Inspire Me

Merging and Purging

Daily, it seems, mergers of already large and unwieldy organisations into 'now the third largest ...' are taking place. We've been talking to some of the execs responsible for sorting out the ensuing mess - and they say that high stress levels continue well into year three after contracts are signed. We've been helping some of these exhausted chaps return to earth for some much needed sanity breaks. After a couple of years of rushing about trying to plug holes in dams people seem to lose the ability to differentiate between urgent and vital - and to look after their people. Add to that the periodic callings of senior execs - and the resulting feelings of guilt and impending doom are palpable. Our primary message to people in this kind of situation is "take a break - reflect - do less - achieve more" - which no-one wants to hear at first but they always thank us later! (and so do their secretaries!)

Helping Helpers

Some of our clients have long standing relationships with 'coaches' - sometimes external, sometimes internal to their organisation. These relationships are well founded in respect and understanding - however, some of these coaches would benefit from our know-how. I now provide input to such coaches, on an ad hoc basis, helping them develop certain skills areas, passing on some of my techniques, and providing a second opinion on some of the issues they are helping their client with.

Legacy or Limbo?

Sadly, some of our favourite contacts are now nearing retirement (sad for us not for them!) and entering the final phase of their working life. Most organisations seem to ignore the immense value some of their top people provide - which will be lost when they have gone. We think this is all very sad and wasteful. Equally, once a CEO or MD enters the 24 month countdown they tend to worry about the validity of the changes they want to pioneer - "what if the next chap doesn't like what I've done?". Change continues to happen all around us regardless of you retiring, and when you go, it will be a great loss. We've been helping people distil their unique contribution and pass it on before they leave, and to initiate the kind of changes that are needed in their Board and downline in good time, so that their replacement arrives to an improved situation that he can run with. Anyway, who wants to enter retirement not quite sure if they've completed everything to satisfaction? Not me.

Ferrets on Espresso

Mr X was very successful in his job - achieved fabulous results and everybody loved him. So he was head-hunted - to an organisation with a totally different culture, huge challenges, and desperate for Mr X's type of energy, ability and enthusiasm. As soon as he arrived the vultures descended - long lists of 'let's tackle that when X gets here ...' fell on his desk - everyone wanted his ear and his time - he quickly went into overload trying to please everyone and apparently there were strong words at home. This is a not unusual situation - well meaning loyal execs seeking to help everybody out by being available 16 hours a day and running from one meeting to another, scattering 'paradigm concepts' and 'whizzo ideas' like confetti - sending their management into a state of bemused shock along the way, and wondering "why is no-one picking this up?". Suffice to say we're helping Mr X say 'No!' from time to time and focus on priorities - and to tailor his undoubted genius to this new culture which is entirely foreign to him (imagine moving to Leeds after working in the City for the past 10 years ...)

So - How Was It for You?

Recent comments from Executive Development Programme participants: "the biggest thing it's given me is inner strength about what I'm doing" "it's given me a lot of different dimensions of experiencing a meeting or a work relationship, and understanding where people are coming from" "there has been a big gain - different insights into how to learn and develop" "my personal development has contributed to a 30% increase in remuneration and a 100% increase in headcount I'm responsible for" "my team now relates to the organisation in a different way ... which is having an impact downline through their teams" "improvements in staff satisfaction are more sustainable than ever before" "this is an investment in all senses and it does pay back" "what you're doing here is transformational, in my view"

Thank you for reading