According to Jim Collins, there are five levels of leadership. The level 1 leaders are good at their work individually. They can contribute their best individually both efficiently and effectively. The level 2 leaders are not only efficient and effective but also work in teams effectively thus gelling well with team members. The level 3 leaders are competent managers who can get the work done effectively and efficiently from level 1 and level 2 leaders. The level 4 leaders think ahead of level 3 leaders as they have clear vision to where they intend to go and take their team members forward. Finally, the level 5 leaders are highly passionate and don’t mind who get credit for their contribution. They have humility and professional will. Such leaders take organizations to greater heights of glory. Level 5 leaders are required to take organizations from good to great. Are there level 6 leaders beyond level 5 leaders? Let us look at the same.
Level 6 Leaders:
Level 6 leaders work with passion, patience and perseverance. They emphasize on values and ethics. They empathize with others. They believe in values based leadership. They build further leaders thus ensuring longevity of the organizations. They know how to inspire the motivate people. They are master trainers and mentor others. They are transformational leaders with passion to make others believe in themselves for the good of others. They are knowledge leaders having specialized knowledge. They are thought leaders who see the invisible and forecast the future requirements that are beyond the reach of normal leaders.
Level 6 leaders strive for the personal and professional success of their followers. They handhold, guide and groom them as leaders. They create more leaders to take things forward. They ensure the longevity of the organization without expecting any rewards and returns.
To conclude, level 6 leaders create more leaders. They are above level 5 leaders. They are humane and kindhearted. They believe in soft leadership that blends both soft and hard skills. These leaders are legends who will be remembered for several generations for their commitment and making difference in the lives of others.
Professor M.S.Rao
Founder and Chief Consultant,
MSR Leadership Consultant, India
Blog: http://profmsr.blogspot.com
Where Knowledge is Wealth
Email: profmsr7@gmail.com
Monday, October 18, 2010
“What is Customer Pipeline?” – Professor M.S.Rao
You must have heard about leadership pipeline. Let us also know about customer pipeline. It sounds strange to hear about customer pipeline, right!
In leadership pipeline companies keep their leadership talent in the pipeline to avert any kind of organizational eventuality. Especially when key senior executive surprises with sudden resignation, companies don’t have to worry with the sudden exit as they ask the next senior most to take up the charge for time being. In the meanwhile companies shortlist the leadership talent available in the leadership pipeline for senior position for taking the organization forward smoothly and successfully. Leadership pipeline helps companies to have organizational effectiveness and excellence. However, in customer pipeline companies must constantly create new customers as an ongoing process as customers are not permanent to any particular company or brand. When customers find better products and services elsewhere they shift their loyalty. Therefore, companies must regularly find out the pulse of the people to know their tastes and temperaments in order to retain their loyalty. Precisely, customer pipeline is all about retaining the existing customers by finding their changing tastes and temperaments and expanding the customer base through innovative tools and techniques through continuously and constantly for the growth of the company.
Researchers and marketing experts must look at the ways and means to explore and expand this concept as it is well known fact that all businesses purely depend on customers.
Professor M.S.Rao
Founder and Chief Consultant,
MSR Leadership Consultant, India
Blog: http://profmsr.blogspot.com
Where Knowledge is Wealth
Email: profmsr7@gmail.com
In leadership pipeline companies keep their leadership talent in the pipeline to avert any kind of organizational eventuality. Especially when key senior executive surprises with sudden resignation, companies don’t have to worry with the sudden exit as they ask the next senior most to take up the charge for time being. In the meanwhile companies shortlist the leadership talent available in the leadership pipeline for senior position for taking the organization forward smoothly and successfully. Leadership pipeline helps companies to have organizational effectiveness and excellence. However, in customer pipeline companies must constantly create new customers as an ongoing process as customers are not permanent to any particular company or brand. When customers find better products and services elsewhere they shift their loyalty. Therefore, companies must regularly find out the pulse of the people to know their tastes and temperaments in order to retain their loyalty. Precisely, customer pipeline is all about retaining the existing customers by finding their changing tastes and temperaments and expanding the customer base through innovative tools and techniques through continuously and constantly for the growth of the company.
Researchers and marketing experts must look at the ways and means to explore and expand this concept as it is well known fact that all businesses purely depend on customers.
Professor M.S.Rao
Founder and Chief Consultant,
MSR Leadership Consultant, India
Blog: http://profmsr.blogspot.com
Where Knowledge is Wealth
Email: profmsr7@gmail.com
“Grooming Generation X as Leaders” – Professor M.S.Rao
“Most CEOs are boomers, and an impending leadership crisis is coming. As many as half of senior managers are leaving in the next five years.” – McKinsey Trends Quarterly
You heard about generation and generation gap where generation means people who are born in a particular period and the generation gap means the gap between two generations. However, there is another term ‘Generation X’, widely used for the people who were born after baby boomers and before generation Y (Gen Y). Precisely, they are called Gen Xers. Gen X is very difficult to define as it is not clear exactly the years these people were born because some experts classified these people having been born in the period of 1965 - 1976 and some in the period of 1961 - 1981. They are also known as Thirteenth Generation and baby busters.
Generation Y (Gen Y) are those who were born in the period of 1977 -1996. The early members of Gen Y are often referred as MTV Generation. They are largely the children of the baby boomers and younger members of this generation have parents that belong to Gen X. They are also called Net Generation, Generation Next, iGeneration and the Millennial Generation. The details of all generations are briefly outlined as follows:
Baby Boomers (born 1946-1964)
Generation Xers (born 1965-1976) / (1961-1981)
Generation Yers (born 1977 – 1996)
Digital Natives who are also referred as Hyper-connected (born after 1997)
Challenges for Gen X:
"Challenges are what make life interesting; overcoming them is what makes life meaningful." -Joshua J. Marine
There are several challenges for Gen Xers. Their percentage is lesser than Gen Y. In fact, Gen Xers are caught between the devil and deep sea where older people enjoyed several benefits being senior and the younger generation is much benefited by the rapid growth in technology. They are sandwiched between two other generations such as baby boomers and Gen Y. When baby boomers retire it is the X-ers who have to take up the leadership roles.
Grooming Gen-X as Leaders:
“It is possible at any age to discover a lifelong desire you never knew you had.” - Robert Brault
As the baby boomers are retiring we are heading towards a major global challenge to keep Gen X ready to take on leadership roles and responsibilities. How does it happen? Are the organizations ready to train and groom these people? Have they kept these people in the leadership pipeline?
Gen X employees are a cursed lot as they are not experts in technology like Gen Y. They missed their bus because they were born in a particular era. Their average tenure span at the workplace is decreasing with an average of three to five year life span in any one organization. Companies have made mistake by not focusing on their training and grooming for senior positions. One great advantage is that they have passion for learning and growing and are willing to take up leadership positions. Since baby boomers are retiring there is dearth of leadership talent at the top. Therefore, companies must put earnest efforts to train and groom Xers so that the talent is kept ready in the leadership pipeline to take the companies to greater heights.
Professor M.S.Rao
Founder and Chief Consultant,
MSR Leadership Consultant, India
Blog: http://profmsr.blogspot.com
Where Knowledge is Wealth
Email: profmsr7@gmail.com
You heard about generation and generation gap where generation means people who are born in a particular period and the generation gap means the gap between two generations. However, there is another term ‘Generation X’, widely used for the people who were born after baby boomers and before generation Y (Gen Y). Precisely, they are called Gen Xers. Gen X is very difficult to define as it is not clear exactly the years these people were born because some experts classified these people having been born in the period of 1965 - 1976 and some in the period of 1961 - 1981. They are also known as Thirteenth Generation and baby busters.
Generation Y (Gen Y) are those who were born in the period of 1977 -1996. The early members of Gen Y are often referred as MTV Generation. They are largely the children of the baby boomers and younger members of this generation have parents that belong to Gen X. They are also called Net Generation, Generation Next, iGeneration and the Millennial Generation. The details of all generations are briefly outlined as follows:
Baby Boomers (born 1946-1964)
Generation Xers (born 1965-1976) / (1961-1981)
Generation Yers (born 1977 – 1996)
Digital Natives who are also referred as Hyper-connected (born after 1997)
Challenges for Gen X:
"Challenges are what make life interesting; overcoming them is what makes life meaningful." -Joshua J. Marine
There are several challenges for Gen Xers. Their percentage is lesser than Gen Y. In fact, Gen Xers are caught between the devil and deep sea where older people enjoyed several benefits being senior and the younger generation is much benefited by the rapid growth in technology. They are sandwiched between two other generations such as baby boomers and Gen Y. When baby boomers retire it is the X-ers who have to take up the leadership roles.
Grooming Gen-X as Leaders:
“It is possible at any age to discover a lifelong desire you never knew you had.” - Robert Brault
As the baby boomers are retiring we are heading towards a major global challenge to keep Gen X ready to take on leadership roles and responsibilities. How does it happen? Are the organizations ready to train and groom these people? Have they kept these people in the leadership pipeline?
Gen X employees are a cursed lot as they are not experts in technology like Gen Y. They missed their bus because they were born in a particular era. Their average tenure span at the workplace is decreasing with an average of three to five year life span in any one organization. Companies have made mistake by not focusing on their training and grooming for senior positions. One great advantage is that they have passion for learning and growing and are willing to take up leadership positions. Since baby boomers are retiring there is dearth of leadership talent at the top. Therefore, companies must put earnest efforts to train and groom Xers so that the talent is kept ready in the leadership pipeline to take the companies to greater heights.
Professor M.S.Rao
Founder and Chief Consultant,
MSR Leadership Consultant, India
Blog: http://profmsr.blogspot.com
Where Knowledge is Wealth
Email: profmsr7@gmail.com
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