TEN THINGS GREAT ORGANIZATIONS DO

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What makes a company GREAT

            1. Select people who have the capacity to move the organization to greatness
            2. Clearly articulate the purpose of the organization
            3. Create a shared vision that is compelling for all stakeholders
            4. Embed purpose, vision and goals holographicly into the total system and its parts
            5. Relentlessly pursue goals while remaining flexible to changes in the environment
            6. Emphasize continuous learning for all
            7. Demonstrate empathy for all stakeholders
            8. Build a culture that is both tight (directed) and loose (autonomy)
            9. Disperse leadership into all levels of the organization
            10. Commit to helping improve the world

 

Copyright by TargetSuccess, Inc 2013

Practical Leadership Development

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By   Pete Pillsbury

All too often the focus in leadership training or development courses is on learning about research on effective leadership and various theories of leadership; participants are likely to walk away with more clarity on the concepts of effective leadership and greater understanding of the research and theories of leadership. However, they are mostly left on their own to figure out what these concepts mean personally and how they are translated into effective leadership behaviors on the job.

Recognizing this behavioral gap, TargetSuccess set out to develop leadership training that was light on research and concepts yet heavy on practice of behaviors. Light on research or concepts does not mean that research and concepts are not important. In fact, they are of critical importance, and we cite the sources of our research for those who wish to delve deeply into the theoretical side. However, we believe; that busy leaders trying to be effective in the daily whitewater of leadership, like yourself, do not have time to discuss the latest leadership theory. Therefore, in our leadership development courses, we have done the research for you. We have formulated the concepts consistent with what other leaders in the field have found and for which there is near universal agreement. This means that participants in our leadership development courses do not have to spend valuable time listening to the research and theories behind the concepts. Rather, they can focus on practice and behaviors which will strengthen their day to day leadership. Continue reading →

Letter To An Assistant Principal

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Dear friend,

Thanks for the email letting me know that you’d been appointed as an assistant principal. Congratulations! I am not surprised that you’ve been given responsibility for discipline, and I was delighted that you asked me for some ideas as you start this new position.

As you know, I have been observing assistant principals and other school leaders for quite some time. It seems that assistants are usually given jobs like discipline and/or supervision of classified staff. In comparison with the bigger picture of educational leadership, being responsible for discipline or classified staff may not seem very important, and it’s tempting to take on the attitude that this lowly assignment is something that everyone has to endure on their way to being a principal–like an initiation or right of passage. This attitude blinds one to the leadership opportunities in these seemingly lowly assignments. I’d encourage you to avoid this “rite of passage” attitude and become a leader in the area of discipline. Don’t just endure—LEAD! Continue reading →

6 Qualities In A Leadership Role Model

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by Sharlyn Lauby

Fascinating article about Leaders and Role Models –

http://www.hrbartender.com/2013/leadership-and-management/6-qualities-in-a-leadership-role-model/

Love the ending…….

Steve Jobs was a leader. Everyone has leadership ability. It’s how we use our leadership abilities that decides if we are a role model for others.

 

 

 

 

 

How Do YOU Sort Your Job Applications Into The ‘NO’ Pile?

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In a traditional paper intensive hiring practice, you may receive hundreds of applications and resumes for ONE job posting! I can remember after holding a day long Job Fair for a Call Center I would sit at my desk with the immense PILE of applications and began the ‘sorting process’.  Anything we could think of as a way of saying NOPE – that one goes into the NO Pile!!

Are you sorting your employment applications into the ‘NO’ pile based on spelling errors, grammatical errors, or other mistakes?

Do you spend time reading the resumes only to find at the bottom of the page they don’t have the required experience of skills?

Are you reviewing resumes that are three pages long (or longer) and so full of ‘stuff’ that it makes you say “Get to the point already”?

 

Would you rather sort the applications on whether the applicant values honesty and integrity?

 

Or the person desires to be of service and support to others – who wants to be the Director of First Impressions?

Or even the person who is dependable, punctual and will fulfill the requirements of the job?

How about sorting the stack of resumes based on who is positive even in the face of difficulties and challenges and is a problem solver?

Are you looking for someone who brings high energy and enthusiasm to work, wants to be highly productive and is DRIVEN to do quality?

 

Our pre-employment assessment tool, TargetSketch™ makes it easy to filter out the highly qualified candidates based on their intrinsic qualities without touching paper or spending any of YOUR time.

Candidates apply online 24/7, and you get an easy-to-use report that provides a predictive indicator of the candidates “FIT” for the position.

This state of the art enhancement to your hiring system will lower turnover, improve employee productivity, increase profits and reduce costs.

 

Click Here Now For More Information

 

Great Employees Are Not Replaceable!

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What makes a company GREAT

 

Here is a compelling article about how great employees are not replaceable!

One of the most important lessons I learned during my years as a CEO was that great employees are not replaceable. It isn’t the technology or the product that make a company great, it’s the people. And companies who see their good employees as “replaceable” are wrong. Good employees are not replaceable.

http://www.forbes.com/sites/amyanderson/2013/02/13/great-employees-are-not-replaceable/?goback=.gde_1827_member_218687063

 

The Importance of Hiring Only The Most Talented Teachers

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By Pete Pillsbury

 

What’s the single most important decision educational administrators make?  The answer, research tells us again and again, is the selection of a classroom teacher.  The classroom teacher, without a doubt, is the most critical element in a student’s growth and academic achievement.  Peel all the layers of administration and there would remain the core of the educational process—a teacher in a classroom with children.  Think of teacher hiring as the leverage for moving the development of youth and their performance upward to new levels.  The teacher is the lever, and the quality of the teacher will determine how much leverage our students get to positively affect their learning and growth.  Thus, in my mind there is little doubt that teacher hiring is the most important action an educational leader takes. Continue reading →

The Slippery Slope of Selection – What Leaders Don’t Know about Hiring that Hurts Their Organization

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By Peter Pillsbury Sr.

Good to GreatWe would all likely agree with Jim Collins in his popular book, Good To Great, that selecting and hiring the right people is key to organizational success. The most important decisions organizational leaders make is who to hire—organizations don’t achieve greatness without great people; it is that simple! Yet, often, we find selection of talent a slippery slope. The story is all too familiar and goes something like this: Bob was hired six months ago after a rigorous application process including two interviews. In the interviews he appeared friendly and convincing about how his talents would add value to the organization. The members of both interview teams had a good feeling about Bob and liked his confidence and ability to express his beliefs that were consistent with those of the organization. The consensus was a feeling that Bob would be a significant asset to the organization. Everyone involved in the selection process was excited and confident to recommend Bob above all other applicants. Continue reading →

Only The Best: Hiring Outstanding Teachers

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A great curriculum in the hands of a mediocre teacher—even one with a credential—is nothing more than a mediocre curriculum

Leadership,  Nov-Dec, 2005  by Pete Pillsbury (While this was written 8 years ago, it is still relevant in today’s search for hiring outstanding educators)

Most administrators would agree that hiring a teacher is the most important decision they make. This decision has a greater affect on children than any other administrative decision. What a teacher believes and does as a teacher will either open or close doors to learning for students. Continue reading →

Teacher Touching Hearts

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As she stood in front of her 5th grade class on the very first day of school, she told the children an untruth.
Like most teachers, she looked at her students and said that she loved them all the same.
However, that was impossible, because there in the front row, slumped in his seat, was a little boy named Teddy Stoddard.
Mrs. Thompson had watched Teddy the year before and noticed that he did not play well with the other children, that his clothes were messy and that he constantly needed a bath. In addition, Teddy could be unpleasant.

It got to the point where Mrs. Thompson would actually take delight in marking his papers with a broad red pen, making bold X’s and then putting a big “F” at the top of his papers. Continue reading →