GET THE RIGHT LEADERS- Select leaders not only for business skills but also their
impact on organizations ability to grow.
Company: Goodyear Goodyear, in deep trouble because of huge debt. Its new strategy was to get out of a commodity business and market differentiated products to consumers around the world.
Selection on the basis of traits of successful leaders: Team builders, High IQ, their values aligns to that on organisation Capitalising on Young Talent Replaced Old workforce with new, fresh, energetic young talent : in search of new ideas. Engaged top management in Hiring interviews. HR STRATEGY ADOPTED Key Learning: Fresh talent should always be welcomed for new ideas Company: UniCredit UniCredit CEO Alessandro Profumo also had a bold strategy that required a new leadership team, but unlike Keegan, he couldnt bring in a raft of outsiders.
In turning his Italian bank into a pan- European financial institution, he would have to work with existing leaders in diverse countries and cultures, unifying them in a new mind- setand doing the job quickly.
He accomplished this by enlisting an experienced HR executive Piazzolla as a business partner who could understand the realities and culture of his new company and create the necessary systems and social processes. Company: Private Equity
PE grew explosively from1984 to 2000: cheap credit. Scenario changed after 2000 & 2008 financial hit. Recruit retired business leaders, to help it win a redefined competitive game and strengthen the talent management systems of the companies in its portfolio. Other PE giants, KKR and Cerberus- concentrating on developing stronger HR teams to build their own talent. TPG: JIM WILLIAMS
Helped TPG find top leaders and developing right people for right job. LGE: Korea- based LGE became a global player with its low- cost, high- quality consumer electronics goods.
CEO Yong Nam wanted to take it to the next level, establishing its brand as best brand in world
Doing that would require replacing its homogeneous Korean leadership bench with executives who could relate to the local markets.
He needed leaders who had the capacity to define a strategy and sell it, engage and empower people to contribute their very best, and build cross-cultural teams.
KEY LEARNINGS- Leader should get right people at right place to be successful in the global market.
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