And if you want to see what is wrong with so many companies today, visit AOL and watch two people stuck on an escalator. For those of you who are much adept at sorting out illustrative videos, and you have already seen this, my apologies.
Steve, I agree. The article on Next-Level Leadership by friend and colleague Rand Stagen of Dallas put me on a quest to establish next-level executive search. I have been working hard, asking how can we adapt our process -- using a client-centric focus and innovate -- to deliver a more compelling valuable and an enduring portfolio of services.
Here is my frustration: There is this undercurrent among some healthcare CEOs that if you do not do things the way the so-called white-shoe firms run their searches -- the Korn Ferrys, the Witt/Kieffers, the Heidrick & Struggles -- then you cannot be as good or trustworthy. They go with the reputation, not the quality, the value or the sense of partnership, which includes putting a hunk of your fee AT RISK based on the performance of the candidate that the search partner recommends.
Too many CEOs want safe. Here is the interesting point -- when we pull back and act like the other guys, we seem to be a more acceptable solution. But I am too hard-headed, I guess. Improved value – exceptional results – by search firms who WILL innovate will win in the end. I hope.
What I am seeing here is a knee jerk reaction to things. I am seeing little in the way of pro-activity, lots of hunkering down, some even moving away from what had made them successful companies in the first place in the race to slash costs, maintain the shareprice. Innovation, taking calculated risks etc, seem to have been replaced with cynacism, and big red pens for slashing budgets.
How would it work I wonder if there were some brave people in the places of power who said (Steve Jobs style) "You know what? This has made us successful, we have a great product, people love what we do, let's now strive for ways to differentiate more, do it better.
People will always be the key to success not numbers (OK a good product wont hurt), although the numbers ensure we get paid, without the quality people and the need for fresh injections of these people will or should continue to ensure that things keep turning. What ever happened to the thought of a skills shortage, Baby Boomers leaving the work force, not enough new people entering the workforce? Is that thought still relevent?
I enjoy the discussions over leadership, as I traditionally see way more Management than Leadership, but when you see, feel, hear Leadership, it really does inspire.