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Category Archives for "Finding your Next Level"

The New Leader’s 100 Day Plan

18 powerful questions you need to ask

If you’re taking on a new leadership role, your first 100 days are critical. As you’ll be aware, the stakes - for you and your organisation - are high. Check out this graphic from McKinsey, a consultancy:

New leader 100 day plan - McKinsey

As you can see, 90% of leaders who had a successful transition deliver on their three-year performance goals. But when leaders struggle through a transition, the performance of their direct reports is 15 percent lower than it would be with high-performing leaders.

The problem with most advice on 100 Day Plans

The idea of a new leader 100-day plan is common. There are plenty of articles and books on the topic. Whilst I’ve benefited from these myself, they tend to fall down in two ways:

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4 Pitfalls of High Performers

How to avoid the common traps that limit C-suite leaders' future success

You’re a high achieving founder/executive with an impressive track record.

You’re a quick-thinking strategic problem solver. You love the challenge of fast-moving, complex situations. You’re always among the first to catch a vision.

But despite that, you don’t feel that special inside because of the deep sense that you could achieve so much more. You know you’re playing too small a game.

Sounds familiar? You’re not alone.

In my coaching and consulting work with incredibly impressive founders/C-Suite leaders and their teams, I’ve found four main pitfalls keep high performers from achieving their potential.

In this document, I describe these pitfalls.

You won’t necessarily find all apply to you. But my clients have demonstrated that when you overcome your top 1-2 issues on this list, your world and your legacy transform.

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Recalibrate your leadership skill set

Many leaders stop growing because they’re getting great reviews from their boss and strong feedback from their people.

Unfortunately, they don’t realize they’re still only in the first phase of their leadership journey.

Perhaps you’re getting results from your team that bolster your company’s bottom line. Your people respect you and look to you for direction. You know you’re an effective leader – maybe you’d even rate yourself as, say, an 8 out of 10.

However, you might be using a scale made for people with more modest ambition.

It’s time to recalibrate that scale to reveal the tremendous opportunities for growth--and to inspire yourself to reach for greater heights.

How Coca-Cola recalibrated its idea of what was possible

Look at how Coca Cola recalibrated its concept of what it had the ability to achieve. The company had already cornered over 65% of the international soft drink market – the height of success, one might say. However, instead of just patting themselves on the back for a job well done, executives realised they’d only cornered a small portion of the total drink market.

Meanwhile, Pepsi dominated 77% of the sports drink market and 88% of coffee drinks. Now, Coca Cola too is focused on becoming a “total beverage company” that dominates in many different categories of drinks where it has boundless room for growth.

The lesson: Don’t just luxuriate – and languish – in your success, and 

  • Re-calibrate your idea of what is possible for you to achieve in your own journey 
  • Evaluate yourself on a new leadership scale; a scale calibrated for people who want to leave behind a legacy of success
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Entrepreneurs : 3 pistes inattendues pour accélérer votre projet

Si vous êtes un entrepreneur, un porteur de projet - bravo !  Vous êtes parmi ceux et celles qui ont une vision, une passion et un vrai désir de changer le monde, au moins un petit peu.  Vous êtes passé de ‘spectateur’ à ‘acteur’, et pour cela je vous félicite.

Mais d'après mon expérience, les entrepreneurs se retrouvent souvent un peu isolés. Ceci crée un certain manque de recul par rapport au projet.  Le résultat ? Quelques “angles morts” qui freinent la croissance de l’entreprise.

Autrement dit, si nous continuons à accepter notre propre “histoire” par rapport à notre situation, nous n'arrivons pas à trouver de solutions radicales pour vraiment faire avancer notre projet.  Nous sommes plutôt dans le domaine de l’incrémental, de “travailler plus pour avancer plus vite”.

Dans mon travail avec des chefs d’entreprise, je vois (j'observe/je remarque souvent) trois aspects en particulier qui méritent d’être “challenger” par un tiers, pour permettre à l’entrepreneur d’identifier de nouveaux accélérateurs de croissance :

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Senior Exec Priorities 2018

The results are in from xquadrant's 2018 Organisational Leadership Survey.

In the spring and summer of 2018 xquadrant surveyed over 150 senior business leaders in order to understand their top business goals and the organisational challenges that were putting the brakes on their ability to execute.  

The results are fascinating and we’ll review them in this short series:

  • In this first article, we’ll have a look at who completed the survey and we’ll make some high-level observations around the priorities of these leaders
  • In the second article, we’ll dive into the specific organisational and people challenges faced by executives in two key contexts: scaling and transformation
  • We’ll then take a practical look at the top 3 most transformative/impactful solutions identified by execs in each context (scaling and transformation) - and provide pragmatic implementation advice

>> No time to read this now? Concerned you’ll miss the insights from the rest of the series? Get the entire series in ‘bite sized’ emails + a convenient consolidated report.

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60 personal effectiveness tips from world-class experts [UPDATED]

Effectiveness is more than productivity.  Whereas productivity is 'doing things right', effectiveness also includes 'doing the right things' and can be seen as a chain that links your daily activities to your deepest needs, desires and hopes for the future.

So if you want to live a successful, accomplished life, tuning up your personal effectiveness is one of the wisest investments you can make.

So for this important topic, I reached out to 60+ very accomplished experts in a number of fields, including CEOs, leadership experts, productivity gurus and ministry leaders.  I asked them the following question:

What is the most surprising tip you’d give somebody looking to grow their personal impact & effectiveness?

I recently updated this post with some additional insights and updates. I hope you'll agree that the result is one of the best collections of personal effectiveness tips.  This is real practical wisdom for achieving great things in your work and life.

Download now, digest later...

RECOMMENDATION: This is a long post, so I suggest you grab the free PDF version which also includes a one-page summary that you can refer to regularly keep you on track!

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The liberating leader: a manifesto

Our partner, *GiANT Worldwide*, coined the term ‘liberating leader’ to represent the kind of leader who is truly worth following. This article describes what a Liberating Leader is, why it’s so important, and what you’re ‘signing up to’ if you aspire to being a Liberating Leader.

Our (not-so) hidden agenda

Sure we can talk strategy, or value propositions, or tech-sector trends or organisational development. We love that stuff at xquadrant!

But there’s a deeper heartbeat at xquadrant. It’s to help leaders build amazing teams and organisations that accomplish great things.

In fact, we can go further. It’s to help ambitious individuals like you create a legacy of positive change and success in all circles of influence: personal, professional and community.

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    To create outstanding results - and build outstanding teams.
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    To have the satisfaction not only of ‘winning’, but of seeing the people you have influence over and responsibility for win too.
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    To have the sense of pride, as you look back, of both your results and of your investment in those around you.

You see, xquadrant was founded on the conviction that great leaders accomplish great things precisely because of their ability to create environments where people grow and perform at their best.

This is not blind faith. In his bestselling book Good To Great, Jim Collins reported that he was surprised when the data from a serious research project found a direct linkage between outstanding long-term business performance and the presence of humble and committed senior leaders.

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