Maverick Mastery®

Despite years of flexible working and child friendly policies, women are still struggling to reach the boardroom and the proposed Equality Bill may make this rise to power even harder to achieve.

Designed to bring together nine major laws and over 100 regulations, companies will be free to discriminate in favour of women, however this will in fact do more harm than good when it comes to supporting career progression for women, especially in the current economic climate.

Why would this be the case?

The proposed Equality Bill is designed to enable organisations to become more female friendly thus encouraging more women to enter the workplace and to progress in their careers. Previous research had shown that women are choosing not to pursue careers in environments that are male dominated or highly pressured and perceived to be more suited to the male psyche. The research infers (amongst other reasons) that this is because women are the primary child carer and therefore are required to be more flexible in their work arrangements for the sake of the family. This can have an adverse effect on their careers as they are invariably unavailable for informal gatherings outside core working hours. For example regular drinks after work with key personnel responsible for your career progression remains one of the most effective ways to get to know key decision makers.

Most companies provide limited support for flexible working, which can mean women voluntarily opting out of roles that might present a conflict between career progression and a growing family.

This potential loss of this talent, especially now, is likely to have an adverse effect on the productivity and profitability of organisations. Therefore legislation designed to make working life more comfortable for women should be roundly welcomed by the business community.

Unfortunately this has not been the case, with small businesses fearful that this Bill will bring them to their knees and larger companies mourning the increased cost and potential loss of productivity from employees who cannot take advantage of the new arrangements.

The proposed changes allowing positive discrimination of women and the right to request flexible working for parents of children under the age of 16 will in fact make it harder not easier for women to climb the career ladder. This will be especially true for those in management positions or who work in smaller businesses.

Other than the additional costs and uncertainty of when a return on investment will be received, employers may face resentment from employees who feel that the Bill gives entitlement to some people and not others. Non-parents for example might like flexible working and may believe that they will have to pick up the slack from parents who are working more favourable hours.

The UK workforce enjoys a strong tradition of fair play and the concept of positive discrimination and extended flexible rights for parents strikes at the very root of this convention. Since the early nineties employers have moved to rewarding internal jobs based on performance reviews, awarding the best candidate (internal or external) the role based on merit. Finally after years of employees expecting promotion or salary increases based on length of service and the old boy’s network a real move towards success based on merit has been achieved. The subtle nature of the intricacies of the bill (especially regarding positive discrimination) will be lost on the average employee. An assumption that a senior woman was hired because she is a woman can undermine any authority or respect that she was hoping to garner. The likelihood of increased litigation from potential and existing employees who wish to challenge an appointment because they do not believe that they were positively discriminated against will not endear them to their employers.

The right to request flexible working arrangements for parents with children under the age of 16, does of course apply equally to women and men. In reality there will be more women than men requesting to alter their working arrangements. This will add to the growing perception that there are too many family friendly laws which run contrary to business. Most employees believe that there is little real need for parents to have altered working arrangements when they have healthy children over the age of five. This is likely to lead to jealousy and/or resentment especially if non parents wish to have more suitable working arrangements themselves and are denied in favour to providing arrangements to parents.

managers may perceive that they are being forced to pamper to the whims of parents, a sentiment mirrored by Sir Alan Sugar earlier this year when he warned that current equality laws were ‘counter productive to women’ and would make it harder for women to get jobs.

Whilst the new bill is designed to boost the proportion of female staff into senior positions, this doesn’t then remove the barriers once they are there. The first battle that employers face is one of perception on the new Bill rather than actuality. There may be a potential backlash from other employees who feel that women in senior positions don’t deserve to be in the position they are in and are only there because of their gender. As a result, they will receive little respect from the employees they should be managing, something which will be extremely detrimental to their success in the organisation and could put their future career at risk.

Talent Management is about attracting, developing and retaining employees who have key skills that the organisation needs to meet its objectives. It is a holistic approach to the strategic management of the organisation’s people, although many companies choose to concentrate their efforts in a specific area. For example Talent Management for some companies means recruiting the right people or developing the ‘high potentials’ of the organisation. I believe that this is a flawed approach as it doesn’t recognise that key talent often resides at all levels of the organisation and not just across the top few layers; which is where most HR departments focus their succession plans or Talent Management programmes.

Taking the right approach to Talent Management is essential especially in these economic times, and an incorrect approach can mean that the company can falter in fulfilling its objectives. This is often costly in financial and human terms. Effective Talent Management programmes will not only include succession plans across the organisation, strategic planning of how that talent affects the company and its strategic objections but also how the company interacts with those individuals. The company needs to advise these individuals on how important they are to them and the company’s plans for them. It is key that the company manages the expectations of the employee – unrealistic expectations by either the employee or the company is often the cause of key talent exiting the business. Highly talented individuals are more susceptible to being poached by a competitor that may feel that this is a more cost effective way of recruiting the talent that they need. How the host company has dealt with them in the preceding months or years will be a key determinant of whether the competitor company will be successful in their attempts to poach key talent.

Loss of key talent can be very destabilising for a company and it can take months or even years for the company to recover.

If your company has a Succession Plan is that enough?

The terms Succession Planning and Talent Management are often used interchangeably but are in reality quite different. Talent Management is a holistic approach to the managing of the entire talent pool of the company. Effective Succession Planning is an important element of Talent Management and is about identifying future potential leaders from the workplace to fulfil key positions within the organisation. Once potential leaders have been identified succession planning moves onto the development of the key skills that they require and their subsequent movement throughout the company. This movement is how they can develop the requisite skills and competences that will enable them to take increasing responsibilities within the organisations. It is important for a company to understand the differences in the strategic and operational approach to Succession Planning and Talent Management if it wishes to truly fulfil its strategic objectives.

An example of how Talent Management can be applied

Troublesome Talent® or Mavericks if you will are wilfully independent people and are often the first to be considered for redundancy. This is usually because their great talent is obscured by their sometimes disruptive nature and penchant for blunt language and brutally honest opinions. Mavericks at work tend to have high potential and are usually amongst the best performing employees in the workforce. Companies often find it difficult to engage this talent as they often concentrate on homogenous solutions that work for the majority of the organisation.

An effective Talent Management programme will have devised the best way to harness the skills of a maverick to enable these high-potential employees to fulfil their potential and assume business operational critical roles. Key components for a Talent Management programme for Troublesome Talent® would include:

• Discovering the short and long term objectives of the maverick
• Demonstrating how these can be aligned to the company’s objectives
• Analysing the key skills and competencies of the maverick and check for alignment to the company’s future needs
• Design a career path that will help him develop and enhance key skills and competencies
• Be honest and transparent in how the Company sees his future
• Provide and manage realistic expectations

The benefits of Talent Management

• A holistic approach to the management of talent
• The company understands the critical skills and competencies of the business and have ensured that their HR policies and procedures are designed to develop and nurture these key requirements.
• Employee productivity and morale is improved as employee objectives are aligned to company objectives
• An effective succession plan to ensure that leadership potential is identified and managed
• The right employees are recruited and retained
• Increased bottom line results

Talent Management is not just the purview of corporate companies. It is vital and essential for entrepreneurs to have an effective Talent Management policy. Smaller businesses often do not have the resources available to have a HR team that can advise and co ordinate Talent Management activities. Specific questions that entrepreneurs should take into account when considering Talent Management activities are as follows:

• What are their long term objectives?
• What are the key skills required in the business?
• What are the key skills of the workplace and are they aligned to the business objectives?
• Who will run the business in their absence and do they have the appropriate skills?
• How will the company cope with the loss of key talent?
• What is the company doing to recruit and retain key employees?
• How can Talent Management add to the business and be time and cost effective?

We have an ageing workforce and as a result, a large number of senior management positions are likely to arise over the next five years, with very few suitably qualified or experienced successors available to fill them. In my experience, if companies are finding it difficult to retain top talent, it is because they are finding it almost impossible to maintain their relationship with their ‘maverick’ or ‘troublesome talent’. Talent Management is about attracting, developing and retaining these vitally important employees who have key skills that the organisation needs to meet its objectives as without them, businesses will struggle to survive.

In this day and age it is becoming increasingly important to be able to distinguish yourself from your competition so that you become the ‘no brainer’ choice in your chosen market. Whilst there are many factors that can distinguish you from everyone else, the deciding factor seems to be the strength of your reputation and credibility in relation to your competition. This is especially true for smaller businesses and ‘one man bands’ in over populated niches.

Brand reputation is becoming the ultimate decision maker and to ignore this trend will put your business and earning capacity in peril.

If we agree with the premise that potential clients will only buy high ticket value services from those that they trust, it becomes imperative that businesses consider how to develop, nurture and maintain that trust. The next consideration is to decide how to do this in the most cost effective way for their business.

This may mean foregoing expensive marketing activity that only increases the business’ visibility but does nothing to lessen the risk of hiring the company. This ‘risk’ perceived or otherwise, is continuously assessed by potential clients prior to them making the decision to hire you. The oft quoted maxim of ‘the client needs to be ‘touched’ by you 7 times before they buy’ is derived from this premise.

Lessening the risk of a client hiring you is especially important if the business has decided to use ‘pull’ rather than ‘push’ marketing as a strategy for their business. For example, ‘push’ marketing is where the business advertises its services to its target audience, unsure of whether they are looking for their expertise. ‘Pull’ marketing is where the potential client ‘pulls’ your services when he needs it – without specific advertisement. He might decide to use your service based on a referral from an advocate of yours. This means advertising spend has not been made to secure this client.

Those that rely on referrals or social networking to secure work will realise that the most cost effective way to gain new clients is to use ‘pull’ marketing techniques to gain business.

First things first

Before building your reputation in your chosen niche you need to first understand your current position. An audit of your situation should reveal (amongst other things) your standing in relation to your competitors, whether your reputation is earning you enough referrals and whether your business message is coherent across all your markets. It’s important to ensure that your current business strategy (including networking strategy) is consistent with the reputation that you have and are building.

Reputation is personal in its nature, concerning itself with the character of the business (or person) and the intention of its (their) actions. It is essential that you are consistent with what you say and do, especially on the internet where everything that is recorded there is of a permanent nature. Inconsistency can be the biggest killer of reputation because it undermines the trust that is being established between the two parties.

Credibility needs to be demonstrated and is based on your track record and competency. One of the ways to establish credibility is to ensure that your expertise and integrity is demonstrated regularly and effectively. This can be done by providing expert opinion, a positive and strong personal brand, social proofing and having a strong trust account. This allows potential clients to sample your expertise enabling them to advocate your services or hire your business.

If your business (and/or yourself) has a good reputation and credibility it is more likely to be trusted by your potential clients, therefore increasing your revenue and sustainability. A trust account balance reflects the amount of trust in the relationship at any given time. In any one relationship there are two accounts. How we perceive a trusted relationship – say one with a client, may not be the same as they see it. It would be wise to try and understand the balance that is held in each account.

Can social networking help you build reputation and credibility in your business?

It’s important that businesses establish their networking/marketing strategy so that they can decide which social networking sites they should use or maintain a presence on. Social networking sites like Ecademy (www.ecademy.com) can enable businesses to build reputation and credibility for their business quickly. This is particularly true of Ecademy’s Life Membership Community, where building advocacy is made easier due to the nature of its composition. Ecademy encourages its members to network on and offline. Sites like LinkedIn (www.linkedin.com) can enable businesses to build visibility and connections quickly. There are hundreds of sites to choose from, so finding a cost and time effective way to utilise them is imperative. Your networking strategy needs to be defined to ensure consistency of your message.

The use of sites such as Ecademy can help businesses establish themselves as an expert in their area of expertise. To establish yourself (or your business) as an expert using social networking sites requires you to be visible to the membership. It is recommended that you blog and write articles frequently, in your area of expertise, run and join clubs structured around your expertise or around your personal interests (thus developing personal reputation). How you communicate and articulate your thoughts on the public and private areas of the networking sites – will guide potential clients and advocates well. Inconsistencies or extreme views contrary to your ‘public persona’ will do you ill and could even prohibit your ability to gain business.

Freely providing advice to others without expectation of a return helps to build your reputation as an expert and provides an informative view on your character. (This is not the same as providing free consultancy!) Participating in one-to-ones to learn how you can help those in your network can be a positive enhancement to both your reputation and credibility. The return on this activity can be immense.

With the credit crunch still impacting most industries, you need to ensure that you focus your energies on delivering a consistent and compelling reason for clients to work with you and a well defined networking strategy will help you to achieve this for very little cash outlay. It is a solid, credible reputation (not just increased visibility) that will carry you and business out of the crunch and beyond. So, look at the way your brand is seen by others and ask yourself…based on the information available about me, would I hire me?

December can be an exciting time for business owners lost in a whirl of networking events and alcohol, often forgetting that this is also the time that their reputation can be damaged, having long term effects on their business.

For many new businesses Christmas Parties are seen as opportunities to let your hair down and fill the order books for the forthcoming year. Unfortunately this type of behaviour can be very damaging as well as disillusioning for business owners.

I would like to share with you the experience of a consultant entrepreneur. For simplicity I’ll call him Sean Rollar although that’s not his real name.

Sean set up his business 3 months ago in a flourish of enthusiasm and hope. However running his own business has been a lot harder than he anticipated and he is yet to secure his first real client. He still has some of his redundancy money left but he knows that he must secure a client by the end of January or he will have to return to corporate life, something that he wants to avoid at all costs.

Sean was looking forward to attending his local Chamber’s Christmas Party, there would be a lot of businesses there that could buy his services and it would be a great opportunity to socialise and enjoy himself after a hard 3 months. Securing a client there would be a great way to round of the year.

He took care to dress well and pack lots of business cards anticipating that out of the 100 people attending he would meet at least 50 of them. Sean practiced his elevator pitch and set off for the party. Arriving at the party was daunting as he didn’t know anyone but he was determined to make his mark.

He bought himself a drink to settle his nerves and strode confidently towards a couple of people talking. After twenty minutes he moved on and spent the rest of the evening chatting and drinking, eventually ending with a turn on the dance floor. After a successful night he returned home calculating that he had given out 40 cards. Sean was looking forward to the next Christmas Party he was attending that night, believing that if he was as successful at that party as the Chamber one he will have no problem filling his order book next year.

That night as he changed for bed he reflected on his experience at the second Christmas Party. He was surprised to see that there were many people there that he had met the night before but they had been very reluctant to talk to him. In fact he received a very strange reception and wondered what had happened to cause his experience to be so different.

Below are three things that Sean could have done which would have had a positive impact on his attendance at the party.

Sean needed to put the Christmas Party in its proper context

Whilst Sean understood that the Christmas Parties may bring work opportunities he did not consider it in the same vein as a work meeting. Having made that decision he did not consider that his actions at the party would or could have an effect on his business reputation. This meant that he did not watch how much alcohol that he had drunk, treating others to a version of himself that he would not present at a formal meeting.

The reason why he was being ignored might have been his boisterous dancing! It is important to remember that wherever your business contacts accumulate your behaviour is on show. People will make a determination on how likely you are to behave in a business by watching what you do in social events.

Not really networking – just bumping into people

Sean did not want to ‘waste’ the networking opportunity of the party so he handed out his business card to everyone that he met, in an over eager manner. To potential clients and advocates the manner that he did this made him look desperate for business. This is essentially ‘unattractive’ as well as damaging to his business over the long term. It also made him seem preoccupied to his own business and not listening when others were speaking about theirs.

Be clear how you want to be remembered

Whenever you attend networking events or business meetings consider beforehand how you would like to be remembered. For example in Sean’s case he wanted to be remembered as a Management consultant who specialises in change management. The problem he has is that his business proposition of ‘management consultant’ is not memorable. There are many management consultants out there so he needs to try harder and be more unique to be remembered.

Sean was becoming memorable for his behaviour and not his business, therefore reducing his ability to gain advocates and new clients. Sean needed to develop a networking strategy that ensured that he was around those that could provide him with referrals and advocacy and enabled him to articulate clearly his business proposition. Sean needed to stand out from the crowd for the right reasons.

Your reputation and credibility is key to your success, particularly in the current economic climate. It’s what makes you different from your competitors and whilst it can take years to build a good name, it can take just a few seconds to destroy it, so make sure your actions and behaviour during the festive celebrations work to increase your attractiveness as a potential supplier or business partner. Networking (even at Christmas) is about building relationships and not trying to sell to your network. Create the right impression and your network will do the selling for you!

Conducting business in the 21^st Century is substantially different than in the last century. Increasingly there is a move towards buying from ethical companies and those that demonstrate good social responsibility policies. Brand perception and delivery is becoming all important.

Many consultants dismiss this as a trend that affects big business only but to do so can mean the difference between one consultant being hired over another. Brand reputation is becoming the ultimate decision maker and to ignore this trend will put your business and earning capacity in peril.

Reputation and Credibility

People increasingly buy from those that they know, like and trust, especially where the purchase has a high ticket value. Being credible and having a good reputational (personal) brand is essential, enabling the buyer’s decision making process to choose you over another consultant each and every time.

Whilst reputation and credibility are separate concepts and can be established and maintained separately they are integral to each other. To be credible as a consultant often means that you need to be an expert in your field. People and businesses prefer experts over generalists; this is after all, the decade of specialism.

To be credible therefore requires clarity on your business proposition (what your business does). Questions that you should be able to answer include the following:

• What makes you different from other consultants?
• How do you articulate what you do in a way that is easily understood by others?
• What are you known for?
• Are you easily remembered?

Credibility needs to be demonstrated and is based on your track record and competency. One of the ways to demonstrate credibility to those that have not seen your work is by articulating effectively how you achieve success for your clients in story form, free from jargon. Good stories are enjoyable to listen to and can enable subtle messaging about your expertise and ability to potential buyers or advocates. Another way is to provide support and advice to others; thus enabling snippets of your expertise to be demonstrated making it easier for others to advocate you.

I believe that reputation is based on the character of the person (or business) and the intent of the individual (or business). Reputation is therefore personal; it is how you are perceived by others. If others perceive your intention as good this can enhance your standing with others.

Reputation is built on what you say and what you demonstrate and it is important to build awareness and visibility amongst your target audience and potential advocates. It is essential that you are consistent with what you say and do, especially on the internet where everything that is recorded there is of a permanent nature. It is easy to forget that social networking sites are places where reputation and credibility is established, maintained and developed, not just places to ‘hang out with friends’. Many consultants take a relaxed and whimsical approach to how they network on places like Facebook, which can be quite detrimental to them. Others join business networks and then remain ‘invisible’ to the membership, ignoring the opportunity to enhance their reputation and find advocates for their service.

Both reputation and credibility can be established and enhanced by writing on subjects which demonstrate your expertise. Where you publish your thoughts will be dependent on your objectives.

The benefits of having the right reputation

One of the most essential benefits, especially in times of economic downturns, is that having a good reputation reduces operating costs. When you are trusted, speed in decision making is increased and cost decreases as you need less risk protection. For example, long legalistic contracts become less necessary and collaboration on projects become easier – often without the need for Non Disclosure Agreements.

An expensive but necessary component in business is having the resources to be able to market yourself effectively. Most traditional marketing techniques are ‘push’ marketing ones. For example, the consultant advertises his services to his target audience, unsure of whether they are looking for his expertise. Having a good reputation can mean that ‘pull’ marketing techniques are used. An example is where the potential client ‘pulls’ your services when he needs it – without specific advertisement. He might decide to use your service based on a referral from an advocate of yours. This means advertising spend has not been made to secure this client.

You are more likely to find that the sales cycle is reduced because you have a good reputation. It also enables others to believe that there is less of a risk working with you. This is equally true if you are an interim consultant working for short periods within large companies. A good reputation and a credible persona will help ensure that you are chosen for the role over a more obscure consultant.

Distinguishing yourself from others by being a credible expert with the right reputation makes it easier to be advocated. Advocacy is when an individual is almost evangelical about someone or their services. Advocates understand your business proposition inside out and can sell your services to potential clients with very little intervention from yourself. This reduces your marketing costs as well as your sales cycle.

The current economic climate shows now signs of improving in the short term, and the increased competition for reduced customer spend has meant that establishing and promoting your competitive advantage has never been so crucial. A good, strong and credible reputation is the one thing which can provide you with the superior and sustainable leverage you need to survive the credit crunch, whilst others around you fall by the wayside, and it wont cost you a penny!

Many organisations are considering the best cost effective way to continuously develop their employees and establishing a peer to peer mentoring programme is an increasingly sought after solution for some companies. Mentoring specialist Judith Germain provides a step by step guide on how to embed a peer to peer mentoring programme within an internal comms department.

What is peer mentoring and does it differ from coaching?

Coaching and mentoring are quite different although a lot of practioners use the terms interchangeably. Coaching begins with the premise that the answers are within the person being coached. The coach’s role is to help the individual understand that and via the use of encouraging and questioning techniques, helps elicit the solution. A coach is non directional and never provides advice.

By contrast a mentor is an expert who provides guidance and advice within a more developmental relationship. Mentoring requires flexibility of the mentor and their ability to use a wide range of techniques to guide the mentee.

Peer mentoring takes place when the mentor is not in a position of authority over the mentee. For example an employee in an internal comunication dept might have a colleague within the same department as their mentor. The mentor will guide their colleague based on the life experience that they have gained and their professional expertise within the communication arena.

Implementing a peer to peer mentoring programme

For any mentoring programme to succeed it needs to be embedded within the culture of the organisation and be supported by the senior management team. The process needs to be transparent and be an essential part of the company’s Talent Management programme. This ensures that the mentoring programme fulfils the company’s goals and objectives and isn’t an exercise that is seen by management to be time costly, inefficient and unproductive. Neither should it be seen by employees within the internal comms department as a programme where the mentors are not role models and the programme is flawed.

Step 1 – Senior management buy in

Ensure buy in from senior management and that the peer to peer mentoring programme is part of the company’s Talent Management programme.

Step 2 – Mentor recruitment

The success of the programme relies on the ability of the organisation to recruit appropriate mentors. Each potential mentor should be interviewed against a criteria of desired competencies and required skills, an essential part of the recruitment should include a self assessment from the potential mentor as this would indicate their level of self awareness and skill level. There are a number of things that need to be considered when chosing the right peer mentor including the following:

ü Is the proposed mentor already considered a role model within the department/organisation?

ü Is the proposed mentor able to accept constructive criticism and continually learns from the experiences that they gone through?

ü Does the proposed mentor have the ability to empower others?

ü Does the proposed mentor have a good work record or one that has improved over time?

Step 3 – Mentor training

All mentors should be trained before they begin this important role and should not have to rely soley on trail and area to succeed. They should be trained on essential skills like coaching techniques, how to transfer their knowledge, the need for confidentiality, how to deal with conflict and conflict of interests for example. They should also have their own mentor to ensure that they continue to develop and know how to deal with the issues that may arise. Most companies prefer an external mentor in this role.

Step 4 – Relationship building

There should be a good match between the mentor and the mentee and they should both agree to the relationship. Many companies fail when they enforce a particular mentor onto a mentee or when either of the party does not understand the nature of the relationship or the roles that they play. There should be activities that allow the two individuals to get to know each other so that they can build a trusted relationship.

The mentor will need to assess the needs of the mentee and explain to him how the mentor will help him achieve his objectives. They should agree a time that they will meet , and a format that they will work to. They will also discuss the level of confidentiality that they hold themselves to.

Step 5 – Ending the relationship

It is very important that the mentoring relationship does not fade into inactivity over time but has a formal ending. This allows a period of review between the mentor and the mentee, a time to celebrate successes and plan for the future.

When things don’t work out quite the way you hoped …

John had been mentoring Jane for three months now and he was aware that she was not performing as expected despite the additional support that he had been providing. She was also becoming despondent and was reluctant to take on board the suggestions that he was providing without explaining why.

John was perplexed and was concerned that his own reputation as a mentor would be affected as well as the way that Jane’s morale was spiralling. He had received little training and was unsure what to do next, he felt bound by his confidentiality agreement with Jane and didn’t feel like he had anyone to discuss his concerns with.

Fortunately the company had recognised that their peer mentors needed additional help. They had realised that they didn’t have the expertise in house to mentor the mentors or deal with their concerns around confidentiality.

John contacted his external mentor and discussed with her the concerns that he was having and explored the options that he had available to him. He realised in his mentoring session that there were a number of things that he had overlooked when he was working with Jane.

He had believed that because he was Jane’s mentor she should do exactly what he told her to do in the manner that he directed. This did not take into account Jane’s learning style or her motivations. John was getting frustrated by her lack of response which was making him more dictorial in his manner.

John didn’t recognise the pressures Jane was under in internal comms nor did their have a relationship that would support open disclosure on both sides. John worked with his external mentor on these issues and was over time able to become a better and more effective mentor. His mentor also advised the company to initiate mentor training for all peer mentors to ensure that this error was not duplicated. Jane was allocated a more suitable and experienced mentor and her performance steadily improved.

Peer to peer mentoring is an extremely valuable tool for organisations looking for ways to continuously develop their teams, however it is vital to ensure the both the mentor and the mentee receive the appropriate support and guidance if the organisation is to reap the long term benefits of this approach.

As a result of an ageing workforce, a large number of senior management positions are likely to arise over the next five years, with very few suitably qualified or experienced successors available to fill them. So why is it that companies – and in particular larger organisations – are finding it increasingly difficult to keep hold of their top talent? Is it due to the fact that smaller companies are better at nurturing their talent and therefore see it as integral to their business? I explain why it is so hard for larger organisations to manage and nurture their most valuable assets.

In my experience, if large companies are finding it difficult to retain top talent, it is because they are finding it almost impossible to maintain their relationship with their ‘maverick’ or ‘troublesome talent’. (I define Troublesome Talent® as wilfully independent people)

This is an extremely common scenario as Troublesome Talent® are often recruited because they are highly skilled, have real flair in their area of expertise and have the ability to think up creative, innovative and lateral solutions where others are more comfortable choosing the most tried and tested ones. Troublesome Talent® or mavericks are extremely comfortable challenging the status quo and will doggedly follow the untested path if it will lead their company to success and personal recognition. This is contrary to most employees who actively prefer the certainty of the status quo.

This is where the danger lies for all organisations particularly larger ones. Only 20% of most workforces contain the top talent. It is these unconventional thinkers that drive companies forward through their relentless pursuit of continuous improvement and risk taking. It’s maverick top talent like Richard Branson, Ricardo Semler and Steve Jobs that make quantum leaps for their companies. Troublesome Talent can provide real competitor advantage and first mover status. Often customers and clients love their flexibility and their ability to deliver to their requirements each and every time. Their unique ability to sense what is needed and when enables them to get close to the customer’s need in a way that their competitors struggle to.

When they first join a company the maverick enjoys the flexibility and autonomy that they are given and this is when they really shine and deliver outstanding results. However, eventually, the company will require them to fit into its corporate structure – and begin to follow rules and this is when things begin to deteriorate.

The maverick cannot understand why they are suddenly being treated differently by the organisation and begin to react to the changed behaviour. They feel betrayed at the loss of autonomy and feel that the organisation has lost trust in their ability to operate successfully without supervision. Mavericks will not perform if they feel they are not trusted or if they feel that they have been lied to. Suddenly the organisation finds it hard to harness their maverick and keep them performing with minimal disruption to others.

At this point the organisation needs to look at what drives the change in the maverick’s behaviour and how to align their needs and desires to the organisation’s objectives. Flexibility in leadership style and understanding human nature is the key to achieving this.

When passion becomes destructive

Many larger organisations have trouble maintaining flexibility in their leaders’ styles. This often goes hand in hand with their inability to harness the passion of their top talent. Smaller enterprises do not have this problem because by their very nature they are flexible and passionate driven by the vision of the solo entrepreneur. With just themselves to please they inevitably follow their passions instinctively.

No-one has ever followed a leader that didn’t have passion. Passion for who they are, what they believe in and the direction that they want to go. Even ‘quiet’ leaders have passion, they may not have the oratory skills of JFK or Martin Luther King, but they have, nevertheless, the ability to stir their followers to a cause – a vision to strive for.

So passion is essentially a good thing … it helps us keep going when times are hard, rallies others to a cause, it builds global brands and companies … without passion a leader has no followers.

However, when passion is applied without good intent it can rapidly become destructive. Mavericks are generally very passionate people and can become very focused on singular activities. They have vision, strength of purpose, drive and direction – to the goals that they want to achieve. If their goals are not aligned to the organisation, then real sparks can ensue. Troublesome Talent® or mavericks, will do what they want to do, when they want to do it , so loss of the autonomy that drew them to the company initially can often find them spiraling out of control and losing their desire to achieve.

So how does the organisation turn around their destructive maverick?

Give them a compelling reason to change their behaviour

The organisation needs to ask themselves a number of questions, in an attempt to see things the way that the maverick views things. Mavericks can be highly influential and if they feel betrayed they can work hard to ensure they destroy the very thing that the organisation is trying to build.

Examples of questions organisations should ask themselves are:

• why has the organisation changed the way they are dealing with the maverick?
• what situation is the maverick in, what’s their perception of reality?
• How are they coming across – is the organisation using flexible leadership styles with their Troublesome Talent® or does one size fit all?

Armed with the answers to questions like those above will enable the organisation to enter into meaningful dialogue with their maverick. Mavericks only change when there is an overriding imperative to do so. Organisations need to restore the trust of their Troublesome Talent® if they want to reignite their passion in a positive way. With inspired leadership it will be easier to reach the maverick and harness their talent.

Troublesome Talent® also need to see the cost of their behaviour both financial and human. It is important to give the problem that they cause a human face. Let them reach their own conclusion as to the consequences of their actions and then ask them, how does the result that they see, achieve their end goal.

By ensuring that both parties’ objectives are aligned and that the maverick is given a clear path to follow and compelling reason to change, performance will return to previous impressive levels. It is likely that not only will the top talent perform better they will more likely stay within the organisation. Sadly, this is not always as easy as it sounds, as most large companies have complex rules that they need to follow and aren’t always accepting of the positive challenges that Troublesome Talent® can bring.

In my opinion, CEOs are extremely brave people. After years of establishing expertise in one or two key functional areas or industries; they take up a role in which they are expected to be able to understand and master all the different aspects of the business! From day one, CEOs have all the accountability in defining the company, ensuring that they have an efficient and effective Board. They also need to have an employee culture that empowers the employees and satisfies the customers, and a business model that really works. This requires a high level of aptitude across a number of competencies, failure in any one area can have a disastrous effect on the company.

Often the success of a company rests on the leadership abilities of the CEO. When in situ they are expected to need little professional development, to be a charismatic leader, an effective manager, knowledge of their industry and emerging trends and an ability to understand the differing activities of the business that makes up the whole. The more complex the company is, the higher the level of expectation that is placed upon them.

But to make things worse, new CEOs typically have on average just 2 years to deliver!

To ensure that they deliver what is expected of them, productive CEOs must ensure the successful marriage of their own management and leadership skills. In this context, management can be defined as the ability to make good decisions and leadership as the ability to execute those decisions through others. These CEOs often hire the services of an external mentor.

What is mentoring and does it differ from coaching?

Coaching begins with the premise that the answers are within the person being coached. The coach’s role is to help the individual understand that and via the use of encouraging and questioning techniques, helps elicit the solution. A coach is non directional and never provides advice.

By contrast a mentor is an expert who provides guidance and advice within a more developmental relationship. Mentoring requires flexibility of the mentor and their ability to use a wide range of techniques to guide the mentee.

Why do productive CEOs think mentoring is essential to their success and their business?

There is a high expectation from shareholders, the Board, employees and other stakeholders that the CEO is always able to clearly assess the optimum direction of the company. He is always self assured, confident and has high self esteem and can easily handle difficult situations with the Board without doubt and with aplomb.

CEOs face many important strategic decisions and to confide that they are uncertain can signal a vulnerability that may weaken their position, and cause doubt in their subordinates. This can be disastrous especially in times when the company is going through major change such as a merger or acquisition, downsizing, a strategic re direction or restructure.

There can be times when the CEO is unsure of whom to trust in his organisation especially if he is experiencing doubt in a decision that he needs to make. It can be lonely at the top especially if there isn’t someone trustworthy to confide in.

Having an objective sounding board

Often a productive and efficient CEO wishes to try out or test new ideas prior to sharing them with his fellow Board members. This enables him to ensure that new ideas are fully assessed and are in sufficient shape prior to the scrutiny that he will receive from his Board.

By working with his mentor he is able to role play the likely resistance that he may receive and therefore be more prepared when it comes to discussing his ideas. He can ensure that he is taking an objective stance rather than an emotional one and is being as strategic or operational in outlook as the situation requires.

Receiving support and advice on team dynamics

Not every Board is as productive or efficient as it should be. This may be because of the way that the CEO is interacting with the other members. If this is the case then the mentor can provide objective advice on how he can be more effective in this arena.

Sometimes the team itself is dysfunctional and is therefore unable to achieve its strategic goals, whilst the CEO is usually able to analyse the reason for the dysfunction he is not always sure how to address the problem. This can be especially true when the reason for dysfunction is due to the personalities of the team, or particular loyalty to their own department.

It is common for mentors to attend the occasional Board meeting (or key meeting) to observe the way the CEO interacts with his team as well as how the team interacts as a whole. The insight that the mentor provides can enable the CEO to clearly see how to improve the dynamics of the team and improve its productivity and efficiency.

Staying ahead of the game by receiving knowledge from other industries

The best mentors work across industries therefore easily transferring best practice from one industry to the next. This enables the CEO to remain fresh and able to more closely identify emerging trends within his own area, through more objective thinking.

The CEO broadens his horizons and experience by working with an external mentor. One way of achieving this is by leveraging the knowledge of the mentor and being able to challenge what is perceived as the only effective way to get something done.

Continuous CEO development

Once an executive becomes a CEO it is often assumed that he no longer needs any further development. This can be a flawed assumption especially when contemplating the role and responsibilities that the CEO faces, often in a challenging and competitive environment. Mentoring enables the CEO to recognise their own abilities and limitations in a safe environment therefore ensuring that their abilities are enhanced and limitations developed into strengths. Where necessary, tasks are delegated to enable the CEO to fulfil his strategic role successfully.

An external mentor ensures that the CEO remains challenged, motivated and constantly learning/developing. This enables the company to reap the benefit of a CEO continuously challenging their own assumptions, someone with a clear strategic focus and who can expertly marry the need to demonstrate clear leadership, efficient management and effective communication.

A more successful and sustainable company

Numerous research studies show that how a company is led is what makes the difference between successful and sustainable companies and failures. External mentors have the unique ability to assist the CEO and at times the leadership team in taking a more objective and strategic approach. They enable employee development, clarity of thinking and enhanced communication skills and team dynamics.

Does mentoring always work?

There are only two main reasons why mentoring doesn’t work. If there is a bad fit between the mentor and mentee or if the CEO is not ready to be open and honest with his mentor and be willing to move out of his comfort zone.

For example, I was working with an established CEO who had recently moved to a new company. The company was very dysfunctional; his top team was inefficient beset with personality and competency issues, poor morale issues amongst the employees and severe union issues. To add to his problems they were losing key customers, haemorrhaging money and the shareholders were not happy. They gave him a very tight timescale in which to achieve turnaround results.

The CEO was unable to confide in his team and was unclear as to where the true starting point was and whether there was a common root to the company’s issued.

By working closely together he was able to see clearly the issues that were faced by the company. To segregate the problems caused by his top team and the consequences of devalued and de-motivated employees. By tackling these key areas, he understood that these were the causes of customer dissatisfaction and poor bottom line results.

He learnt that his own leadership style was adding to the problem and how best to interact with others to ensure that he got the results that he wanted. He understood how to get the best out of his team and how to implement the best processes to deal with the technical deficiencies.

Under his tenure the company improved its fortunes, his team increased their competence and the union difficulties improved as they saw the employees being better treated. This had a positive effect on the bottom line. The CEO benefited from having a trusted advisor who was removed from the company, who could provide objective guidance and advice.

Mentoring is often much more beneficial to CEO’s than traditional coaching practices as it provides senior management with an external sounding bound, someone who can practically assess and advise on the problematic issues within the organisation as a whole, and will not just sit back and wait for the answers to ‘come from within’. Mentoring works when the CEO understands the needs to be challenged and to continue his personal development to realise his achievements and to ensure the likelihood of his company’s success.

One of the biggest challenges facing businesses right now is a crisis of leadership. There is a need to ensure that the company will remain profitable, employees remain engaged and customers satisfied for the company to survive the current economic downturn. The second biggest challenge for businesses is to truly understanding what leadership is and how to ensure that it permeates throughout the company. This is, for many companies, much harder than it appears as this desire can often manifest itself as an increase in command and control management rather than a genuine improvement in leadership. Good talent management is hard to come by.

A true leader is trusted

The best way to distinguish management from leadership is to understand that management is generally concerned with controlling complex processes; and leadership is about managing and facilitating change. This manifests itself in the leader challenging the status quo and acting and thinking in a strategic way. Whilst management tends to be restricted to those in a management role, leadership is demonstrated by individuals regardless of any formal role with the company. By encouraging leadership by all employees is the key to a company’s success. Management and leadership is integral to each other and those that hold management roles need to have a good grasp and execution in both of these disciplines.

Leadership is getting things done through trusted influence. This implies two things, that the leader inspires trusts in his followers and he has the ability to influence others. To inspire trust the leader needs to be credible and have a good reputation. When deploying talent management strategies it is important to remember that employees are loyal to their leaders not to the organisation that employs them. With this in mind it is essential then that the development of leaders in the organisation, regardless of formal role, is planned, controlled and nurtured.

Good leaders are role models and have strong empathic characters that demonstrate high social intelligence. Social intelligence differs from emotional intelligence in so much as it focuses on the impact that an individual has on others. If you have high social intelligence then it is implied that you have high emotional intelligence as well.

How to develop trust

Trust = reputation and credibility; therefore to develop trust the leader must concern himself with having the right reputation and being credible in what they do. Employees need to believe in their manager and be able to consistently predict how their manager is likely to react in any given situation. This provides them with comfort and increases the chances that they will remain loyal to their manager. The basis of trust is character and competence. Questions to consider are:

• How much integrity does the leader have?
• Is the leader egotistical or humble?
• Is the leader’s intention honourable?
• How capable is the leader in his role?
• How does the leader’s track record stack up?

To develop trust the leader must provide the right level of autonomy to their employees. A leader that has an inappropriate command and control style of leadership demonstrates a breathtaking level of distrust in the employee’s abilities. This will encourage the employees to reduce their work performance and be less likely to be loyal to the manager or their company. Leaders in management positions need to be able to tell the truth at all times as this encourages trust in the relationship between the manager and the employee. The most effective leaders acknowledge other people’s contributions and not take a disproportionate level of credit for a job well done. They should be proud of an employee’s achievement and not feel threatened by their success. A leader that selectively shows their vulnerability to their employees, thus demonstrating that they are ‘real’ is more likely to engender trust. People find it hard to relate to individuals who seem strong all the time. The reverse is not true however, those that appear weak the majority of the time tend to engender distrust and contempt by those that should be following.

Credible leaders will be an expert in what they do, demonstrating a track record of competence that enables others to have confidence in their ability. They will treat others with respect and extend trust to others on a regular basis.

Trusted leaders are more likely to be able to influence their employees. With flatter structures and more matrix organisations it is increasingly likely that leaders are expected to manage employees that are not direct management reports. They are not responsible for their pay and cannot hire or fire them – they are, however, accountable for their performance.

With the credit crunch showing no immediate signs of ending, it will be imperative for leaders to work on cementing their credibility and trustworthiness, if they are to engage with their teams and encourage them to buy-in to the organisations plans for survival. Good staff are hard to come by and even harder to keep. In tougher times, a good leader will be fundamental in retaining and motivating the organisations top talent and preparing them for future succession. Equipping them the true qualities of leadership excellence is vital to securing the continuing success of the business in years to come.

Maverick’s can be an essential asset to any company however many are misunderstood and are often seen as being disruptive. In this article I look  at the role of Mavericks within any business and how to best harness their talent.

There are a lot of HR people who still play at the administrative level rather than the strategic level so businesses miss out a lot of key advice and help. My role in HR led me to mentoring as this it is about making sure the business meets it’s objectives through effective use of it’s people.

Within many organisations today there are problems with office culture. This needs to be altered before changes can happen. The first step is understanding what the culture is and what are the major drivers.

One of the first things you have to look at is which is the culture that the board thinks is the right culture in terms of their market place and how they want to achieve this. Without top level agreement from the board, there is no point in doing it. Once you have done that, it is a simple case of working backwards. It is all about behaviour. You cannot change people’s attitudes and belief systems because you told them to do it but by actually getting them to change their behaviour, they change themselves.

If you have a management team that does not take talent very seriously, and will not be held accountable for, they could be promoted without caring about whether their staff have been developed properly. Therefore one of the things you could change within a culture is training and mentoring, but also the senior managements pay structure. This means that they won’t get paid unless they reach certain development targets for their staff. Quite often, one of the ways to change a member’s behaviour towards their staff is to build it into the current structures that are already there.

What is a Maverick….

In my role as HR I quite often get asked to help manage Mavericks, often known as troublesome talent. A Maverick is someone that is wilfully independent. Mavericks can be divided into two categories, someone with a Maverick personality who is very wilful, and then you have people that have Maverick tendencies who in certain specific areas are wilful and that means that their work will be very different to anyone else in the industry.

Within companies we need to encourage Maverick tendencies and be very aware of Maverick personalities. Mavericks are really the ones that can help turn around businesses. They make up 20% of the talent pool and know what is going on whilst being very good at what they do. Unfortunately led incorrectly, Mavericks can cause 80% of the problems.

How do I know if I have a Maverick within my organisation?…. The Maverick type is someone that rather than just follow the rules, will actually look at the big picture and say “I don’t understand why you are doing this, it makes no sense”. They are very blunt individuals who will tell you how it is and often question “why” . They are not being challenging at an aggressive stance, they are doing it because they generally want to know and want to help.

Another way to know a Maverick personality is that they will think quite different from other people. They are quite fast thinking and are the ones that will see the next trend that is coming and start moving towards it.

Industries that Mavericks are within….

You will often see a lot of Mavericks in fast moving creative industries such as sales and media. These Mavericks are extrovert type mavericks. Mavericks within technical departments such as engineers and IT are quite often introverted Mavericks.

What are the differences…

• Extroverted Maverick – If you upset an extroverted Maverick, they will give you their opinion and tell you out loud “your wrong, this is the way it should be done, i’m not doing it this way”. You will know when you have upset them.

• Introverted Maverick – These might say “I don’t agree with you” but they will go ahead and do it anyway, you won’t be aware of them. Sometimes people miss that type of Maverick because they are not making a lot of noise so they don’t see them as a problem.

Is it important to find a company with which you are a good fit?…

With Mavericks, sometimes it is going to be impossible to get a real ft and that’s when you have to work round that and say what can they do to achieve in the company? One of the first things that companies can do with Mavericks, because don’t forget there’s not many true Mavericks in a company anyway, is to give them roles that are more consultative because Mavericks have got a very low boredom threshold anyway so when they have fixed the problem, they need to move onto something else.

Mavericks tend to do things when they think there is a compelling reason to do it. They tend to work in companies that are aligned to what they want to achieve.

If a company is going to do true leadership with a team of individuals and get the best results out of them, they will need to make sure that the things they want to implement and how they are going to implement them is finely tuned to the individuals. That is what true management is about.

Is there any difference for black Mavericks in the workplace?…

There are a lot of people who may put black people in the Maverick space when they are not truly Mavericks. This might well be down to stereo tying, and how the black person perceives themselves, and how they act. For example I have been saying that Mavericks tend to challenge a lot, ask why – and it’s for a genuine reason. If a black person does it, rather than actually seeing whether it’s a Maverick type challenge or an aggressive challenge, it might be seen as a aggressive challenge anyway when it’s not.

Lack of confidence….

A lot of Mavericks are motivated internally which means that if they feel like they are doing a good job, they don’t need to be told. An external person needs to be told regularly by people that yes that’s a good job. If someone tells them they can’t do it then they believe them.

Tips for becoming internally motivated..

One of the most basic tips is to understand what you are good at doing and what you are not good at doing because people that are externally influenced in a negative way tend to know their weakness really well but don’t know their strengths.

People should have their strengths on a list and then expand that list so they can say, this is how I use that strength. People might say I’m too trusting, and see that weakness. What does too trusting mean in terms of strength? These people will have a wide circle of friends which can be a major asset. Asking people that you trust, what you are good at and what you are bad at, and what they would change if they were you could also be useful.

You can also have a plan of where you want to be and break it down into steps on how to get there.

If you understand why people do the things they do, you can actually dis-associate yourself from their own behaviours, and that itself will make you stronger.

Confidence in the work place….

Whether it is your own business or in the workplace, no one can argue with true confidence. If you are not self motivated and you really don’t think you are good at what you do despite being told, you may need someone to work with you, as you might not have the skills to bring out your best qualities and this is where a mentor can really help you to gain the competitive edge.