![]() Paul Casey: where only one person had the vital information and then they weren't available they went on vacation or you just they weren't answering their text messages. Paul Casey: In everything you have right now, and the bhutan's have to be passed cleanly when the inevitable happens I don't know if you've ever been in a situation at your company or another company. Paul Casey: A second reason is, you need a succession plan for you and the other top leaders when you or they do move on, we always have to be too deep. Paul Casey: As strong just 15% don't know if your company's in that boat, or if you're doing a better job than most, but that's why this is so important. Paul Casey: The global leadership forecast puts out a report every year, and they said just 15% of organizations rate their future bench. Paul Casey: And you're in trouble right so you're always on the lookout for potential leaders. Paul Casey: Or else, then you turn around and no one is ready to step up and then someone gets poached away to another company or they get a health issue. Paul Casey: If I could influence you to have a plan for leadership development here's some more reasons along those lines, you need a pipeline for new blood at all levels of leadership. Paul Casey: And that good work is there to get the people done so, besides that quote. Paul Casey: So we have to change our thinking if you're in the Leader chair from people are there to get the work done to work is there to get the people done. Paul Casey: That companies with weak leadership programs wow seven times more business results 12 times more effective at accelerating business growth, I mean that is just unbelievable if you think about it. Paul Casey: 12 times more effective at accelerating business growth. Paul Casey: Kim level says companies with highly developed leadership programs outperform their competitors their business results are typically seven times greater seven times greater, and they are. Paul Casey: Mostly positive feedback, so he was an encourager there's just so much I appreciate about him and that's what I think of when I think of a leadership developer. Paul Casey: We would do one to ones, every week and you rarely would bump those, including doing a book study together, so we could both grow he gave me feedback. Paul Casey: He sent me to professional development opportunities that I was interested in even coming with me on a conference once so like the number one and number two and organization, you could go together in a conference thought that was awesome. Paul Casey: He spoke of me highly in front of the team always he empowered me to lead in my job description he backed me up when they were difficult times. Paul Casey: Here are the priorities, I would like you to attack and you know what it was, it was relationship building so i'll just file that one in there as well, if you're new to a position that's got to be in your first 90 days plan. ![]() Paul Casey: He was all for my success right he he helped me learn how to succeed, from the moment that he onboarding me actually even before that I remember him sending me an email saying your first 90 days. Paul Casey: Thank you for your support of leadership development in the tri cities, so I had a favorite boss several years ago, and what I liked about him in this whole arena of leadership development is that from the moment I was hired. Paul Casey: And you want something to recommend to your boss, maybe there'll be something some nuggets in this that you might be able to trickle up and say i'd love this in my leadership development plan we're going to dive in after checking in with our tri city influencers sponsor. Paul Casey: If you are in a role where you get to develop other people, which is what leaders do best, then this is for you, if you are an aspiring leader yourself. Paul Casey: it's a great day to grow forward thanks for joining me for today's episode and it's with me i'm going to do a solo episode for you today on leadership development that leaves a legacy.
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