Developing a Leadership Pipeline That Works Forbes For the last decades there have been warning voices about the high percentage of corporate leaders who were in their late 50's or early 60's. Then came the recession of 2008 to 2012.
You've got your business off the ground and it is growing faster than your wildest dreams. How to you keep speeding along without it all coming off the rails? Entrepreneur Tom Box shares his experience...
When weighing up whether to take an action that could leave us vulnerable to failing or some other form or loss (of reputation, money, social standing, pride etc), science has shown that we have an innate tendency to misjudge four core elements in...
“Yup, not even a year and they eliminated my job. Can you believe that?”
I noticed on Facebook a post from a good friend who just lost her job. About nine months ago, we had met in New York to have a celebratory lunch. She had just found her dream job and was beyond excited.
Now, not even a year later, she is out. She was a passive candidate — accomplished, not actively looking for a new job, but the role was a perfect
fit. Or at least she thought it was.
When I reached out to her, she confirmed it.
That is about the third story I have heard that fits that profile. Someone gets recruited and hired with all the fanfare, and before they could warm their seat, a corporate initiative comes through and pulls that seat out from under them.
Although most change programmes are highly planned and robustly executed, it’s a fact that the majority fail to achieve the objectives set out at the start of the programme. They fail to achieve the result of changing people’s behaviour so, consequently, they also fail to achieve sustainable change. Therefore, no matter what the aspirations, how compelling the business need or how much money is being invested in these initiatives they consistently fail to achieve the transformational shift required by the business.