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Five Keys To Building a
Great Company
Adapted from interview with
Narayna Murthy, Founder of
Infosys |
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Leadership:
First of all, you need good
leadership.
Great leaders
raise the aspirations of their followers; they make people more
confident,
energetic
and enthusiastic. Such leaders make people embrace the adage: a
plausible impossibility is better than a convincing possibility.
People, who are
motivated by great leaders,
dream big, make
sacrifices and achieve miracles. It is not sufficient just to have
great leaders. You need a mechanism to identify, train, empower and
mentor successive generations of leaders. Such leadership training
and mentoring has to become the responsibility of the current
generation of leaders...
More
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Balanced Organization: 5 Basic Elements
Wood (Corporate
Capabilities):
25 Lessons from Jack Welch:
Cultivate Leaders
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Build your
approach to leadership development on four essential tasks:
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Recognize the importance of
leadership to your business
success
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Have in place a specific process for developing leadership talent
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Define
leadership
attributes behaviorally, for the benefit of future
leaders
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Use the leadership competencies stipulated in the Leadership
Effectiveness Survey (LES)
to integrate a number of management practices with the purpose of
building quality of leadership.
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Build
self-confidence.
"Your got to have the self-confidence to
hire brilliant people, may times smarter than you are sometimes. You've
got to feel very comfortable with that situation."
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Look for
team
players.
You need
new-type managers, those "who can swallow their ego, blur their
identities, and work for the good of the company."
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Look for
coaches.
Coaching is an important part of the good leaders' role. Leaders must
seek to develop high value in other leaders below them.
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Help them build
their
cross-functional expertise.
Shift talents around, particularly at the higher level.
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Measure
performance of the leader pipeline. Developing leader
pipelines and keeping them tuned to produce leaders with the
capabilities needed to succeed requires most senior leaders to develop a
new mind-set, commitment, and a new repertoire of skills. Focus on
metrics that show whether the leader pipeline is performing as desired.
Track the number of leaders each leader has played a major role in
developing. In your succession planning process, repeatedly ask the
question: Who has the person developed, and how well are they doing it?
Leader
360
Results-based Leadership
Leadership-Management
Synergy
Case
Study
Uniliver
When team members at Uniliver began to design a
new leadership development initiative for
top managers,
they knew that the global company needed something to help it become a
more enterprising and
competitive
industry leaders.
So, they proposed to fundamentally change
leadership behaviors and create an entirely new, enterprising
corporate
culture. The process called on leaders to rethink
everything from their personal dreams to their
visions for their business and
how to execute
leadership...
More |
