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Realise Your Greatest Asset
“Our people are our greatest asset” How often have your heard that statement from an organisational leader? I bet you have and more than once! … Read more
How to ‘Bazooka VUCA’
VUCA is an acronym increasingly widely used to describe the operating climate you, like most organizations, face today: Volatile, Uncertain, Complex and Ambiguous. This environment … Read more
Shape Sustained Organisational Success by Building it into Your DNA
In 1991 Charles Handy concluded that the basic purpose of an organisation is to perpetuate itself within the context of the environment in which it … Read more
Pursuing Good Business Leadership
Imagine, right now, that you are attached to a lie-detector and you are asked, “Are you a good business leader?” How would you answer? If … Read more
If “No Man is an Island”, then “Every Individual Matters!”
As a human being you cannot survive on your own. It doesn’t matter how capable or self-sufficient you consider yourself to be, it is practically … Read more
Engendering & Embedding Engagement for a High-Performance Culture
It often seems that people stand in the way of their own success. They get so focused on whatever they are trying to achieve that … Read more
How to Improve Real-World Leadership Practice
“The science of leadership is well established.” So says Tomas Chamorro-Premuzic, a Professor of Business Psychology at University College London. This premise enables him to … Read more
How is Your Brand?
Making your people brand ambassadors requires reversing this and focus on outcomes rather than outputs. In order to achieve this you need to make your people brand ambassadors for themselves. In other words, you have to close the divide between individual and organisation. The natural way to do this is to give your people a stake in the outcomes. And there is no better way to do this than through universal employee ownership that results in everyone in the organisation pulling together as a single entity. People need to feel appreciated and, by giving them some skin in the game, you can build this into everything they do, so that it is not an extraneous management process, but an integral part of the organisational culture.
The Difference between a Manager and a Leader
By recognising and focusing on each and every individual, the ‘Every Individual Matters’ model enhances personal performance on an organisation-wide basis and thus inevitably enhances organisational performance. It provides a solid foundation for coaching and so builds a powerful, sustainable leadership framework.