Posts From: Michael O'Connor

The third vector of THE LEADERSHIP COMPASS is ‘Processes.’ In the previous three blogs we identified the Total Business Success™ model that comprises this compass and the two of the four vectors—culture and people. The two vectors that involve the most immediate performance improvement opportunities for a business are its people and processes. And, based on work in organizations over two decades at Life Associates both in the USA and internationally we concluded that these two vectors are two sides of the same “coin.” For example, when an organization has underperforming individuals involved in a work process, then that process (and the technology used to enable it) are also sub-optimized. For example, employees with higher capabilities for executing a software-based process more often do as expected than those with less know-how in this area. Similarly, employees who are capable but not motivated to do a process as expected are more likely to cut corners or execute at a lower standard with performance again compromised.

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In the previous blog, we introduced the four dimensions required for sustained business success—culture, people, processes, and strategy. Of these, the true magnetic north of the Leadership Compass is an organization’s culture. This is IF, and only IF, effectively executed. However, most organizations leave too much on the table in this respect based on the personalities in power, rather than a sustained focus and commitment on what is required to prevail in today’s increasingly turbulent environment. So, you are probably thinking “HOW do you build and sustain a Winning Culture?”

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It is interesting that the Wikipedia entry on “Leadership” begins with the statement that “defining leadership has been challenging.” In today’s real world business leaders are a lot less concerned with defining leadership and instead, intensely focused on coping with successfully executing it for their continued personal and organizational survival and success. To do so, practical tools and resources are available from providers like TrainingIndustry.com and its many quality organization members. One such tool is the compass which has been selected as the symbol for our TrainingIndustry.com Leadership Community.

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In my work with various client organizations and others, a re-occurring question raised (usually by senior leaders or owners) is the ‘difference between effective leaders’. In fact, it is not uncommon for current generation emerging and younger leaders to view older leaders as less effective than expected. We’ve found that is often due to younger leaders’ focus on leadership success versus effectiveness. So what’s the difference and why is it important? Successful leaders (and people), regardless of age,

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