In keeping with our innovation and growth theme, we want to talk again about General Motors new CEO, Mary Barra. On Monday, Ms. Barra was featured on Good Morning America and said something that is worthy of sharing.<\/p>\n
During the interview she was asked \u201cdid you think that you would ever be CEO\u201d? She said while she may have had clear goals and objectives for her career, she never focused on that. Her main objective was to always perform at her best, and deliver the greatest results for each position she held.<\/p>\n
She focused on\u00a0building a team and organization that delivered outstanding results.\u00a0In order to achieve outstanding results,\u00a0you must have\u00a0processes and a\u00a0clear\u00a0focus,\u00a0you can\u2019t be\u00a0risk adverse, and you must have the willingness\u00a0to take the necessary steps to create a strong\u00a0team and promote change.<\/p>\n
Many leaders confuse career aspirations with a goal, and lose site of the results they have to deliver now. Ms. Barra said that she found too many leaders focusing on \u201cwhat is my next job?\u201d, rather than establishing the elements and providing the results that make it obvious that new challenges are welcomed and will be managed.<\/p>\n
We are not suggesting that you do not have career aspirations and dreams because that is very important. What we are saying is to not primarily focus on pursuing the next level, as it detracts from being “present,”\u00a0and may actually derail you from attaining desired results.<\/p>\n
Too often we see leaders spending insufficient time building strengths within their team and organization. This development is required for innovation and growth, and ultimately success.<\/p>\n
Change the world; rethink outdated assumptions and make a real difference…
\n<\/em>\u2013M. Barra<\/p><\/blockquote>\nHow\u00a0to Promote Innovation and Growth<\/h2>\n
Start by building a strong team through these key\u00a0steps.<\/p>\n
\n
- Recruiting Process.<\/strong>\u00a0What skills abilities and talents do you need, and do you have a clear hiring process that links to your vision, mission and goals.<\/li>\n
- Build trust within team members<\/strong>\u00a0and encourage engaging interactions. Do team members feel comfortable giving and receiving feedback? Do they address conflict in a healthy honoring respectful manner?<\/li>\n
- Include accountability, engagement, feedback and fun<\/strong> in team development processes.<\/li>\n
- Operational Process and tools.<\/strong>\u00a0Invest in saving time, and improving quality.<\/li>\n
- Observe your customer and identify ideas for\u00a0improvement. <\/strong>Ex: delivery, availability, reduce time to market, and enhance the value of your products and services<\/li>\n
- Create a team focus. <\/strong>Down-play the need for individual gains and reward accordingly.<\/li>\n
- Link your rewards and performance appraisal system to innovation and growth<\/strong>. <\/strong>\u00a0Does everyone\u2019s IDP link to their specific needs to innovate and grow, or just to maintain the status quo?<\/li>\n
- Training\/Development\/Coaching.<\/strong>\u00a0Set up a process linking development to effectiveness for individuals, teams and organizations. Do you proactively invest in yourself and others to be strong leaders, or do you wait until someone tells you what to learn?<\/li>\n<\/ol>\n
We, as leaders, are accountable for influencing others. It is up to us to link the tools, processes and resources with the vision of our organization.<\/p>\n
Take some time and review the key components listed above. Are they part of your 2014 plan? Are any changes required?<\/p>\n
If your focus includes innovation and growth, you\u2019re positioning yourself for\u00a0recognition and future promotions \u2013 maybe even to the position of CEO, like Mary!<\/p>\n","protected":false},"excerpt":{"rendered":"
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