Creating an Execution Culture is all about getting things done through people. In order to do that, you need to get your senior team on the same page in their thinking about management vs. leadership and how it relates to empowering people to get things done.

When asked to create a list of innovative people, who comes to mind? Maybe Einstein, Gates, Jobs, Zuckerberg, Spielberg or Hanks. Innovators are people with the creative ability to come up with and act on something new. When it comes to those in charge of businesses and organizations, there are five different types of innovative personalities that tend to end up at the top.

Many senior leaders don’t understand the unique impact that people bring to teams and organizations. That’s unfortunate. People drive discussions and create change based on their natural tendencies, personal style, skills, experience, beliefs, values and attitudes.

Over the next 10 years, 200,000 small business owners in Canada alone will turn 65 and want to retire. This number does not include their employees, mid to large businesses, corporations and public organizations. When you add all of those together this clearly becomes a critical issue with major impacts and ramifications.

As our workforce changes and becomes more diverse, the general thinking on talent and people resources is changing as well. While senior employees and managers are still essential to organizational success, there is now wide-spread recognition that improved performance depends on the acquisition, development, engagement and deployment of new talent.

Decision-making errors exist within all levels of organizations. Some common examples include:

2011 was an interesting year for a wide range of industries across Manitoba. Our business leaders and professionals have provided a reasonably healthy report card and rarely has there been a discouraging word spoken about our economy. In short, we have done well.

7 planning steps to achieve measurable results