In igniting goal-driven leadership, executive consultant, coach and entrepreneur Jim Nevada said that the basic elements that many leaders lack and the focus on distinguishing successful leaders from other leaders are goals. In his book, he reveals how leaders can focus on them and their organization's goals and find the right people to achieve this goal.
"Ignite Goal-Driven Leadership" is more than just another book on business or personal development, including research on leadership, successful companies, and the ideas of the world's leading companies and their CEOs. Extensive notes and indexes indicate that Nevada has completed his research, and that the tone and content of the book reflects that he not only does well, but also provides interesting and informative reading for those who want to get better. Easy to digest. leadership.
Many successful companies have appeared in the Igniting Purpose-Driven Leadership, including Google, Amazon and Southwest Airlines. Nevada shows that from the beginning, Google's founders have always been operating for their own purposes. Others like Southwest Airlines understand that people need to be the foundation of their business. Nevada said, "The future of the company depends on the creative thinking and hands of its employees." Therefore, creativity is a basic skill and goal for companies that want to be called the "human capital era" in Nevada.
One thing that I admire in Nevada is that I need to pay attention to the rich rather than the lack of mentality. Many times, we hear people talking about how difficult it is to find good help, but the truth is that many qualified and capable people are there, and the problem is often that the company is not fully utilizing the full potential of its employees. Nevada states, "If our goal is to get the most energy and creativity from our employees, then we must abandon our restrictive beliefs and realize the unlimited potential of everyone. From there, we can be more effective Transforming from scarcity to a rich mindset. "Even if we are not sure what they can do if they are suitable for the company and creative, Nevada encourages hires. This purpose-oriented recruitment will lead employees to focus on the company's goals and enjoy their work. This is a way of getting rid of short-term thinking, which focuses on giving priority to results, but adopts a long-term approach that is people-centered. Also, don't hire the wrong person. Nevada recommends that you "take time and bear the cost, make sure your new hires are right, and even get rid of high-performance businesses simply because they don't stay consistent."
Once you have these people, treat them well. I pay tribute to Nevada for their comments on how some companies are not treating employees or even customers. For example, Wal-Mart used to be praised for being kind to its employees, because Black Friday sales caused confusion and even death and injury, so it was marked black. He pointed out that several companies are closing on Black Friday and offering customers more favorable prices throughout the year. This discussion alone is worth the price of the book, and hopes that the options described by Nevada will be part of the retail future.
All of these examples reflect purpose-driven thinking, as Nevada describes, but they can also be described as future-oriented thinking. Nevada points out that successful leaders and companies not only solve existing problems, but also solve problems that are not yet in place, because they can anticipate them and then propose creative solutions for them. One of my favorite quotes in the book illustrates this. Henry Ford once said, "If I ask people what they want, they will say faster horses." Nevada advocates a purpose-oriented, future-centered mindset that predicts people will want to know before they understand it. what.
Finally - there is more to say about this book, but it's best to let yourself read the rest of the content - when Nevada discusses the purpose-driven leaders and companies not afraid to redefine their purpose and themselves, I am very like. For example, I think Henry Ford, if he is still alive today, would be proud to know that the company he founded a century ago has publicly stated that it no longer considers itself a car company. Instead, it is a company focused on "improving global mobile solutions." As Nevada puts it: "This is a major change for one of the world's largest manufacturers. It requires Ford not only to reshape how it presents itself to the external market, but also to reshape how it works internally. "
It's time to get more companies to follow Ford, Southwest Airlines, Google and other leading companies with clear goals and recognition of their employees. As an example, we often hear that millennials don't have the professional ethics of previous generations, but Nevada says the data shows that nearly 90% of Millennials want to increase career opportunities and greater responsibilities, but only three-thirds One person believes that their organization makes the most of their skills and experience. There is something wrong with this photo. Fortunately, the tools and information provided in Igniting Purpose-Driven Leadership can help change this.
This book, like Jim Collins's "From Excellence to Excellence," can be placed next to other modern business classics. But before you put it on the shelf, please read it! Then you may repeatedly remove it from the shelf. This is purpose driven.
Orignal From: This book provides a new model for leadership in the 21st century.
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