Reflexion

Coaching, Facilitation, Leadership development rooted in Behavioral Science. Impacting one leader at a time

[Calvin and Hobbes Fan Account @Calvinn_Hobbes]

He’s got a point 😂 #CalvinandHobbes

[Reflexion @Reflexionspace]

‘It’s a broad definition that can be interpreted in many ways: from going into the office three days a week, to once a month. Hybrid can still be the future of work and represent the best of both worlds—but it still needs refining.”

https://t.co/rCurtFReXC

[Reflexion @Reflexionspace]

“Hybrid can still be a perfect harmony for workers—so long as their employer gets it right. Where the arrangement goes wrong is when it’s a hybrid schedule dictated by a supervisor,’ explains (Elora) Voyles.
#hybridwork #leaders

[Reflexion @Reflexionspace]

‘Employees end up with a working week they have no control over: it’s like the fixed full-time office schedule of old, which just happens to be in the worker’s home twice a week.’ “(Gail) Kinman says it comes down to what organisations mean by ‘hybrid’.

[Reflexion @Reflexionspace]

Remember that you're always taking risks. The key is understanding what risks you're taking & when you're taking them. Using this framework can be helpful when you evaluate your #career & whether you're progressing like you'd like to.
https://t.co/70Q5r1MUZc
#Leadership

[Reflexion @Reflexionspace]

Corey Hoffstein has a phrase he uses all the time: Risk cannot be destroyed, only transformed.
So when you decide not to make a big move you are also taking a risk, but that risk happens far later in time. For example:

[Reflexion @Reflexionspace]

You can hold 100% bonds & experience little short term volatility (low risk right?) but you now #risk not having enough principal in the future after your portfolio battles against the scourge of inflation for decades. The risk still exists, it has just shifted through time.

[Reflexion @Reflexionspace]

It also helps if outgoing leaders take an active and structured approach to their last days on the job, leaving things in good shape for their successors.
https://t.co/Y4OvPp25Zh

#leadership #succession #successtips #Reflexion

[Reflexion @Reflexionspace]

McKinsey research shows that between 27 & 46% of executive transitions are viewed as failures or disappointments after 2 years. Newly appointed leaders rarely see value in standard training approaches, like “buddy” networks & orientation programs.

[Reflexion @Reflexionspace]

To improve the chances of a successful executive transition, consider setting up a formal capability-building program to develop staff for future leadership roles.

[Reflexion @Reflexionspace]

- #Management decision making making. This piece in HBR by Professor David Ronayne highlights a study which shows how prevalent this issue is & how organisations can tackle this.
https://t.co/PX2A4DsmOC
#sunkcost #Leadership #decisionmaking

[Reflexion @Reflexionspace]

How many of us find it difficult to let go of a project even when it’s clear that there are better uses of our time and effort, simply because we feel the time and energy already invested will be wasted? That time & effort already invested is sunk cost, a critical concept in-

[Reflexion @Reflexionspace]

of the one in nine companies that achieve a decade or more of sustained, profitable growth, the majority are those that have preserved,or restored, their Founder’s Mindset. Here's a way companies can achieve competitive advantage in a world of fast change.
https://t.co/nMmNt9hNJJ

[Reflexion @Reflexionspace]

What is the Founders mindset? Most large, #successful companies began as insurgents—fast, agile & adaptable. They focused on customers. They hated complexity.
But Growth creates complexity and complexity kills #Growth. Nearly all fast-growing companies drift toward bureaucracy-

[Reflexion @Reflexionspace]

-losing the ability to capture the benefits of size and act with speed.
They achieve scale, but lose their Founder’s Mindset—the very core strengths and #values that helped them succeed & grow. Research shows that:

[Reflexion @Reflexionspace]

a. going rapidly downhill during a changing of the guard,
b. losing revenue and market share.
This week, let’s explore some strategies that make it easier to prepare for both planned and unplanned leadership departures.
https://t.co/UieO7R7LsR

#leadership #succession

[Reflexion @Reflexionspace]

Replacing top leaders isn’t always a smooth process for organizations. Many a CEO exit has been marked by power struggles, scandals, and dips in the company’s stock price. Now, as lots of employees leave the workplace, companies are hard-pressed to find replacements for any job-

[Reflexion @Reflexionspace]

-let alone leadership roles that require years of coaching and experience. Crafting a succession plan may be the last thing on leaders’ minds as they manage the daily upheavals of the postpandemic era. Yet without one, the company risks-

[Reflexion @Reflexionspace]

then others'll copy it & sooner rather than later your product will be as easy to make as a toaster.
This piece from Morgan Housel provides further insights into why successful companies find it hard to sustain their success.
https://t.co/HSXQkuVlqk
#Leadership

[Reflexion @Reflexionspace]

Why is it, that for the vast majority of companies #competitiveadvantage does NOT sustain?

At the heart of this is the insight from this quote by Prof Bruce Greenwald “At the end of the day, everything is a toaster” i.e. no matter how wonderful your product, if it is successful-