Comments on: Putting Success into Succession http://ninasimosko.com/blog/putting-success-into-succession/ Nina Nets it Out - Leadership perspectives by Nina Simosko Tue, 09 Mar 2010 15:06:56 +1100 http://wordpress.org/?v=2.8.4 hourly 1 By: Women to Drive High Tech Growth | NinaSimosko.com http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-1710 Women to Drive High Tech Growth | NinaSimosko.com Fri, 05 Feb 2010 22:53:24 +0000 http://ninasimosko.com/blog/?p=40#comment-1710 [...] But what it the opportunity for leaders? First, we need to acknowledge that we are not facing a recession – but a reset (as John Hope Bryant suggests). Next we need to look to those women in our management ranks who are already leaders in their fields. We need to support them and mentor them in the way that the grass roots social networks are doing. And we need to actively plan for their success and succession. [...] [...] But what it the opportunity for leaders? First, we need to acknowledge that we are not facing a recession – but a reset (as John Hope Bryant suggests). Next we need to look to those women in our management ranks who are already leaders in their fields. We need to support them and mentor them in the way that the grass roots social networks are doing. And we need to actively plan for their success and succession. [...]

]]> By: NinaSimosko.com » Blog Archive » Are Hackers Our Future Heroes? http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-1006 NinaSimosko.com » Blog Archive » Are Hackers Our Future Heroes? Fri, 03 Apr 2009 15:50:12 +0000 http://ninasimosko.com/blog/?p=40#comment-1006 [...] as I have suggested previously, leaders need to work now to prepare their businesses for a different kind of future. We need to [...] [...] as I have suggested previously, leaders need to work now to prepare their businesses for a different kind of future. We need to [...]

]]> By: Nina http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-360 Nina Fri, 01 Aug 2008 13:40:46 +0000 http://ninasimosko.com/blog/?p=40#comment-360 Shann, Enjoy....no royalties needed as it isn't mine either! ;-)) Shann,
Enjoy….no royalties needed as it isn’t mine either! ;-) )

]]> By: Shann http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-358 Shann Fri, 01 Aug 2008 13:16:52 +0000 http://ninasimosko.com/blog/?p=40#comment-358 I love the "ignorance is my greatest asset" quote and will be reusing that! Thanks. I love the “ignorance is my greatest asset” quote and will be reusing that! Thanks.

]]> By: Nina http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-351 Nina Thu, 31 Jul 2008 15:33:55 +0000 http://ninasimosko.com/blog/?p=40#comment-351 Shann, Thanks so much for your comment. In my own experience, I have found that Gen Y folks, generally speaking of course, are eager to do great things at work. They do see "greatness" as perhaps different from traditional views of what that used to mean, however, I strongly encourage my managers to empower these folks to do what they see as important, but within guidelines that make sense for the overall business. So, as I see it, leaders should hire smart, energetic people, set a direction for the organization, sound the starting gun, observe and adjust course as needed. I have had many a talk with folks on my teams that do things very differently than I might do them. But, I have been humbled over the years enough to know that my way is just one of many ways to an end. This was an important and invaluable lesson for me as a leader. As for experience or mastery developed over time, I surely won't discount the tremendous value of this. However, as I wrote about in a prior entry [http://ninasimosko.com/blog/2008/04/02/it-takes-a-village/], "...someone once said to me when I asked what they knew about my business, “my ignorance is my most valuable asset.” At first I thought this was a flip answer to my question, but upon reflection, this is a rather insightful and accurate statement. It is, in fact, an outsider’s ignorance that allows them to ask questions without being unduly influenced or constrained by existing paradigms and allows for comments/feedback that might not be given by someone more “in the know.” In truth, I have even taken to hiring from outside the industry to reap the benefits of this blissful ignorance!" This said, re-frame a Gen-Y's lack of experience as a potential asset vs. a liability. Then, combine that with showing them how those of us with experience can add value in a synergistic way with their energy and enthusiasm. I hope that offers some perspective, Shann! Shann,
Thanks so much for your comment. In my own experience, I have found that Gen Y folks, generally speaking of course, are eager to do great things at work. They do see “greatness” as perhaps different from traditional views of what that used to mean, however, I strongly encourage my managers to empower these folks to do what they see as important, but within guidelines that make sense for the overall business.

So, as I see it, leaders should hire smart, energetic people, set a direction for the organization, sound the starting gun, observe and adjust course as needed. I have had many a talk with folks on my teams that do things very differently than I might do them. But, I have been humbled over the years enough to know that my way is just one of many ways to an end. This was an important and invaluable lesson for me as a leader.

As for experience or mastery developed over time, I surely won’t discount the tremendous value of this. However, as I wrote about in a prior entry [http://ninasimosko.com/blog/2008/04/02/it-takes-a-village/], “…someone once said to me when I asked what they knew about my business, “my ignorance is my most valuable asset.” At first I thought this was a flip answer to my question, but upon reflection, this is a rather insightful and accurate statement. It is, in fact, an outsider’s ignorance that allows them to ask questions without being unduly influenced or constrained by existing paradigms and allows for comments/feedback that might not be given by someone more “in the know.” In truth, I have even taken to hiring from outside the industry to reap the benefits of this blissful ignorance!” This said, re-frame a Gen-Y’s lack of experience as a potential asset vs. a liability. Then, combine that with showing them how those of us with experience can add value in a synergistic way with their energy and enthusiasm.

I hope that offers some perspective, Shann!

]]> By: Shann http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-350 Shann Thu, 31 Jul 2008 14:54:46 +0000 http://ninasimosko.com/blog/?p=40#comment-350 Hi Nina, I started with reading the HBR article on traps that leaders fall into when chosing successors and that led me to your post. I love your comment about rethinking the way we do business. My observations and experience have me believing that it's much easier (and more often) said than done and starting from the top to set the example, every leader has to be committed to making that change. The reference to great mentors is important to the succession and so is taking advantage of executive coaching so leaders can really understand and commit to future success of their people and through them the organization. Succession becomes the real legacy of good leadership. Considering Gen Y-personally, I love the enthusiasm and ideas, but I do have concern over the lack of regard for experience. Any suggestions on balancing between boredom and the need to achieve a level of expertise or mastery which comes with time and learning from mistakes? Hi Nina,
I started with reading the HBR article on traps that leaders fall into when chosing successors and that led me to your post. I love your comment about rethinking the way we do business. My observations and experience have me believing that it’s much easier (and more often) said than done and starting from the top to set the example, every leader has to be committed to making that change. The reference to great mentors is important to the succession and so is taking advantage of executive coaching so leaders can really understand and commit to future success of their people and through them the organization. Succession becomes the real legacy of good leadership. Considering Gen Y-personally, I love the enthusiasm and ideas, but I do have concern over the lack of regard for experience. Any suggestions on balancing between boredom and the need to achieve a level of expertise or mastery which comes with time and learning from mistakes?

]]> By: Nina http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-319 Nina Tue, 22 Jul 2008 04:52:55 +0000 http://ninasimosko.com/blog/?p=40#comment-319 Amer, Thank you for your comments and insights. Amer,
Thank you for your comments and insights.

]]> By: Amer Aziz http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-318 Amer Aziz Tue, 22 Jul 2008 03:58:15 +0000 http://ninasimosko.com/blog/?p=40#comment-318 Dear Nina Simo! I read your article and love it very much, but still confused that why my opnion differs. I feel that succession planning is essential but usually it is neglected intentionally, because of hedgehog of PJ effects. If the person (Manager or Above) knows that they have successor then they will always afraid of being fired or losing their position. It is not intentionally done during the begining phase (recruiting time0 as you mentioned, because then you will get successor, which mean you are getting threat of loosing job for senior position people. I worked for different companies and found that it is required where you do not have your own choice person, mean imposed by some outside influenced. It is actually consieder replica of key senior leadership which is usually not accepted.Any how thanks very much for nice translation of Success. Best Regards Dear Nina Simo!
I read your article and love it very much, but still confused that why my opnion differs. I feel that succession planning is essential but usually it is neglected intentionally, because of hedgehog of PJ effects. If the person (Manager or Above) knows that they have successor then they will always afraid of being fired or losing their position. It is not intentionally done during the begining phase (recruiting time0 as you mentioned, because then you will get successor, which mean you are getting threat of loosing job for senior position people. I worked for different companies and found that it is required where you do not have your own choice person, mean imposed by some outside influenced. It is actually consieder replica of key senior leadership which is usually not accepted.Any how thanks very much for nice translation of Success.
Best Regards

]]> By: Nina http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-204 Nina Sun, 01 Jun 2008 22:36:22 +0000 http://ninasimosko.com/blog/?p=40#comment-204 Mitch, Leadership training should and must be offered universally, regardless of whether those offered are minorities or women - so I agree with your premise. Clearly, the current Democratic party elections show us that our country has reached a point wherein these identifying characteristics no longer represent hurdles to the extent that they have in the past. As such, corporations must take up the charge of readying members of these groups for leadership positions in growing numbers. Thanks for stopping by to offer your insights! Mitch,
Leadership training should and must be offered universally, regardless of whether those offered are minorities or women – so I agree with your premise. Clearly, the current Democratic party elections show us that our country has reached a point wherein these identifying characteristics no longer represent hurdles to the extent that they have in the past. As such, corporations must take up the charge of readying members of these groups for leadership positions in growing numbers. Thanks for stopping by to offer your insights!

]]> By: Mitch http://ninasimosko.com/blog/putting-success-into-succession/comment-page-1/#comment-202 Mitch Sun, 01 Jun 2008 06:19:20 +0000 http://ninasimosko.com/blog/?p=40#comment-202 I fully agree with what you wrote, but I tend to take it one step further. While we're looking at the future America and the employees who will fill all those roles, we also have to acknowledge that more and more of these workers are going to be both minority and female. To this point, neither has had the type of training to be leaders in the workplace on a comparable level, and if special attention has to be given to both of these groups, then companies should start preparing now for that fact. I fully agree with what you wrote, but I tend to take it one step further. While we’re looking at the future America and the employees who will fill all those roles, we also have to acknowledge that more and more of these workers are going to be both minority and female. To this point, neither has had the type of training to be leaders in the workplace on a comparable level, and if special attention has to be given to both of these groups, then companies should start preparing now for that fact.

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