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When looking at leadership from a new perspective, an executive should understand its transformational value and place more emphasis on applying what works best for them in their current work environment.
The PERFORMANCE Management team was present at the HR Directors Business Summit in Birmingham, United Kingdom, between 2 – 4 February, 2016. Consequently, the insights gathered from experts present at the event had been gathered and exposed here, in a series of interviews and articles.
“If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.” Jack Welch
Nowadays, more and more business start-ups spring all around the word, as the mentality regarding success has changed over the past decade. However, the person in charge of that business is not always the right leader for it. The entrepreneurs are certainly creative visionaries, but not all of them are capable of running the company they started. A business idea represents only the first bricks on which a business / company will be built.
The phrase ”employees quit leaders not organization” is quite popular among HR professionals and it is not just an assumption. In 2005, Leigh Branham identified this issue by surveying 20,000 employees: leadership has a significant impact on staff retention.
Leaders not only influence how much time an employee spends in the organization, but also how well the individual performs. The human capital is a critical resource for an organization and can be transformed into a valuable competitive advantage. But how can leaders ensure that employees will perform at their best?
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