PrimeGenesis Blog
The New Leader's Journal: Impact of pre-start conversations
I’ve now had pre-start meetings with Andrew, Barney, David, and Ellen. Additionally, I had phone conversations with Chesley, Gerald, and Faith. Overall, my efforts seem to be appreciated. Some quick recaps: Live meetings Andrew is the...
Plum Builders’ CEO Rights Roles to Deliver Better Results for Its Customers
Like Al, we all know how important it is to have the right people in the right roles with the right support. Most see this as an exercise in developing or finding people to fit pre-designed required roles. This is a futile exercise if the roles are wrong to begin with or if the links between the roles are wrong.
Instead, follow these steps:
Commit or re-commit to the mission. Make sure everyone is clear on what you’re trying to accomplish.
Agree on the resources required to accomplish the mission: financial, human, operational.
Determine the optimal way to manage those resources. (e.g. architect takes lead on design; builder takes lead on implementation; both coordinating with the owner at every step along the way)
Implement
Monitor and adjust along the way. Always checking progress towards the mission with the mission owner.
Take a hard look at the role sort in your organization
What’s different is the idea of a shared accountability to the mission owner with each functional expert taking the lead in their own area of expertise.
Rory McIlroy: a Winning Dose of Cockiness and Arrogance
Do not underestimate the importance of attitude, of committing to what you’re doing, being on the front foot, staying ahead of the field, and yes, having a healthy dose of cockiness and arrogance on the course.
The New Leader’s Journal: Boss Buy In
The first conversation with anyone after finishing a draft 100-day action plan should be with your boss
Caryn Lerner’s 100-Day Action Plan as New CEO of Daffy’s
Lerner both knew where she wanted to take the organization and that she did not have the team in place to get there. So she chose to work with her existing team while supplementing its strength with outsiders. She:
Got everyone clear on the short-term priorities, while jumpstarting her strategic process
Put a short-term milestone management system in place, while revamping the overall operating process
Identified and delivered early wins
Sorted her team quickly and figured out what moves to make over time
Drove her communication both in what she said and what she did
This is a good example of the value of having your own New Leader’s Playbook
The New Leader’s Journal: 100-Day Action Plan
I start my new job as head of marketing of a consumer products company two weeks from Friday. Seems a little inefficient to start the Friday before July 4th weekend, but that’s our agreement. I will write a journal entry each Friday through my first 100-days so I can...
Organic Onboarding: Less Disruptive, More Effective
three phases of organic onboarding: Appreciate the context and culture, Plan to leverage existing strengths in new ways, Transform the organization over time.
BMW’s Focus on Sustainability Drives Record Q1 Profits
A big part of producing efficient and environmentally friendly cares is achieved through continued investment in the technology of drive systems. They want to be the technology leader and will work to increase profitability to remain independent and stay ahead of Audi and others. At this point, its flagship models are delivering superior experiences to its drivers. BMW’s sales reflect this.
They are choosing not to continue on the Formula One race circuit. It’s more important to maintain its technical lead in consumer cars than entertainment cars.
Getting What Matters Most Right in Onboarding
You won’t get all your moments of truth right. That’s okay. Just make sure you don’t get the ones that really matter really wrong.