Do you want to attract talented great leaders?

Are you CEO – you got to read this? This will help you and your organization.

Retaining talent makes a difference for any organization. A talented leader is not just one person – is an army. It will give your business that extra growth potential when you need it.

Are you losing great leaders? Are you a talented leader?

If you are a leader, this can help you - a deeper understanding of scattered bits of information you had. It will help you bridge the gap between them. The public sector has very few talented leaders because they break all these rules habitually.

Do you want to attract talented great leaders to your organization?

Do you want to be a great leader for your present and future team with the dos and don’ts?

Here are three steps:

1.??????Culture:

·????????Not allowing making mistakes. Set examples like: I am all in for the mistakes. I don’t have a problem with new mistakes. But I have a big problem with old mistakes.

·????????No vision. We're just doing it. Everyone in the organization knows when the vision is talked about. After it's talked about they feel it is accurate. You should have a clear vision of where the organization is going.

·????????No clear direction. The more clarity teams have, the better their results are working on a plan to execute it.

·????????Promoting wrong people up. They read between the lines.

·????????Not having the flexibility to integrate work with their personal lives.

·????????Measuring hours instead of results. They don’t have a problem with being accountable based on their actions – results. But not with hours or minutes. Set the expectation for result-oriented.

2.??????Emotions:

·???????Care genuinely, and they'll care back.

·????????Breaking your promises, having character issues, and not setting a great personal example.

·????????Always admit your mistake and learn from your mistake. Whether you're a leader or a member

·????????Failure to give credit when credit is due. Give them the credit if they are reasons for initiatives or output or success.

·????????Not investing time, energy, or money in people, tools, or technology.

·????????Not felt a sense of belonging among caring and trusted colleagues.

3.??????Execution:

·????????Don’t Box people into the job description. Talented Leaders are Different. They are not too many shoppers. They want to find a home and build an organization.

·????????Expecting too much too soon. Build expectation plan - 30, 60, 90 days. Set the tone - don’t worry all at once. Learn the system, Learn the language, and Build relationships. Give the feedback. Ask them to share some new ideas. Remember Feedback is two ways.

·????????Expecting too little or they are not being challenged. Leaders are all-in mentality. They want to do something never done and build something big. They will be surprised if you don’t have high expectations. They want to do more and they expect the same thing from others.?

·????????Not being the hands-on leader and aware of what is going on, on a daily basis. Know what is happening. Being present in the moment.

·????????You are not being predictable. Talented leaders want to work with other predictable leaders. Watch predictability, learn.?