Connect with us

Leading

Climb to Greatness: Jim Collins Makes The Leap

Jim Collins has overcome childhood adversity to become on of the world’s most influential authors on corporate management and leadership. His key findings remain valid in the current economic environment.

Entrepreneur

Published

on

Author Jim Collins

“Good is the enemy of great”

Jim Collins decided this in eighth grade after his parents divorced and just in time to turn his average school marks into brilliant results, results that scored him a place at Stanford University in 1976 where he majored in mathematical sciences.

Good to Great: Why Some Companies Make the Leap and Others Don’t is Jim Collins’ fourth book from his ongoing, in-depth research into management. His insights, such as the Level 5 Leader and the Hedgehog Concept, created a huge stir in the business world that is beginning to buzz again as the current economic downturn tests his findings afresh. 

A Level 5 Leader is, in the words of Collins, a “paradoxical mix of personal humility and professional will.”

He goes on to say: “The most effective leaders of companies in transition are the quiet, unassuming people whose inner wiring is such that the worst circumstances bring out their best.They’re unflappable; they’re ready to die if they have to.

But you can trust that, when bad things are happening, they will become clearheaded and focused.”Characteristics that sound not only great, but necessary in a leader tasked with surviving the recession.

Jim Collins was named after his grandfather, a chief test pilot for the Grumman military aircraft company who died while testing the F3 biplane. His memory has been a constant presence in Collins’ life especially as he inherited his grandfather’s love of risk-taking, adventure and thrill-seeking. While studying at Stanford, Collins ran a rock-climbing school at Yosemite National Park in the US.

“My real education was at Yosemite. As a rock climber, the one thing you learn is that those who panic die on the mountain. You don’t just sit on the mountain.You either go up or go down, but don’t just sit and wait to get clobbered. If you go down and survive, you can come back another day. [In tough times] you have to ask the question, what can we do not just to survive but to turn this into a defining point in history?”

Collins co-authored his third book, Built to Last: Successful Habits of Visionary Companies, with Stanford professor Jerry Porras. It was a management best-seller that researched the key factors responsible for companies living long, robust corporate lives. The book’s success gave Collins the means to set up his own management laboratory with a team of researchers who were put to work on Good to Great soon after.

The Hedgehog Concept put forward in Good to Greatis, according to Professor Porras, “…one of Jim’s most substantial contributions. It’s worth the whole book. Most managers couldn’t tell you what the key denominator, the critical ‘per something’ in their business, would be if you asked.

But having a clear sense of that is super critical.” The term ‘Hedgehog Concept’ comes from the ancient Greek poet Archilochus who said, “The fox knows many things, but the hedgehog knows one big thing.”It’s a seemingly obvious method for greatness, but many companies are unfocused and unclear about their key business ratio which keeps them stuck at good.

Not only has Jim Collins discovered that he can rock-climb (“I was never the best, but if there had been an Olympic climbing team, I probably would have qualified for the American trials”), write best-selling books, consult, speak to large auditoriums of people and manage his wife’s triathlon career, he can also teach.

He returned to Stanford in 1989 to teach a course on entrepreneurship and was an instant natural. He listened to his students, challenged their ideas and thinking, and was passionate about pushing them to do their best. Students who saw entrepreneurship as the ‘get rich quick’ route were not his favourites and he referred to them as “built to flip”.

True entrepreneurial thinking is vital in a recession – the great business leaders are the ones who aren’t frozen by the changing reality but rather keep both eyes open for the opportunities a new system presents. “Today’s business leaders may not have led through a crisis before but the current conditions are not a world first.

History presents cases that show CEOs embracing turbulence as their friend, thinking innovatively and taking their companies from good to great.” One of Collins’ favourite examples is the Hewlett-Packard story.

“If you go back in history, a few companies used difficult times to bolster their legions of talent. After World War II, all the government labs were shutting down, and engineers were streaming out. Hewlett-Packard was actually going through a layoff. But at the same time, Bill Hewlett and Dave Packard said the greatest opportunity they ever got wasn’t technology; it was the opportunity to hire those engineers.Companies that say they can’t afford to hire people in a downturn aren’t thinking long-term enough. To achieve greatness you need to manage for the quarter-century.”

What needs to be remembered is that the great companies Collins researches were all start-ups in the beginning. They all had an entrepreneur at the helm driving the progress and constantly scanning the bigger picture.

According to Collins many of those leaders achieved Level 5 status thanks to the way they responded under pressure. “I don’t know if it can be learned… some of it is just innate.”

Jim Collins was once asked if he considers himself a Level 5 Leader. His response was honest and very personal. “My father was both incompetent and indifferent as a parent. That left me with a tremendous need for attention. To be really Level 5-like, eventually, I will have to overcome that. Am I capable of it? I don’t know. But (after working on Good to Great), I know it’s important to try.”

Entrepreneur Magazine is South Africa's top read business publication with the highest readership per month according to AMPS. The title has won seven major publishing excellence awards since it's launch in 2006. Entrepreneur Magazine is the "how-to" handbook for growing companies. Find us on Google+ here.

Leading

Want To Achieve Greatness? Force Everyone Out Of Their Comfort Zones

Diverse teams are better performing teams, but only when they are inclusive.

Rob Jardine

Published

on

achieving-greatness

Working in a diverse team feels uncomfortable and that’s why we perform better. Discomfort arouses our brain, which leads to better performance.

Diverse teams are smarter teams. They have higher rates of innovation, error detection and creative problem solving. In environments that possess diverse stakeholders, being able to have different perspectives in the room may even enable more alignment with varied customer needs.

Being able to think from different perspectives actually lights up areas of the brain, such as the emotional centres needed for perspective taking that would previously not be activated in similar or non-diverse groups.

In a nutshell, you use more of your brain when you encourage different perspectives by including different views in the room. However, work done at the NeuroLeadership Institute has proven that this only works when diverse teams are inclusive, and this still remains a key challenge in business today.

When we consider the amount of diversity present in the modern workplace and the addition of more diverse thinking as a result of globalisation and the use of virtual work teams, it’s clear that the ability to unlock the power of diversity is just waiting to be unleashed.

Here’s how you can unlock this powerful performance driver.

The Social Brain

Despite the rich sources of diversity present in most workplaces, companies are still often unable to leverage the different perspectives available to them in driving business goals. Recent breakthroughs in neuroscience have enabled us to understand why. The major breakthrough has centred around the basic needs of the social brain.

We have an instinctual need to continually define whether we are within an in-group or an out-group. This is an evolutionary remnant of the brain that enabled us to strive to remain within a herd or group where we had access to social support structures, food and potential mates. If we were part of the out-group it could literally have meant life or death. We are therefore hypersensitive to feelings of exclusion as it affected our survival.

The brain is further hardwired for threat and unconsciously scans our environments for threats five times a second. This means, coupled with our life or death need for group affiliation, we are hypersensitive to finding sameness and a need for in-group inclusion.

When we heard a rustle in a bush it was safer to assume that it may be a lion than a gust of wind. It is this threat detection network that has kept us alive until today. The challenge is that society has developed faster than our brains. In times of uncertainty we often jump to what is more threatening.

Some of the ways that this plays out is when we leave someone out of an email and they begin to wonder why they were left out. The problem is that it’s easy to unconsciously exclude someone if we are not actively including. The trouble occurs when we incorrectly use physical proxies to define in-group and out-group, as this is the most readily available evidence used unconsciously by the brain.

Barriers to Inclusion

A study done between a diverse group and non-diverse group demonstrates how this plays out in the work place. Both groups completed a challenging task and were asked how they felt they did as a team after the exercise.

The effectiveness of the team and how they perceived effectiveness were both measured in the study. It’s no surprise that the diverse team did better in the completion of the problem-solving task, but what is surprising is that they felt they did not do well. In contrast, the non-diverse team did worse, but felt that they had done well.

Working in a diverse team feels uncomfortable and that’s why we perform better. Discomfort arouses our brain, which leads to better performance. It feels easier to work in a team where we feel at ease in sameness, but in that environment we are more prone to groupthink and are less effective.

Creating Inclusion

We can’t assume that when we place diverse teams together we will automatically reap the rewards of higher team performance. As discussed, we’re hardwired for sameness and if we’re not actively including, we may be unconsciously excluding.

If we want diversity to become a silver bullet, we need to actively make efforts to find common ground amongst disparate team members. This in turn will build team cohesion and create a sense of unity, including reminders of a shared purpose and shared goals. Many global businesses put an emphasis on a shared corporate culture that supersedes individual difference.

It’s the same mechanism that is used in science fiction films that bond individuals together against a common alien invasion. It can also be used to describe why we felt such a great sense of accomplishment during the 2010 World Cup as we banded together as a nation.

We must also make sure we uplift all team members by sharing credit widely when available and recognising performance. The last thing we can do to further inclusion is to create clarity for teams. By removing ambiguity, we allow individuals to not jump to conclusions about their membership within groups and calm their minds so they can use their mental capacity to focus on the task at hand.

Continue Reading

Leading

To Get A Job Or Not Get A Job. What Are We Teaching Our Children?

Remember the days where if you went to school and studied a degree, you got a job and built a career that enabled you to retire comfortably? I don’t, in fact I’m not sure those days ever really existed. If they did, they are long gone.

David Wilson

Published

on

young-child-impression

Today STATS SA tells us only 1 in 3 of the youth in South Africa have a job, even worse still – 34% of graduates aged 15-24 are unemployed1. The bottom line is that there are not enough jobs to cater for every child that finishes school. Our children need to learn entrepreneurship. If we want a brighter future for them, we need to nurture, teach and develop the skills and behaviours required to create jobs of their own.

With no intention of knocking the school system it would seem for the most part it discourages entrepreneurial thinking on a fundamental level; it prepares students to become good employees. Tuck your shirt in, sit still, stand in line, do your homework, focus on the task, check this box, you get the picture. Three decades ago this may have worked but it won’t work when we are trying to teach our children to survive the forth industrial revolution and prepare for jobs that don’t yet exist!

It may sound like a cliché, but kids are our future. As a parent I believe one of the most important duties we have is to give our children the best possible start. We need to prepare them on how to live, survive and thrive in a world that is rapidly changing, mostly unpredictable and often unforgiving. This starts by identifying the skills and nurturing the behaviours that will give them the best chance for success.

Related: Watch List: 11 Teen Entrepreneurs Who Have Launched Successful Businesses

Teaching entrepreneurship prepares our children for the future

Entrepreneurship encompasses so much more than starting and running a business. It’s a shift in mindset, a different way of thinking. Entrepreneurship views problems as opportunities and fuels creativity in the pursuit of solutions. All these skills can be applied to life.

Successful entrepreneurs are resourceful, self-confident and tenacious. They are great communicators and marketers, good at identifying and understanding risk. They have learnt from failure and made mistakes. Entrepreneurs are financially literate, understand cash flow and how to manage money. Again, these are skills that every child and student can benefit from.

To make it in the workplace of the future you will need to be self-confident, innovative, creative, motivated and curious.

Employers will need to hire staff that have the creative ability to innovate and ensure the longevity of their organisations. Those people that show entrepreneurial flair will be in demand in a world that is ever and more rapidly changing.

Exposing our children to entrepreneurship, teaching them the fundamental skills and behaviours required to start a business, and letting them know it is a career choice should be a requirement in all schools and endorsed and supported by all parents.

References:

  1. Youth unemployment still high in Q1: 2018 http://www.statssa.gov.za/?p=11129

Read next: Kid Entrepreneurs Who Have Already Built Successful Businesses (And How You Can Too)

Continue Reading

Leading

How To, In Practice, Distinguish Between Executive, Non-Executive And Independent Directors And Their Functions

Learn more about the differences in executive and non-executive directors.

RSM

Published

on

By

business-directors

Definition of a director in terms of the Companies Act

Section 1 of the Companies Act 71 of 2008 (Companies Act) defines a Director as “a member of the board of a company, as contemplated in section 66, or an alternate director of a company and includes any person occupying the position of director or alternate director, by whatever name designated”.

Powers of directors

Section 66 of the Companies Act determines that the business and affairs of the company must be managed by or under the direction of its board and that the board has the authority to exercise all of the power and perform any of the functions of the company, except to the extent that the Companies Act or the Company’s Memorandum of Incorporation provides otherwise.

The board of directors, for the first time in our current Companies Act has been assigned the legal duty and responsibility and play a very important role in managing the affairs of the company and making vital decisions on behalf of the company.

Related: What You Need To Know Before Transitioning From Business Owner To Director

Number of directors required on a board

In the case of a private company, or a personal liability company, the board must consist of at least one director and the case of a public company, or non-profit company, the board must consist of at least three directors. A JSE listed company requires at least four directors. The company’s Memorandum of Incorporation may however specify a higher number, substituting the minimum number of directors required.

How to distinguish between executive, non-executive and independent directors and their functions

A clear distinction is noticeable between the different types of directors in practice, even though the Act does not distinguish between executive, non-executive and independent directors.

The below table gives a clear understanding of the differences between executive and non-executive directors:

Executive directors

Non-executive directors

Member of the board of directors with directors’ duties.

Part of the executive team, as an employee of the company and generally under a service contract with the company. Not an employee of the company.
Involved in the day-to-day management of the company. Not involved in the day-to-day management of the company.
In addition to a salary, does not receive directors’ fees. May receive Directors’ fees, but does not receive a salary.
Shareholders are not involved in approving their salary packages. Shareholders must approve their fees by way of special resolution, in advance.
Employee entitlements apply, such as annual and sick leave. No entitlements apply.
Has an intimate knowledge of the workings of the company. They contribute to the development of management strategies and monitor the activities of the executive directors.
They carry an added responsibility. Entrusted with ensuring that the information laid before the board by management is an accurate reflection of their understanding of the affairs of the company. Plays an important role in providing objective judgement, independent of management on issues the company are facing.

 

Independent, non-executive director

An independent, non-executive director does not have a relationship, directly or indirectly with the company other than his or her directorship. They should be free of any relationship that could materially interfere with the independence process of his or her judgement and they do not represent the shareholders of the company.

An independent, non-executive director should be evaluated on an annual basis to determine if they are still considered independent.

Related: The Role, Responsibilities and Liabilities Facing Non-Executive Directors

The role of these directors

All directors should apply objective judgment and an independent state of mind, regardless of the classification as an executive, non-executive or independent non-executive director.

Executive directors may be appointed as non-executive directors on other boards if this does not influence their current position and is in accordance with company policy.

Before a director accepts the appointment, they should be familiar with their duties and responsibilities and be provided with the necessary training and advice.

Continue Reading
Advertisement

SPOTLIGHT

Advertisement

Recent Posts

Follow Us

Entrepreneur-Newsletters
*
We respect your privacy. 
* indicates required.
Advertisement

Trending