Chief executive officer

A chief executive officer (CEO in American English) or managing director (MD in British English) describes the position of the most senior corporate officer, executive, or administrator in charge of managing a non-profit or for-profit organization.

The CEO of a corporation or company typically reports to the board of directors and is charged with maximizing the value of the entity. Titles also often given to the holder of the CEO position include president and chief executive (CE)

Responsibilities:

The responsibilities of an organization's CEO are set by the organization's board of directors or other authority, depending on the organization's legal structure. They can be far-reaching or quite limited and are typically enshrined in a formal delegation of authority.

Typically, the CEO/MD has responsibilities as a director, decision maker, leader, manager and executor. The communicator role can involve the press and the rest of the outside world, as well as the organization's management and employees; the decision-making role involves high-level decisions about policy and strategy. As a leader of the company, the CEO/MD advises the board of directors, motivates employees, and drives change within the organization.

As a manager, the CEO/MD presides over the organization's day-to-day operations.The term refers to the person who takes all the decisions regarding the upliftment of the company, which includes all sectors and fields of the business like operations, marketing, business Development, finance, Human resources, etc. The CEO of a company is not necessarily the owner of the company.

Characteristics

According to a study by Carola Frydman of MIT, from 1936 to the early 2000s there has been a rapid increase in the share of CEOs holding an MBA; from approximately 10% of CEOs in 1960 to more than 50% by the end of the century. Earlier in the century, top executives were more likely to have technical degrees in science and engineering or law. As of 2014, there were 24 female CEOs in Fortune 500 companies, which is a record 4.8

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Leadership development

Leadership development refers to any activity that enhances the quality of leadership within an individual or organization. These activities have ranged from MBA style programs offered at university business schools to action learning, high-ropes courses and executive retreats.

Developing individual leaders

 
Traditionally, leadership development has focused on developing the leadership abilities and attitudes of individuals.

LEAD is an annual leadership event platform dedicated to creating #AWorldInspired. World class, inspirational speakers have included, 42nd President of the USA, Bill Clinton, leadership coach, Marshall Goldsmith and youth leadership guru, Craig Kielburger.

Just as people are not all born with the ability or desire to play football (soccer) like Zinedine Zidane or to sing like Luciano Pavarotti, people are not all born with the ability to lead.[citation needed] Different personal traits and characteristics can help or hinder a person's leadership effectiveness and require formalized programs for developing leadership competencies

Classroom-style training and associated reading is effective in helping leaders to know more about what is involved in leading well. However, knowing what to do and doing what one knows are two very different outcomes; management expert Henry Mintzberg is one person to highlight this dilemma. It is estimated[by whom?] that as little as 15% of learning from traditional classroom-style training results in sustained behavioral change within workplaces.

The success of leadership development efforts has been linked[by whom?] to three variables:

•    Individual learner characteristics
•    The quality and nature of the leadership development program
•    Genuine support for behavioral change from the leader's supervisor

Military officer-training academies, such as the Royal Military Academy Sandhurst, go to great lengths to accept only candidates who show the highest potential to lead well. Personal characteristics that are associated[by whom?] with successful leadership development include leader motivation to learn, a high achievement drive and personality traits such as openness to experience, an internal focus of control, and self-monitoring.In order to develop individual leaders, supervisors or superiors must conduct an individual assessment.

Development is also more likely to occur when the design of the development program:

• integrates a range of developmental experiences over a set period of time (e.g. 6–12 months). These experiences may include 360 degree feedback, experiential classroom style programs, business school style coursework, executive coaching, reflective journaling, mentoring and more.
• involves goal-setting, following an assessment of key developmental needs and then an evaluation of the achievement of goals after a given time period
• Among key concepts in leadership development one may find:
• Experiential learning: positioning the individual in the focus of the learning process, going through the four stages of experiential learning as formulated by David A. Kolb: 1. concrete experience 2. observation and reflection 3. forming abstract concept 4. testing in new situations.
• Self efficacy: the right training and coaching should bring about 'Self efficacy' in the trainee, as Albert Bandura formulated: a person's belief about his capabilities to produce effects
• Visioning: Developing the ability to formulate a clear image of the aspired future of an organization unit.
• Attitude: attitude plays a major role in being a leader.

A good personal leadership development program should[original research? enable one to develop a plan that helps one gain essential leadership skills required for roles across a wide spectrum from a youth environment to the corporate world.

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“Customer service shouldn’t be a department; it should be the entire company.” — Tony Hsieh, CEO of Zappos

There was a sales guy who wanted to sell TV sets to an African village headman; this head man also had a storyteller as a part of his tribe. So, the village head man says –My story teller knows a lot of stories and keeps me entertained, why should I buy this TV. The salesman replied that the TV knows a lot more stories than the Storyteller.

To which the Headman replied beamingly “ah, but my storyteller knows me”. When I started looking for stories of brands and organizations that were obsessive with customer centricity –I came upon loads of warm reassuring stories –Let me begin with some of my favorites

When Tony hsieh of Zappos would go out with his friends, they would call up the Zappo’s helpline and ask directions to the closest pizzeria, the customer rep would hang up, get the required data and call them back. This was from the call centre agent of an online Shoe store.

In addition to this another thing about Zappos, unlike other call centre agents, the objective was not to hang-up on the client with a “barely there info” and success wasn’t measured on quick rotation of calls. The longest call that was recorded reportedly went on for 10 hours!

The second story goes like this, Guy Kawasaki and Richard Branson were speaking at a conference and while they were waiting to be seated, Richard asked him about his preference of airline, Guy replied that he was a frequent flier on United and it would take a lot for him to change that.
As soon as he heard that, Richard went down on one knee and started polishing Guys shoes with his coat and asked him to consider Virgin!! And Guy says he has been a Virgin customer from then on. At first glance, this could look like one of Richard’s many stunts, and there have been some. But, I would like to believe at the heart of it, Richard embodied the brand and wanted Guy as a customer and that was it!

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Poverty of Attention!

Information consumes attention, wealth of information leads to poverty of attention –Herbert Simon.

The sheer magnitude of information we are forced to consume, assimilate and act upon is an indication of the turbulent times we are in. The first casualty in dealing with this onslaught is Focus, Leaders grapple with sense making from all the various messages and stimuli and deal with it in their own way. It becomes more important to make the leaders stop doing something than in doing something new, this state of zen or FLOW can arise only when the expertise and skill required to achieve the task is at the right proportion, if skill is higher than the task being performed, it leads to boredom .If the skill required is lower than what’s expected for the task ,apathy sets in.

Being able to filter and the ability to distil the essence of complex decision making into granular functions is extremely important. The brain when functioning at peak efficiency is actually at a satisfying hum of a superb engine rather than a frantic throbbing roar, this happens when the brain is fully immersed in performing the task. When regular actions become habits, the brain expends lesser energy in performing the same .

Kumbhakarna and communication !

 How many of you have been subjected to mind numbing hours of meetings where one person drones on and the others pretend to be enthused, let’s be fair –we were no different when we were heading your own meetings. In fact, during my coaching interventions with organizations, I monitor the number of man hours being spent on meetings, time saved by having lesser meetings leads to more introspection and greater innovation. Being statused all the time is essential during an all hands on deck scenario, but cannot be a regular occurrence.

There are different kinds of communication in an organisation –One on One, One to many and mediums being verbal and written. The importance of clarity of thought and communication emerges out of this story of Kumbhakarna.

Kumbhakarṇa was a rakshasa and younger brother of Ravana in the Epic Ramanaya. Despite his monstrous size and great hunger, he was described to be of good character, he was considered so pious, intelligent and brave that Indra was jealous of him. Along with his brothers, Ravana and Vibhishana, he performed a major yajna and penance for Lord Brahma. When the time came for asking a boon (blessing) from Brahma, his tongue was tied by goddess Saraswati (acting on Indra's request). So instead of asking "Indraasana" (seat of Indra), he asked for "Nidraasana" (bed for sleeping). It is also said he intended to ask for Nirdevatvam (annihilation of the Devas), and instead asked for Nidravatvam (sleep). His request was granted. But his brother Ravana asked Brahma to undo this boon as it was in reality a curse. The boon was amended so Kumbhakarna would sleep for six months and be awake for six months.

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Brain -Behaviour link

Let us step into a bit of Neuroscience and understand how the brain interprets data ,There are two operating systems in the brain –the rational, conscious part of the brain that has been added along when man evolved as the neo cortex and the reptilian brain or the limbic brain that is a remnant of our prehistoric past ,whilst the hero has always been considered the rational brain ..the real hero or villain is the limbic or reptilian brain that adopts shortcuts to understand something faster .

 Something unique about the brain –it weighs about 2% of our body weight, but consumes 20% of our energy. Sense and decision making consumes a lot of energy, and when you are low on energy, your body immediately craves for a hit in sugar ,do you now understand why chocolates are sold in the counter closest to the cash counter, all those decisions you made by choosing one brand over plenty of others on retail shelves have left you drained.

This is also the reason that the president of the united states and Marc Zuckerberg don’t change their wardrobe as often and I quote the president “I have many decisions to make and I can’t squander that energy into figuring out my wardrobe and breakfast “.These shortcuts that your brain adopts to understand and make sense is why “perception is reality” .

It’s a deep understanding of oneself to begin with and an understanding of how one is perceived .When I coach Cxo’s, I hear them say things like “I am perceived to be a hard task master who doesn’t empathize with my subordinates, that s not who I am, this is just a perception. If three people say you snort like a Horse, please buy a saddle !! Perception is Reality.

The brain just like any super efficient self regulating system is constantly trying to figure out ways to economize on energy expenditure. Try and remember the first time you drove your car-Each and every step consumed a lot of thought and hence energy. 

All these actions were being embedded in the logical port of the brain, once it becomes a habit ,this task is handed over to the limbic part of the brain where the behavior is instinctive and hence does not consume too much energy. Which is why habit formation and routines are so important in gaining new behavior for individuals and organizations?

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Executive coaching India

I provide coaching interventions to create transformational Leadership practices that drive business results. I am a CPC (Certified Professional Coach),a graduate of  International Coach Academy, Sydney. I am also a credentialed PCC (Professional Certified Coach) by ICF (International Coach Federation). I specialize in strategic coaching interventions along with a multidisciplinary approach involving -Consulting, Executive Coaching, Organizational Development, Employer branding etc. As a Leadership Coach with more than 1000 hours of coaching experience, I deliver One-on-One as well as Team Coaching interventions across various organizations. Apart from having been one of the youngest leaders in some of the biggest media organizations in India, I am an ardent advocate of strategic coaching in building organization resilience, accountability and empowerment.

I am also the Co Founder of “Coatom”, the world’s first fully integrated Online Coaching Marketplace; Coatom is on a mission to make Coaching global, accessible and affordable.I have worked with The National Geographic, Zee Telefilms and The Indian Express in my nearly two decade long work experience. My last assignment was heading sales and Business Development for The National Geographic Channel as Vice President for the Indian region .I have handled business development projects in Japan, Singapore and the MENA (Middle East North Africa) regions. I have used consensus building, vision articulation and coaching skills extensively as a part of his career.
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CEO coaching India

Hello! Nice to see you here, my name is Jay Kumar Hariharan and I work with Ceo’s and their direct reports across various organizations. I provide coaching interventions to create transformational Leadership practices that drive business results. I am a CPC (Certified Professional Coach),a graduate of  International Coach Academy, Sydney. I am also a credentialed PCC (Professional Certified Coach) by ICF (International Coach Federation). I specialize in strategic coaching interventions along with a multidisciplinary approach involving -Consulting, Executive Coaching, Organizational Development, Employer branding etc. As a Leadership Coach with more than 1000 hours of coaching experience, I deliver One-on-One as well as Team Coaching interventions across various organizations. Apart from having been one of the youngest leaders in some of the biggest media organizations in India, I am an ardent advocate of strategic coaching in building organization resilience, accountability and empowerment.

I am also the Co Founder of “Coatom”, the world’s first fully integrated Online Coaching Marketplace; Coatom is on a mission to make Coaching global, accessible and affordable.I have worked with The National Geographic, Zee Telefilms and The Indian Express in my nearly two decade long work experience. My last assignment was heading sales and Business Development for The National Geographic Channel as Vice President for the Indian region .I have handled business development projects in Japan, Singapore and the MENA (Middle East North Africa) regions. I have used consensus building, vision articulation and coaching skills extensively as a part of his career.
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Leadership coach India  | Business coaching India  | Executive coaching India | Leadership Trainer India | Motivational Speaker in India 

Leadership Value Preposition –What’s yours?

A value proposition is a short statement that clearly communicates the benefits that your stakeholders get by using your product, service or idea. It "boils down" all the complexity of your pitch into something that your stakeholder can easily grasp and remember.

It's not enough just to describe the features or capabilities of your leadership style, your statement needs to be very specific. Your value proposition must focus closely on what your stakeholders really want and value. Do they want a problem solver style, a collaborative growth oriented style, an aggressive style to take on competition and get to market faster?

A value proposition is a useful technique that has a much wider application than just marketing your leadership, too. 

Whatever you are 'selling' and to whom, a value proposition is useful, if not essential. Whether your 'customers' are external customers, employees, co-workers or even your family, the idea is to help them see the specific value your offer brings to them. And by doing so, you will grab their attention in such a way that they know: "Yes, that's right for me".

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