Start to Lead... And Others Will Manage by Philip Bain

Author:Philip Bain
Language: eng
Format: azw3
Tags: Business & Economics, Entrepreneurship, Leadership
ISBN: 9781786230393
Publisher: Grosvenor House Publishing Ltd.
Published: 2016-10-17T07:00:00+00:00

• Keep it relevant through investment, maintenance and upgrading. Make sure you let the specialists tell you what is required, and when it is required, and listen to their advice - they probably know better than you!

• Ensure it is given both tactical and strategic focus within the organisation. It is important to achieving long term goals in the organisation.

BRINGING THEM IN...

It’s vital to get the right people into your environment. One of my favourite films “A Man for all Seasons” has a dialogue where the King describes the type of people that he leads. The King wants Sir Thomas More to support him on a matter and Sir Thomas More asks why he needs his support. The King replies,

Because you’re honest... and what is more to the purpose, you’re known to be honest. There are those like Norfolk who follow me because I wear the crown, those like Master Cromwell who follow me because they are jackals with sharp teeth and I’m their tiger, there’s a mass that follows me because it follows anything that moves. And then there’s you.

The King’s assessment of his kingdom and his followers is very bleak. Some follow because he holds the title, others for their own personal agendas, and then there are those who will follow anything that moves. Then there are people of conviction and integrity. A leader has to lead them all. Fundamentally greatness is built on the foundations of great people. Without great people, goals will not be achieved. So a great leader will want to recruit great people. At interview stage the following questions should be asked:

Interview questions:

• “Why are you here?” Don’t accept the first answer... ask again - “Okay, but why are you here?”

The text book “Say what you want them to hear” answer will come out. Reject that. It’s meaningless. Ask again, to try to get to the real truthful answer as to why they are sitting in front of you. Why do they want to leave their current employment? Why do they want to come and work for you? Getting to the truth here is vital in making sure expectations are managed both for you as the leader and them as the potential employee.

• What is your gift? What are you gifted in?

This question is never asked but it is crucial. Essentially you are asking the person something deeper than their key strength or key skill. You are asking them to define themselves, to open up to you as to what their ultimate offering to the world is that sets them apart. It is that natural ability that has been given to them at birth and nurtured through the experiences of life that ultimately could be used for the good of your organisation.

• Talk to me about office politics? What are your thoughts?

One, do they even understand what the term means? Two, their views and opinions expressed will be crucial in how they are going to interact with other people. You want to find out

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