How well do managers listen? How effective are they at gaining commitment—as opposed to compliance? To what extent do they involve the other person in discussion—versus telling them what to do? It’s been said that there are two kinds of leaders: leaders who listen and leaders who don’t listen. We wanted to find out what…
You have your strategic vision. Now how do you execute it? Or, as Jim Collins put it in Good to Great, how do you get the right people on the bus to carry out your strategy? We’ll lay out a 7 step plan. How Do You Get the Right Person on the Bus As leaders,…
It’s that time of year again — a time of resolutions, new beginnings, and looking toward the future. Whether this year marks your company’s first year in business or your hundredth anniversary, nobody knows exactly what the future holds. That’s all the more reason to prepare for predictable changes, and strengthen your organization against unforeseen…
This Thursday, November 8, Psychological Associates is excited to partner with the St. Louis Regional Chamber’s Connect At Breakfast Series for a discussion on the value of succession planning. Steve Got Hit By a Bus… Now What?! What would happen if a key leader at your company walked out the door and was hit by…
Why is Succession Planning Important? One of the most disruptive things that can happen to a company is the sudden need to replace a leader. A CEO Succession Planning Survey from Heidrick & Struggles and Stanford University found that more than half of companies today cannot immediately name a successor to their CEO should the…
Your organization may have a great top team in place. But continued success is not guaranteed. You never know when your C-Suite will be hit with an unexpected retirement or resignation. Proactive succession planning means your organization is prepared for not just future challenges, but for future growth as well. Begin With the End in…
Identifying a successor to a C-suite position isn’t an easy decision; it requires a lot of thought and consideration. Succession should never be about the “right” to a promotion. Instead, promotions should be reserved for those who have demonstrated the desire and ability to move your organization forward. But identifying the right candidate for succession is…
This article explains the problems with traditional CEO performance evaluation, and lays out benefits and a process for doing it effectively. The Problem with CEO Performance Evaluation Too often, assessment of CEO performance is limited to judgments regarding the previous year’s financial achievements or disappointments. While this is important, it’s only part of the story;…
How should we evaluate a CEO’s performance? Or the performance of any organizational leader? Too often, leadership evaluations — especially CEO evaluations — are based on the previous year’s financial achievements or disappointments. But those can only show us what happened in the past. But what most organizations really want is a tool that can…
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