You are searching about Beta-Life Stories From An A-Life Future When It Changed, today we will share with you article about Beta-Life Stories From An A-Life Future When It Changed was compiled and edited by our team from many sources on the internet. Hope this article on the topic Beta-Life Stories From An A-Life Future When It Changed is useful to you.
Book Summary: "Transformational Leadership" by Randy Dobbs
I was thrilled when I learned that Randy Dobbs, a friend and mentor from my days at General Electric, was writing a book about his leadership experiences. In the early 1990’s I worked with Randy at GE Motors in Ft. Wayne, Indiana and then again at GE Medical System while I was in Philadelphia and he was in Atlanta. Randy was also an important advocate in my securing funding from GE so that I could attend the Wharton School of Business and get my MBA.
Randy’s book, Transformational Leadership, is aptly titled because Randy has a track record of not only transforming organizations for better results but also having a transformative impact on people’s lives. Randy demonstrated his transformative “touch” throughout his tenure at GE as CEO of Philips Medical Systems of North America and then as CEO of USIS, a leading global security services provider. Her book is a mix of real-life stories of her personal achievements and travels along with informative examples of her professional successes and challenges. Here we review five skill sets that Randy uses to define transformational leadership:
1. Build a culture
2. Improve esprit de corps
3. Communication of problems and actions
4. Changes in financial results
5. Leave a cadre of future transformational leaders
Build a culture
Randy wrote that “In many cases, cultural change is the best return on investment for senior leaders of a transformational team. You can communicate, get feedback from the organization, bring in the best senior leaders and buy-in for your vision, but you won’t achieve lasting transformation until the culture changes.“Randy’s key to creating cultural change is implementing the vision for the business, and he lists two things that must be clearly addressed to gain the organization’s confidence in the leader’s vision and cultural direction:
1) Vision must be clear, appealing and effective.
2) The leader’s position must be as clear as the vision, and his commitment to that vision must be unquestionable as a catalyst for cultural change.
The foundation for driving sustainable cultural change is a vision statement, a mission statement and supporting strategies that employees can understand and buy into.
Improve esprit de corps
Rather than talking about employee morale, Randy likes to think of it as esprit de corps—a French word that literally means “spirit of the body” but refers to the spirit of a group as a single body. Randy wrote that “This means that everyone in the organization shares the same vision and feels passionate about being a part of that vision and working towards clearly defined collective goals. Simply put: Once you establish a culture, you must establish the esprit de corps so that people in the organization buy into that culture.“Achieving this will help leadership win people over on an ongoing basis, which is critical to maintaining accountability, focus and momentum toward achieving company goals.
Communicate problems and actions
Randy wrote that “If you want the single biggest key to effective transformational leadership, you need to execute the communication process.“In other words,”Leaders don’t just talk about communication; They must be forced to communicate for the good of the business.“It builds trust and commitment among those you are tasked with leading. Another communication lesson for leaders is”Never assume that what you say is as clear to others as it is to you.” Randy exemplifies this by sharing about himself with his employees so they understand who he is as a person. Randy has found that this openness helps people become more comfortable with him and embrace him as a leader.
Randy used a variety of methods for communication and understanding, such as numerous new manager assimilation sessions, frequent town hall meetings, regular newsletters and CEO letters, and the open-to-all “AskRandy” email messaging program. In his first two months as CEO of USIS, he received nearly 200 AskRandy emails from employees. These messages not only provided him with critical insights about the company, but were an effective way for him to communicate with new employees (he personally answered 200 emails).
Changes in financial results
Randy recounts that Jack Welch once told him, “There isn’t a single GE shareholder who cares about revenue. They only care about earnings.” And no one has ever engaged Randy as a transformational leader to drive better communication, build a senior leadership team, create a vision or change a culture. “The only reason to engage a transformational leader in any business is to achieve financial results!” He writes that it’s important to focus on how conversions affect bottom-line results every day, every week, every month and every quarter.
Leave behind a cadre of future transformational leaders
A business needs the right people to transform, and having the right people in the senior management team with the right skills to drive the necessary changes is especially important.
The primary characteristics Randy looks for in his transformational team leaders are:
1) Those who see the changes he outlines for businesses as an opportunity for their own financial success and career development.
2) Man views his future with a strong belief in himself and confidence is not The only vision is to overcome the challenges they face. People have to bring something to the party.
3) Those who want to build an organization in which they are respected. People who build a dynamic, successful organization because they have earned the respect of their team.
Randy adds that in addition to the many managerial-type aspects, “Leaders who truly transform organizations go beyond that. They appeal to workers’ most basic human needs at a deep emotional and spiritual level:
To be part of something successful and worthwhile.”
In this book, Randy blends his personal and professional experiences in such a way that it is clear that he pours his heart and soul into every endeavor and that his personal values are “on the job” that he does. It’s no surprise that much of what Randy has accomplished as a leader has been truly transformative.
Video about Beta-Life Stories From An A-Life Future When It Changed
You can see more content about Beta-Life Stories From An A-Life Future When It Changed on our youtube channel: Click Here
Question about Beta-Life Stories From An A-Life Future When It Changed
If you have any questions about Beta-Life Stories From An A-Life Future When It Changed, please let us know, all your questions or suggestions will help us improve in the following articles!
The article Beta-Life Stories From An A-Life Future When It Changed was compiled by me and my team from many sources. If you find the article Beta-Life Stories From An A-Life Future When It Changed helpful to you, please support the team Like or Share!
Rate Articles Beta-Life Stories From An A-Life Future When It Changed
Rate: 4-5 stars
Search keywords Beta-Life Stories From An A-Life Future When It Changed
Beta-Life Stories From An A-Life Future When It Changed
way Beta-Life Stories From An A-Life Future When It Changed
tutorial Beta-Life Stories From An A-Life Future When It Changed
Beta-Life Stories From An A-Life Future When It Changed free
#Book #Summary #quotTransformational #Leadershipquot #Randy #Dobbs