Blog

 Group of young business people working together in creative office. Selective focus.

Let Smart Team Outperform YouOnce you have the right people on your team, you need to learn how to let them take responsibility and deliver great results. Steve Jobs once said, "It doesn't make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do." This quote is very important for top managers: the true value of hiring smart people lies not in directing their every move but in empowering them to leverage their skills and creativity. In this post, I will explain why it's essential for managers to step back and let their smart teams outperform them, and how they can inspire their team members without micromanaging.Stop Telling People How to Do ThingsManagers often excel in their field and may naturally be top performers, which can lead them to give detailed instructions to their team. This approach works against the goal of leveraging talent. Another common mistake is micromanaging, which involves excessively overseeing every detail to ensure tasks are done precisely as expected. If you find yourself doing this, stop and try the approach described below.Give EmpowermentHiring and developing top talent is only the beginning. The real challenge is creating an environment where these individuals can perform their best. Empowering your team will let them show their capabilities and encourage innovation. By giving your team the freedom to make decisions and take ownership of their work, you can unlock their full potential. Let your team take responsibility for initiatives and results.Provide Trust and AutonomyAt the core of empowerment is trust. Trust that your team members have the skills, knowledge, and judgment to make the right decisions. Autonomy goes hand-in-hand with trust, providing employees with the freedom to approach their tasks in the way they see fit. This doesn’t mean abandoning oversight, but rather shifting from directive to supportive leadership.Offer SupportWhile empowering your team, do not forget to give them your support. They may need to acquire new knowledge and skills. It is your duty as a manager to ensure they have opportunities to learn. Your own knowledge sharing and coaching will probably not be enough. Seek other resources and make them available for your team. Additionally, support their ideas and help them with the execution of those ideas.The Benefits of Stepping Back When you restrain yourself from micromanaging and instead guide and inspire your team, the benefits are many:1. Increased Innovation: Teams that have the freedom to explore and experiment are more likely to come up with innovative solutions.2. Higher Engagement: Employees who feel trusted and valued are more engaged and motivated. They stay longer in a company and have more energy at work.3. Better Decision-Making: Empowered teams bring diverse perspectives and expertise to the table, leading to more informed and effective decisions. This is especially important when there is a sudden problem to be solved and you are not there. 4. Positive Team Atmosphere: Trust and autonomy foster a collaborative and supportive environment. Team members enjoy working and being with each other.5. Outstanding Results: Innovation, engagement, and good decision-making are key to achieving goals and often outperforming expectations.ConclusionSteve Jobs’ insight reminds us that the true value of hiring smart people is to let them excel in their roles without unnecessary interference. For top managers, this means creating an environment of trust, autonomy, and inspiration. By stepping back and allowing your smart teams to outperform you, you not only unleash their potential but also drive your organization towards greater innovation and success. I strongly believe in the performance of empowered teams. I can help you learn how to create an environment where your smart colleagues can thrive and lead your business to superb results.

Leveraging Talent in Your Team

 success concept in business - a professional business team is delighted with the achievements of the joint work

Start with right team.I like Jim Collins, and I consider his book "Good to Great" as the best business management book I've read. In his article "First Who, Then What," he describes one of the fundamental principles for building a great team: the importance of having the right people on board first. Drawing from his extensive research on successful organizations, Collins argues that the foundation of greatness lies in assembling a team of capable and aligned individuals before you can lead them to achieve specific goals.Especially when you start with a new team, either due to promotion or new job, your first focus should be on your team. None manager is going to be successful singlehanded, she will surely fail without a team members who are pulling their weight. On the other hand if you want to evaluate a manager look at quality of her team, how they are performing, do they cover all tasks, do they achieve results they should.How to do it?Collins advises managers to:1. &nbsp; &nbsp; &nbsp;Invest time and resources in rigorous hiring processes to ensure they bring the right people on board.2. &nbsp; &nbsp; &nbsp;Be willing to make tough decisions about removing individuals who are not a good fit.3. &nbsp; &nbsp; &nbsp;Continuously develop and support their team members to help them reach their full potential.From my experience and observations of successful managers I would like to add:4. &nbsp; &nbsp; &nbsp;Start with open communication with your team, what goals you plan to achieve, what they need to deliver and what are the rules you all need to follow. You can be surprised by their response to it.&nbsp;5. &nbsp; &nbsp; &nbsp;When someone from your team seems not capable of performing good enough to achieve team’s goals, look where you can use this person potential, maybe in other parts of the company or with other tasks.6. &nbsp; &nbsp; &nbsp;Remember about regular feedback on how people are doing, especially recognize when they do a good job. To get the best from your team you need to support and appreciate them.Key to Success in a Changing WorldHaving the right team is more important than ever in current times. We live in a changing environment, and “what” we need to achieve is constantly evolving. Many companies are changing their approach or even their annual goals during the year. The best example was 2020 when the pandemic broke out, and suddenly what companies were planning to achieve during that year was either not possible, or achieving more or something else became a great opportunity. By focusing on people’s capabilities and creating an environment where the right people can use their talents, you ensure that your team is agile and can easily adapt to changing circumstances.ConclusionIn today's rapidly changing world, the importance of having the right team cannot be overstated. Starting with the right people lays a strong foundation for success, allowing businesses to navigate uncertainty and adapt to new challenges and opportunities. By investing in the right individuals, fostering open communication, and providing continuous support and feedback, managers can build a team that not only meets but exceeds their goals. Embrace this principle, and you'll be well on your way to achieving greatness in your organization.<a href="https://www.jimcollins.com/article_topics/articles/first-who.html" data-mce-href="https://www.jimcollins.com/article_topics/articles/first-who.html">https://www.jimcollins.com/article_topics/articles/first-who.html</a>

Right People First

The Transformative Power of Coaching and MentoringIn the dynamic world of business, where the challenges of growth or crisis are immanent, the role of effective leadership is a key to success. As an experienced coach with over 20 years of experience, I have witnessed firsthand the transformative power of coaching and mentoring in shaping leaders who are driving organizational success.Defining Goals for CoachingThe journey of coaching begins with a clear understanding of your goals. For any coaching relationship to be fruitful, it is essential to define what success looks like. This involves a collaborative effort between the coach and you to outline specific, measurable, achievable, relevant, and time-bound (SMART) goals. When you name them be bold. These goals provide a roadmap for the coaching process, ensuring that both parties are aligned and focused on the desired outcomes.Assessing Strengths to Achieve GoalsAfter the goals are defined, the next step is to assess the strengths that you have and can use to achieve these goals. Every individual possesses unique strengths and talents that, can lead to significant personal growth and business effectiveness. As a coach, my role is to help you identify these strengths and help you find ways and methods to utilize them effectively.&nbsp;Identifying Areas for DevelopmentWhile strengths are crucial, understanding areas for development is also important. Coaching provides a safe and supportive environment for you to explore weaknesses and not enough developed skills. By identifying these areas, we can create a targeted development plan that addresses specific needs. This process not only helps in overcoming obstacles but also in building a more needed skill set for the future.Building Self-Belief One of the most significant aspects of coaching is building self-belief. Confidence plays a big role in achieving success. Through coaching, you can learn to recognize your potential, build resilience, and develop a positive mindset. When people begin to believe in their capabilities, they become more willing to take risks, embrace change, and pursue their goals and achieve them.Adding Mentoring to CoachingWhile coaching focuses on enhancing individual performance and potential, mentoring adds another dimension by providing guidance, wisdom, and experience. As a mentor I can offer insights based on my own practice and other managers' professional journeys. This combination of coaching and mentoring creates a powerful synergy, enabling you to learn from real experiences, how to avoid failure and how to achieve success.My 20 Years of Experience in CoachingReflecting on my two decades of experience in coaching, I can confidently say that coaching has the power to transform lives. I have worked with a diverse range of businessmen, from entrepreneurs and executives to talented managers. The common link in all these successful journeys has been amazing impact of coaching. People who engage in the coaching process with open minad and are commited to the process often experience significant growth, both personally and professionally.&nbsp;One of the most rewarding parts of my career has been witnessing the long-term success of managers whom I helped to develop. These success stories reinforce my belief in the transformative power of coaching and the immense value it brings to individuals and organizations.ConclusionCoaching is an incredibly effective development tool that, when paired with mentoring, can lead to exceptional outcomes. By defining clear goals, assessing strengths, identifying areas for development, and building self-belief, coaching can help you unlock your full potential. As we know the business landscape is changing rapidly and competition is immanent. Investing in coaching and mentoring is one of the best strategies for you to achieve success in today's world.

Power of Coaching and Mentoring

Employer or recruiter holding reading a resume during about colloquy his profile of candidate, employer in suit is conducting a job interview, manager resource employment and recruitment concept.

How to Recruit Top Performers: An Effective Guide for Top ManagersRecruiting top performers is crucial for any organization aiming to maintain a competitive edge. As a top manager, one of your main tasks is to implement effective recruitment strategies. In this post, I'll explore proven techniques to recruit successful managers, drawing from my extensive experience in recruiting hundreds of managers. The key is to use a vast network of professional contacts and focus on competencies and cultural fit. I aim to share insights that can improve your recruitment approach and ensure that you hire the best talent.Understanding the Importance of Recruitment EffectivenessEffective recruitment is more than just filling positions; it's about finding individuals who will excel and drive your organization forward. Top performers bring innovation, leadership, and a high level of productivity that can significantly impact your company's success. Here’s how you can ensure your recruitment process is geared towards hiring these top performers.1. Define Clear Job CompetenciesWhy It Matters: Clearly defined job competencies are the foundation of effective recruitment. They ensure that you find candidates with the right skills, knowledge, and abilities. Such new hires will drive success by achieving business goals.How to Do It: Identify Core Competencies: Determine the essential skills and attributes required for the role, including technical skills, soft skills, and leadership qualities. Making a list that outlines these competencies in detail. This will help you to find and hire candidates who meet these criteria.&nbsp;2. Use Professional Network or recruitment professionals.Why It Matters: A strong professional network is a goldmine for sourcing candidates. Referrals from trusted contacts often lead to high-quality hires.How to Do It: Utilize LinkedIn were you can actively search for potential candidates. Use LinkedIn's advanced search features to find individuals with the competencies you're looking for. Participate in conferences, seminars, and workshops to meet potential candidates and invite them to your LinkedIn network. These events are excellent opportunities to build relationships and increase the chances of finding top performers.I have network of more than 26.000 contacts, who can give me access to hundreds of thousands professionals. It took me almost 10 years to build, but it was worth it and it became amazing tool for finding top talent. You can do the same, building network on LinkedIn is quite easy.&nbsp;3. Implement a Structured, Competency based Interview ProcessWhy It Matters: A structured interview process ensures consistency, making it easier to compare candidates objectively. Asking the same questions to all candidates ensures fair comparisons.How to Do It: Create a list of competency-based questions for all candidates. Ask about specific situations where competencies should be used. Ask open ended questions and then follow up for details. Key to success is scoring system to evaluate candidates' answers based on the competencies detailed in the job description. This will show what is the level of competencies.4. Focus on Cultural FitWhy It Matters: Cultural fit is critical for long-term success. Employees who align with your company's values and culture are more likely to be engaged, productive, and stay longer. When they like your company they can bring alike candidates.How to Do It: Define Your Company Culture: Every company has a culture which is not necessary summary of your company's mission and values. Understand how your employees perceive the culture and ways of working at your firm. And then ask questions that assess a candidate's cultural fit during the interview process.5. Utilize Assessment Tools (if necessary)Why It Matters: Assessment tools can provide additional data on candidates' skills, personality, and fit for the role.How to Do It: Implement Psychometric Tests: Assess candidates' cognitive abilities, personality traits, and emotional intelligence. Conduct Work Samples: Ask candidates to complete tasks or projects that simulate the work they would be doing in the role. This provides insight into their practical skills and performance under time constraints.ConclusionRecruiting top performers is a strategic process that requires a clear understanding of job competencies, leveraging your professional network, ensuring cultural fit, and utilizing structured interviews also assessment tools if necessary. Hiring high-performing managers will drive your organization forward. Remember, never compromise during recruitment. As the saying goes, “Don’t hire the tallest dwarf for your basketball team.” Keep searching until you find the key player for your company.

Recruiting Top Performers

Closeup of a fountain pen and word Evaluation on bright background

Enhancing CEO Effectiveness: Evaluating and Improving Managerial PotentialIntroductionIn today's dynamic business environment, the effectiveness of management team, not only CEO can make or break a company. It is crucial for driving growth and ensuring long-term success. As the head of the organization, the CEO plays a pivotal role in steering the company towards its goals, but management team is responsible for implantation of the strategy. This post explores the importance of evaluating and improving managerial potential, offering insights and strategies to enhance leadership capabilities.Understanding Managerial PotentialManagerial potential refers to the innate and developed abilities that enable an individual to manage and inspire a team towards achieving organizational objectives. Key traits of effective managers include strategy execution, perseverance, strong communication skills and emotional intelligence. Top managers need to drive change, and create a positive organizational culture, which will impact business outcomes.Implementing Management Advisory ServicesManagement advisory services can provide valuable support in enhancing managerial potential. These services offer expert guidance, objective assessments, and tailored strategies to improve leadership effectiveness. Engaging with a management consultant typically involves:Initial Consultation: Discussing your goals and challenges to outline a tailored plan. Comprehensive Assessment: Conducting in-depth evaluations of your management team and other key players in your organization. Personal Development: Creating a customized action plan to address identified areas for improvement with success measures. Ongoing Support: Providing continuous coaching, training, and feedback to ensure sustained progress.To continuously enhance managerial potential, it is good to consider the following strategies:Continuous Learning and Development: Invest in professional development programs, attend leadership workshops, online learning and stay updated on industry trends. Building a Strong Management Team: It should consists talented executives who complement each other skills and together manage successful strategy execution. Fostering a Culture of Performane and Agility: Encourage experimentation, embrace change, and create an environment where employees are focusing on high performance.&nbsp;ConclusionEvaluating and improving managerial potential in a company is a critical step for CEOs to lead their organizations to success. By understanding your managers' strengths and areas for improvement, leveraging management advisory services, you can enhance your leadership effectiveness and drive outstanding business outcomes. Invest in the development of your leadership team and watch your company succeeding in a competitive market.