Posts Tagged ‘opportunity’

The increasing success of Uber, the direct-to-driver taxi service, has led me to reflect on the most recent trends in business strategy. I believe we’re now witnessing the demise of intermediaries.

In everything from retail, to entertainment, travel, event management, taxis, and classified ads, businesses that have traditionally earned their keep by providing information or funnelling goods from producers to consumers are being bypassed.

Uber is a revealing illustration of this process. Anybody can register with Uber to hail a driver to go from point A to point B in a city. There are now over 200 cities throughout the world with Uber service. Users get to rate drivers out of 5 (a driver with an average score below 4.5 gets eliminated from the service) and they can use their smart phones to order a car using online payments and the built-in GPS receiver and map. Fares also vary according to demand, which means that you can get a car at any time if you’re prepared to pay a higher rate. And there’s nothing wrong with that. That’s how supply and demand is supposed to work, by finding the right price at the right time.

Taxi drivers and dispatchers in most cities where Uber is present are furious and are fighting a rear-guard battle against the company and the “unlicensed” cars. Weapons include intimidation of Uber registered drivers, vandalism of Uber cars, and municipal regulations. But none of that is stopping customers from using the service. What we’re seeing, therefore, is the demise of one particular type of intermediary, the taxi dispatcher. Increasingly, if you want to drive a taxi Uber will be the way to go. Uber has also created other services, such as package delivery. Could this also have an impact on Fedex and other parcel services?

A few weeks ago Netflix was called before the Canadian Radio-Television and Telecommunications Commission (CRTC). The company has refused to hand over its extensive data on its Canadian clients to the commission. Up to recent years, Canadians have been restricted to broadcast and cable content that has been approved by the CRTC. The objective has traditionally been to protect Canadian producers of content, and by extension, culture. But now with Internet access, Canadians (like people anywhere the Internet isn’t censored) can watch or consume whatever they want, regardless of where it’s from. Even if there are restrictions on streaming, say, videos outside its producer’s home country, there are ways around that. You can set up a virtual private network (VPN) and access it as if you were in that country.

The result is that nationally protected content producers and distributors are competing directly against foreign producers whether they like it or not. As with taxis, customers are either buying directly from suppliers or going through a different type of intermediary. The latter are still intermediaries, but instead of hundreds or thousands, there are now a few companies acting mainly as information warehouses. Customers get the information they need when they need it and can deal directly with sellers. The new type of intermediary is either just an ordering service or an information repository.

There are numerous other examples. Google has put a serious dent in advertising intermediaries, itself becoming the marketplace where advertisers words and pictures, and buyers’ eyes, meet. Search engines and the Internet in general have eliminated Yellow Pages as a viable business. Craigslist and similar web services have undermined local classified and help wanted ads. What’s more, like Uber and Netflix, it’s all done remotely with a lot fewer employees and a lot better accessibility and flexibility for users.

You’ve got to wonder what the impact of physiological and health data generated by smart watches and other devices is going to be on the healthcare industry. If I were in life or health insurance, any kind of health care, or even funeral services, I’d be looking at what the potential impacts could be.

It’s always prudent to look for how your business can be undermined or overtaken by new entrants and competitors who come out of nowhere with substitute products and services. However, if you’re in any kind of business where you’re mainly an intermediary, it would be high time to look at your strategy and business model to see how vulnerable it is to getting bypassed by future “Ubers” and “Netflixes.”

The best defence is offence, so it makes sense to find ways to launch a spoiling attack and see how you can outmanoeuvre new entrants by creating substitutes that undermine your own positions.

Richard Martin is a Master Strategist and Leadership Catalyst. Richard brings his military and business leadership and management experience to bear for executives and organizations seeking to radically improve performance, grow, and thrive in the face of rapid change, harsh competition, and increasing uncertainty.

© 2014 Richard Martin. Reproduction and quotes are permitted with proper attribution.

When I was a young cadet on basic infantry officer training the instructors would give us leadership challenges so we could practise our skills and they could evaluate us. One time I was put in charge of navigation for the platoon. We were on a night patrol and had to advance through relatively open terrain until we came a to a wood line. At that point, I had planned our route to take a different heading toward our objective.

As we walked in single file through the darkness, I could see the wood line approaching ahead. The only problem was that we weren’t supposed to be that close to the wood according to our pace counting, which is how we measured the distance covered (back in the days of map and compass, before GPS). I got more and more anxious as we got closer to the wood line. Finally, I halted the march and told the cadet platoon commander that it looked like I had made a navigation error.

We huddled under an opaque tarp with the flashlight—so as not to signal our presence to the “enemy”—and examined the map closely. No matter how I turned it and recalculated our route, I couldn’t square the fact of seeing the wood line so close with my verified calculations showing we were still at least one kilometer from the wood. I nonetheless concluded that the pace-counters and I had made an error and that we were in fact very close to the wood. I dutifully told this to the platoon commander. He asked me if I was sure and I assured him that we were very close to the wood line. At this point, the NCO who was evaluating me came up and asked what was happening, why we had stopped. I explained my reasoning, he looked at the wood line, and shrugged, saying we should hurry up and not stay out in open terrain without moving.

So the platoon resumed its march toward the wood, which I was sure by now was only 40 or 50 meters away. A few seconds later, we entered a low shrub bush. It was only a few tens of meters deep, and once we were through, there was no wood or wood line. In fact, I could now clearly see in the limited moonlight that the wood line was were it was supposed to be, about 800 or 900 meters distant.

I immediately realized that my error wasn’t in navigation, but rather in perspective. I couldn’t have been more embarrassed if someone had shone a spotlight on me. I felt my face flush and a knot in my stomach. I had mistaken the shrubs a few meters in front the platoon for the wood line one kilometer away. I felt foolish, because I had discounted my calculations and the questioning of the pace-counters and platoon commander in favour of my own faulty impressions, no doubt caused by fatigue, self-doubts about my navigation skills, and anxiety at being responsible for finding our way to the objective. In this particular instant of my young military career, I had detected an obstacle that wasn’t there. To paraphrase the Pogo cartoon of the 1950s, “I had met the enemy, and he was me.”

You’d think that I would have learned a major lesson at that point, but I guess I was too young to generalize it to other areas of my personal and professional life before going through similar processes several more times. How many times did I have to learn that I was often discovering obstacles—enemies even—that simply weren’t there? Over time I realized that most obstacles and enemies in my path were completely illusory.

As I’ve developed my consulting practice over the last eight years I’ve come to the realization that this “enemy is us” phenomenon applies to just about everyone, in at least some areas of their professional and personal lives. When we set out to reach a goal, we often create illusory enemies or obstacles. I’m constantly surprised at how my suggestions for improvement or to try something new are rebuffed with declarations such as: that would never work for me; I’ve tried that once (17 years ago) and it didn’t work; so-and-so try that and it didn’t work; that’s too hard for me; I couldn’t never do that; and, my personal favourite, what if I fail?

I had breakfast with a highly successful businesswoman a few days ago. She was wondering why she could accomplish so much in such a short period of time and get results no matter what happens, while others constantly struggle. I realize now what the “secret of her success” is. She doesn’t doubt herself, or second-guess her approach to reaching her objectives. She just goes out and does it without worrying about trying, or failing, or not doing it the right way. To quote Yoda, that master of enigmatic wisdom, “Do, or do not. There is no try.”

What are the imaginary obstacles you put in your personal and professional path? Are there bogeymen that you need to extirpate from your imagination? What enemies lurk in ambush in your mind? What shrubs and bushes are masquerading as trees and woods in your perspective?

© Alcera Consulting Inc. 2014. We encourage the sharing of this information and forwarding of this email with attribution. All other rights reserved.

Many businesses are facing a new threat to how they’ve traditionally positioned and delivered value for customers. This applies in particular to service businesses, where companies have tended to rely on providing access to data and information.

Take the investment business as a case in point (this applies to most other service businesses however). In the past, when people wanted to invest and grow their money, they had to go through a stockbroker or some other intermediary. When they wanted to make a transaction or decide on whether to keep a stock or sell, they were almost completely reliant on the intermediary to provide up-to-date pricing data. Newspapers published daily closing prices on stocks, bonds, commodities and currencies, but that was about it. Then along came the Internet and the amount of data and information went through the roof.

In parallel with this came an explosion in knowledge and information that was available to the average investor about how to invest for growth, retirement, or just plain security. Nowadays, investors are much more sophisticated about tax deferment and other investment strategies. Just browsing through the business and finance section of any bookstore gives an idea of the amount of information and knowledge available at minimal cost.

All this has had the effect of undermining the traditional value proposition for investment advisors. Before, people had to go through them to get basic data and information and also to actually make their transactions. Internet brokers and access to a galaxy of information online has given a lot more power to individual investors. This has undermined the information-knowledge hierarchy that gave the strong position to investment advisors.

The concept of information or knowledge hierarchy is a product of information technology and information science. The most basic form of information is data. These are simple figures or symbols that represent any “differences that make a difference” (to quote information theorist Gregory Bateson). A stock price quote is an example of a datum. A car’s speed as indicated on its speedometer is also another type of datum. However, data such as these must be put in context to make them understandable and relevant. A car’s speed doesn’t tell us much unless it’s transformed by contextual information, such as the speed limit, the driver’s habits, and whether the speed is dangerous or prudent given the road conditions. The same applies to a stock price. Out of context, it’s fairly meaningless. But in context, such as whether it represents a price rise or drop, whether the overall trend is up or down, and what other stocks are doing in similar conditions, all of this information provides the necessary context to understand the value and import of the data. The two bottom runs of the information ladder are therefore composed of basic data and interpretive information to set it in context.

The next level up is knowledge. This is where the data and information are given wider meaning in the more abstract framework of a system. Speed data and speed limits are part of the wider system of driving techniques. With proper knowledge and expertise, drivers know when to speed up, when to slow down, where to go, how to get there, etc. Investment pricing data and contextual information are part of a general investment and wealth management system. If an investor is trying to protect her wealth, then the system must be oriented to security and value investing rather than growth. I’m simplifying obviously, but I’m just trying to show how knowledge uses data and information to make decisions and orient action.

The final level in the information is wisdom. This is the ability to make general decisions while considering multiple concrete factors. For instance, wisdom tells us that adolescents below 16 or 17 shouldn’t be allowed to drive, as they tend to lack the judgment and prudence to drive safely (notwithstanding the fact that many adults don’t drive safely). Wisdom is also involved in the decision to take a driver’s license away from someone who has poor vision and slow reflexes, such as the very elderly, or people who drive intoxicated. In the financial realm, wisdom will enable a person to make investment decisions in line with their life course, their objectives, and their personality, risk temperament, and overall political and economic conditions. In other words, wisdom sits on top of the information hierarchy, because it provides the overarching framework for all decisions and actions.

What does this mean for business strategy? The following diagram shows the relationship between each of the levels in the information hierarchy and the types of transactions and relationships with clients. The vertical access represents the total number of interactions between buyers and sellers. This can be expressed as bulk numbers of interactions or total number of clients/customers. The horizontal access represents monetary or non-monetary value for buyers and sellers. This is usually expressed in terms of monetary value. The further to the left we are on the graph, the less valuable the products or services, but the higher the overall costs: transaction costs, commoditized pricing and many competitors. As we progress to the right, value increases exponentially while the total number of transactions and clients falls significantly. However, the overall value per transaction is much higher because, even though there are many less transactions, they are worth much more to buyers and sellers because they are based on knowledge and wisdom, rather than simply data and information, which can be had much more easily. In other words, transactions on the left are based on “know what,” in the middle on “know how,” and on the right on “know why” and “know when.”

Value Curve

So if a company is facing increasing commoditization of its products and services, this forces it to adopt a cost-leadership strategy. This is much more precarious than a company that bases its value on differentiation and quality. If you’re faced with this situation, you can try to compete defensively by reducing prices and/or increasing volume, but in the long run this will only continue to erode your relative value. The preferred strategy should be to move to the right, into the area of knowledge, i.e., providing know how, or even better, into know why and know when, i.e., close relationships based on wisdom and personalized services.

© Alcera Consulting Inc. 2014. We encourage the sharing of this information and forwarding of this email with attribution. All other rights reserved.

Business intelligence as it’s currently conceived is focused primarily on analysis of internal data and information. In reality, though, intelligence should be focused on understanding the EXTERNAL environment in depth and in scope. The idea is to observe what is happening outside the organization in order to draw inferences so you can exploit change, identify opportunities, and prepare for risks and threats.

Here are the principles of intelligence for business:

  1. Understand the difference between a risk and a threat.
  2. Look outside the “visual” spectrum and use all your “senses.
  3. Take time and distance into consideration.
  4. Uncertainty increases the further out your look and the less knowledge you have.
  5. Expect surprises.
  6. Expect to be fooled.
  7. Seek comprehensive understanding of the environment.
  8. Look up and down, not just left and right.
  9. Don’t assume competition is only commercial in nature: it can be political, social, cultural, etc.
  10. Don’t assume everyone uses honest means to gather intelligence.
  11. Data and information must be interpreted before being considered intelligence.
  12. Intelligence is everyone’s business.

Richard Martin is a consultant, speaker, and executive coach. He brings his military and business leadership and management experience to bear for executives and organizations seeking to exploit change, maximize opportunity, and minimize risk.

© 2014 Richard Martin. Reproduction and quotes are permitted with proper attribution.

I’ve been delivering this type of training and development throughout my 25-year military career, at university, on special training programmes for emergency management leaders, as well as nationally and internationally for corporate clients.

Register Now!

“Richard helped me to realize my unique role as president and majority shareholder. This gave me the confidence to make some very important ownership decisions and to assert myself with my junior partners. I’ve become much more effective in leading and growing my company.”  Jean-Paul de Lavison, President, JPdL

Expected Results

  • Faster and more confident decision-making
  • Clearer direction to your subordinates
  • Deal with tricky situations and problem cases in a more confident and direct manner
  • Enhanced skill at judging and evaluating people
  • Provide effective feedback quickly while minimizing resistance
  • Outstanding influencing and communication skills
  • Overall performance improvement
  • More time for your priority objectives

Course Description

  • Starts Thursday 16 January 2014 at 11 am eastern
  • Course runs until early June 2014 with a total of 8 webinar sessions every three weeks (11 am to 12 pm)
  • Each webinar will include the knowledge you need to develop and improve your key leadership skills, as well as self-diagnostic and competency building exercises and other tools
  • Hard copy download of the slides, exercises, and other tools, as well as a video recording of the webinar within 48 hours of each session
  • You can post questions to a special discussion forum I will create for this course with access limited to current and future registrants. I will answer within 24 hours during normal working hours
  • Extra online discussions and exchanges on the forum

Register Now!

Cost

  • If you register before 3 January 2014: $249.00 ($199.00 for those currently registered for my 2013-14 teleconference series)
  • If you register after 3 January 2014: $349.00 ($299.00 for those currently registered for my 2013-14 teleconference series)

Who Should Register?

  • Entrepreneurs and business owners
  • Senior executives
  • Functional and line managers
  • Sales and business development professionals
  • Project and programme management professionals
  • HR and personnel selection professionals
  • Trainers and coaches
  • Anyone else who’s interested in growing and developing as a leader

Register Now!

Course Schedule

16 January 2014 — Session 1: Competence Is the Heart of Leadership

  • It’s good to sizzle, but first you need the steak
  • Do people follow you because they HAVE to or because they WANT to?
  • What specific competencies do you need?
  • What are your competencies now?
  • What do you want to/have to work on?

6 February 2014 — Session 2: Becoming a Transformational Leadership

  • What is transformational leader and how is it different from transactional leadership?
  • What are the components of transformational leadership?
  • Is transformational leadership really needed and better than more traditional and authoritarian forms?
  • Why rewards and punishments are more ineffective than effective
  • Your transformational leadership profile
  • What about charisma?

27 February 2014 — Session 3: Idealized Influence and “Command Presence”

  • What is your influence based on? Coercion vs conviction
  • Why leaders MUST be ethical
  • Leading by example
  • What is “command presence” and how do you create it?
  • Evaluate your own command presence

20 March 2014 — Session 4: Inspirational Motivation through Vision and Mission

  • Morale, cohesion, and unity of purpose
  • Intrinsic motivation and transformational leadership
  • What’s wrong with most vision and mission statements?
  • Creating a compelling purpose and vision
  • Rallying the troops in a crisis

10 April 2014 — Session 5: How Leaders Grow and Develop

  • Cognitive and moral development of adults
  • How these stages translate to leadership over time and through experience
  • Individualized Consideration and Intellectual Stimulation as part of Transformational Leadership
  • Selecting and developing potential leaders
  • Challenging your own leadership to grow and develop through the stages of leadership

1 May 2014 — Session 6: Crisis and Emergency Leadership

  • What is a crisis or emergency?
  • What happens during a crisis or emergency: group dynamics and individual psychology
  • What a leader must do before, during, and after a crisis
  • Leader’s self-care and welfare of followers and subordinates during a crisis or emergency

22 May 2014 — Session 7: How to Transform Organizations, Not Just Individuals

  • How organizations develop over time
  • The organizational types that correspond to the leadership stages
  • Why internal conflict is a good thing and how to foster it
  • Diagnosing teams and organizations
  • How to get to the next organizational level

12 June 2014 — Session 8: Putting It All Together: Self-Awareness as the Key to Continued Growth

  • Self-awareness
  • Self-knowledge
  • Self-control
  • Self-efficacy and self-esteem
  • Your continuing leadership development plan

© 2013-14 Alcera Consulting Inc. All rights reserved.

Get more information
Register Now!

I’ve been reading An Astronaut’s Guide to Life on Earth, by Chris Hadfield, Canada’s most successful (and famous) astronaut. Hadfield went to space three times, the last of which entailed a 5-month stay aboard the International Space Station, of which 3 months as overall mission commander.

The biggest lesson I’ve drawn from the book is about readiness. Like probably 80% of boys who witnessed Neil Armstrong’s first steps on the moon in 1969, Hadfield also wanted to be an astronaut. The difference was that he actually adopted a readiness mindset. It was impossible for a Canadian to be an astronaut until 1983 when Canada launched its own manned spaced programme to be piggy-backed on NASA’s Space Shuttle programme. But Hadfield prepared for the eventuality in case it would become possible. After 1983, he did everything possible in his career to be a perfect candidate, first qualifying as a fighter pilot in the RCAF, then as a test pilot as an exchange officer with the US Navy.

Once he was selected in 1992 in the second round of astronaut recruiting by the Canadian Space Agency, he volunteered for all the courses and odd jobs he could, as an astronaut that is, all so he could be as ready and qualified as possible when the call came. After his second flight on the shuttle in 2001, he was told that he would never fly again, as it would be someone else’s turn. Hadfield decided to keep the readiness mindset that had worked so well for him up to then by continuing to prepare for an eventual return to space, “just in case.”

Even though he was told his chances of flying again were essentially nil, Hadfield volunteered as NASA’s representative to the Russian Space Agency in Star City, near Moscow. He learned Russian. He took extra training to learn how to fly and operate in the Russian Soyuz space launch vehicle. Just when it seemed a return to space was completely out of the question, he was selected to command the space station on mission 34-35, to be flown in late 2012, early 2013. It was Hadfield’s attitude of preparation and readiness “just in case” that enabled his selection. He didn’t give up on his dream to return to space.

Food for Thought
How many of us are ready, “just in case”? Just in case that difficult client calls, just in case that outstanding prospect says yes to our proposal, just in case that opportunity for a promotion or unique posting comes along?

Richard Martin is a consultant, speaker, and executive coach. He brings his military and business leadership and management experience to bear for executives and organizations seeking to exploit change, maximize opportunity, and minimize risk.

© 2013 Richard Martin. Reproduction and quotes are permitted with proper attribution.

Register for Richard Martin’s Dynamic Leadership Online Course

I’ve been delivering this type of training and development throughout my 25-year military career, at university, on special training programmes for emergency management leaders, as well as nationally and internationally for corporate clients.

“Richard helped me to realize my unique role as president and majority shareholder. This gave me the confidence to make some very important ownership decisions and to assert myself with my junior partners. I’ve become much more effective in leading and growing my company.” — Jean-Paul de Lavison, President, JPdL

Expected Results

  • Faster and more confident decision-making
  • Clearer direction to your subordinates
  • Deal with tricky situations and problem cases in a more confident and direct manner
  • Enhanced skill at judging and evaluating people
  • Provide effective feedback quickly while minimizing resistance
  • Outstanding influencing and communication skills
  • Overall performance improvement
  • More time for your priority objectives

Course Description

I’m building on my book, Brilliant Manoeuvres: How to Use Military Wisdom to Win Business Battles, my current monthly teleseminar series that I’ve been running since September 2013, several leadership training packages, courses, and coaching programmes I’ve created and conducted over the years.

  • Starts Thursday 16 January 2014 at 11 am eastern
  • Course runs until early June 2014 with a total of 8 webinar sessions every three weeks (11 am to 12 pm)
  • Each webinar will include the knowledge you need to develop and improve your key leadership skills, as well as self-diagnostic and competency building exercises and other tools
  • Hard copy download of the slides, exercises, and other tools, as well as a video recording of the webinar within 48 hours of each session
  • You can post questions to a special discussion forum I will create for this course with access limited to current and future registrants. I will answer within 24 hours during normal working hours
  • Extra online discussions and exchanges on the forum

Register!

Cost

  • If you register before 3 January 2014: $249.00 ($199.00 for those currently registered for my 2013-14 teleconference series)
  • If you register after 3 January 2014: $349.00 ($299.00 for those currently registered for my 2013-14 teleconference series)

Who Should Register?

  • Entrepreneurs and business owners
  • Senior executives
  • Functional and line managers
  • Sales and business development professionals
  • Project and programme management professionals
  • HR and personnel selection professionals
  • Trainers and coaches
  • Anyone else who’s interested in growing and developing as a leader

Course Schedule

16 January 2014 — Session 1: Competence Is the Heart of Leadership

  • It’s good to sizzle, but first you need the steak
  • Do people follow you because they HAVE to or because they WANT to?
  • What specific competencies do you need?
  • What are your competencies now?
  • What do you want to/have to work on?

6 February 2014 — Session 2: Becoming a Transformational Leadership

  • What is transformational leader and how is it different from transactional leadership?
  • What are the components of transformational leadership?
  • Is transformational leadership really needed and better than more traditional and authoritarian forms?
  • Why rewards and punishments are more ineffective than effective
  • Your transformational leadership profile
  • What about charisma?

27 February 2014 — Session 3: Idealized Influence and “Command Presence”

  • What is your influence based on? Coercion vs conviction
  • Why leaders MUST be ethical
  • Leading by example
  • What is “command presence” and how do you create it?
  • Evaluate your own command presence

20 March 2014 — Session 4: Inspirational Motivation through Vision and Mission

  • Morale, cohesion, and unity of purpose
  • Intrinsic motivation and transformational leadership
  • What’s wrong with most vision and mission statements?
  • Creating a compelling purpose and vision
  • Rallying the troops in a crisis

10 April 2014 — Session 5: How Leaders Grow and Develop

  • Cognitive and moral development of adults
  • How these stages translate to leadership over time and through experience
  • Individualized Consideration and Intellectual Stimulation as part of Transformational Leadership
  • Selecting and developing potential leaders
  • Challenging your own leadership to grow and develop through the stages of leadership

1 May 2014 — Session 6: Crisis and Emergency Leadership

  • What is a crisis or emergency?
  • What happens during a crisis or emergency: group dynamics and individual psychology
  • What a leader must do before, during, and after a crisis
  • Leader’s self-care and welfare of followers and subordinates during a crisis or emergency

22 May 2014 — Session 7: How to Transform Organizations, Not Just Individuals

  • How organizations develop over time
  • The organizational types that correspond to the leadership stages
  • Why internal conflict is a good thing and how to foster it
  • Diagnosing teams and organizations
  • How to get to the next organizational level

12 June 2014 — Session 8: Putting It All Together: Self-Awareness as the Key to Continued Growth

  • Self-awareness
  • Self-knowledge
  • Self-control
  • Self-efficacy and self-esteem
  • Your continuing leadership development plan

Register!

© 2013-14 Alcera Consulting Inc. All rights reserved.

Register for Richard Martin’s Dynamic Leadership Online Course

I’ve been delivering this type of training and development throughout my 25-year military career, at university, on special training programmes for emergency management leaders, as well as nationally and internationally for corporate clients.

“Richard helped me to realize my unique role as president and majority shareholder. This gave me the confidence to make some very important ownership decisions and to assert myself with my junior partners. I’ve become much more effective in leading and growing my company.” — Jean-Paul de Lavison, President, JPdL

Course Description

  • Starts Thursday 16 January 2014 at 11 am eastern
  • Course runs until early June 2014 with a total of 8 webinar sessions every three weeks (11 am to 12 pm)
  • Each webinar will include the knowledge you need to develop and improve your key leadership skills, as well as self-diagnostic and competency building exercises and other tools
  • Hard copy download of the slides, exercises, and other tools, as well as a video recording of the webinar within 48 hours of each session
  • You can post questions to a special discussion forum I will create for this course with access limited to current and future registrants. I will answer within 24 hours during normal working hours
  • Extra online discussions and exchanges on the forum

I’m building on my book, Brilliant Manoeuvres: How to Use Military Wisdom to Win Business Battles, my current monthly teleseminar series that I’ve been running since September 2013, several leadership training packages, courses, and coaching programmes I’ve created and conducted over the years.

Who Should Register?

  • Entrepreneurs and business owners
  • Senior executives
  • Functional and line managers
  • Sales and business development professionals
  • Project and programme management professionals
  • HR and personnel selection professionals
  • Trainers and coaches
  • Anyone else who’s interested in growing and developing as a leader

Course Schedule

16 January 2014 — Session 1: Competence Is the Heart of Leadership

  • It’s good to sizzle, but first you need the steak
  • Do people follow you because they HAVE to or because they WANT to?
  • What specific competencies do you need?
  • What are your competencies now?
  • What do you want to/have to work on?

6 February 2014 — Session 2: Becoming a Transformational Leadership

  • What is transformational leader and how is it different from transactional leadership?
  • What are the components of transformational leadership?
  • Is transformational leadership really needed and better than more traditional and authoritarian forms?
  • Why rewards and punishments are more ineffective than effective
  • Your transformational leadership profile
  • What about charisma?

27 February 2014 — Session 3: Idealized Influence and “Command Presence”

  • What is your influence based on? Coercion vs conviction
  • Why leaders MUST be ethical
  • Leading by example
  • What is “command presence” and how do you create it?
  • Evaluate your own command presence

20 March 2014 — Session 4: Inspirational Motivation through Vision and Mission

  • Morale, cohesion, and unity of purpose
  • Intrinsic motivation and transformational leadership
  • What’s wrong with most vision and mission statements?
  • Creating a compelling purpose and vision
  • Rallying the troops in a crisis

10 April 2014 — Session 5: How Leaders Grow and Develop

  • Cognitive and moral development of adults
  • How these stages translate to leadership over time and through experience
  • Individualized Consideration and Intellectual Stimulation as part of Transformational Leadership
  • Selecting and developing potential leaders
  • Challenging your own leadership to grow and develop through the stages of leadership

1 May 2014 — Session 6: Crisis and Emergency Leadership

  • What is a crisis or emergency?
  • What happens during a crisis or emergency: group dynamics and individual psychology
  • What a leader must do before, during, and after a crisis
  • Leader’s self-care and welfare of followers and subordinates during a crisis or emergency

22 May 2014 — Session 7: How to Transform Organizations, Not Just Individuals

  • How organizations develop over time
  • The organizational types that correspond to the leadership stages
  • Why internal conflict is a good thing and how to foster it
  • Diagnosing teams and organizations
  • How to get to the next organizational level

12 June 2014 — Session 8: Putting It All Together: Self-Awareness as the Key to Continued Growth

  • Self-awareness
  • Self-knowledge
  • Self-control
  • Self-efficacy and self-esteem
  • Your continuing leadership development plan

REGISTER NOW!

© 2013-14 Alcera Consulting Inc. All rights reserved.

Business opportunities often go unexploited because companies and their leaders are not in a position to decide and act quickly. I’ve written about this in my book Brilliant Manoeuvres, but here is a quick list you can use as an aide-mémoire or to evaluate your own capacity for speed.

  1. You need the resolve to decide and act quickly.
  2. Your assessment of the business environment, opportunities and threats must be realistic and up-to-date.
  3. Your entire team must have a common understanding of goals and mission to be on the same page.
  4. Your strategy and operational systems must provide a framework for assessing the relevance of information.
  5. You must empower key individuals in your team to decide and act quickly in the face of opportunities, so they don’t have to slow down to consult the boss.
  6. You must accept risk, that means some things won’t work, but also that people will inevitably make mistakes. The trick is to recognize these quickly and have effective risk containment measures in place.
  7. You need standard decision processes, so that everyone knows who does what, when, and with what resources.
  8. You require common operational systems to ensure efficiency and effectiveness when speed is of the essence.
  9. Predetermined routines for information gathering and assessing are also required.
  10. You need contingency plans to cater for the unforeseen opportunities and threats so you can start with a skeletal plan.

A final point is to move when even if you have incomplete information or your plans are not perfect. Speed can make up for these deficiencies, especially if you’ve put in place the 10 principles mentioned above. This is nothing but the 80/20 rule applied to decision-making and action.

Richard Martin is a consultant, speaker, and executive coach. He brings his military and business leadership and management experience to bear for executives and organizations seeking to exploit change, maximize opportunity, and minimize risk.

© 2013 Richard Martin. Reproduction and quotes are permitted with proper attribution.