In Bill Wagner's book, The Entrepreneur Next Door, he surveyed the personalities of 1,509 successful business owners. In this research eighty percent of those surveyed were strong Generalists, strategic thinkers with a big picture orientation. They are CEOs we would expect to be successful. The remaining twenty percent were Specialists, more tactical in their thinking with strong levels of expertise. Both groups were equally successful.
The Generalists (strategists) were natural leaders whereas the Specialists (tacticians) were more comfortable working within their areas of expertise. They shared the following four common tenants to successful leadership:
1. They understood the behavioral requirements of their position.
2. They understood their own behavioral characteristics.
3. They understood the GAP that existed between themselves and their position.
4. They had the cognitive wherewithal to Manage that GAP.
Consider the following questions…
Of your executive team, how many are NOT strategic thinkers? Shouldn't they be? And, imagine if your Executive Team comes into your office tomorrow and submits their resignations. Knowing you could easily replace them within 30 days, how many of their resignations would you accept? If your answer is 1 or more to either question, then you should consider upgrading your staff.
In today's economy we need to ask tougher questions than ever before. Even though most members may not be adding new employees to their current staff, it does not preclude them from upgrading their staff and creating the team needed for managing the recovery. We are going to survive this economy no matter what. The question is … Do you want to have one that maintains the status quo or one that can make money in any environment? This presentation provides attendees with the insights to truly create a Level 5 Team from top to bottom.
Value to Attendees:
1. Each attendee will have the opportunity to create their own leadership and behavioral action plan.
2. Attendees will receive a 30 page behavioral assessment describing their own behavioral strengths and developmental considerations.
3. Attendees will be able to determine if they have the right employees on the bus and the necessary managerial or coaching steps to take them to the next level.
4. Attendees will be able to determine the behavioral requirements (job fit) for any position.