Good afternoon all,

When was the last time you took a really good look at yourself? When was the last time you asked yourself what value do I add to what I do? Am I the best that I can be? Am I the person who people look up to or do they avoid me like the plague?

You may be asking why should you ask these questions of yourself and what is the purpose? Well, my point is that I do not believe many of us receive feedback on a regular basis from our colleagues, peers and managers. Feedback that would allow us to grow and become excellent at what we do and who we are when we interact with people. I believe in the continual growth and without feedback and self-reflection growth is stunted.

Many people believe that they are the "dogs bollocks", and English expression exemplifying brilliance at whatever the subject matter at hand. This type of egotistical thinking can and does lead to lethargy, arrogance and the ultimately failure. Many people are scared to provide feedback even in a constructive way for fear of seen to be critical and hurting someone's feelings. Most of us do not even ask for feedback and in the event that we do get it we become defensive and start arguing with the person providing the feedback. What this does is that the provider of feedback will not be so willing to do so in the future.

Self reflection is another methodology that can be utilized to see where were are compared to where we think we are. To continually grow we must change and to change we must step out of the excessively used cliche of a box and look from without to what is happening within. So when we stand there looking within it may be also beneficial to ask a trusted colleague to look in with you and give you some critical feedback. Questions like, what could I have done differently? What could I have done better? Did I get the result I wanted? If not what could I do differently next time?

Whilst you ask these questions your companion could also interject with thoughts of their own that could add a different perspective. It takes a very big person to be able to do this on a continuous basis, and the bigger a person becomes the more self reflection they need to step up to the next level. Don't get me wrong most people are not up for this challenge, even though they lack no resources to become the best at what they do.

In my opinion everyone has the capacity to draw from within strength, resources, creativity to excel at their vocation and become a true leader, but many fail to do so, and most of them fail because they do not recognize where they go wrong and take corrective action. Corrective action usually comes to late in the form of getting fired or not being hired, losing friends, colleagues and supporters in the process.

Shah Alam

You know how the saying goes 'out with the old and in with the new'. Well it is a dilemma that is being faced by many organizations as the Baby Boomer generation ages and the Gen X and Gen Y'ers and the Facebook generation enter the workforce. Many a Baby Boomer is uncomfortable with the fast paced, technology driven younger generation snapping at their heels. I see many a clash where the old are being usurped and surpassed by the younger contemporaries.

Should the elders move aside and make way for the energized yeunglings? Well it is and always be a case of debate. Over the last few years I have come across clients whose common phrase has been speed. Speed with quality in all they do and deliver. With instanteous market news and exposure speed is something sought by consumer and supplier alike.

Recently I came across an article where a typical Middle Eastern consulting client wants a project to be delivered in half the usual time taken. I hear constantly here about speed of implementation and integration.

This is an area where there are major clashes between the generations. The wisdom of age and having been through it is denounced in favor of rapid change. The older generation feel that the new generation can do nothing but make mistakes, lose time and re-invent the wheel.

There is great value to be had from people with experience and years under their belt, as mentors, coaches and knowledge bases. yet we must not deny the energy and drive coming from the young stars fo tomorrow.

Shah Alam

Good Morning from my desk in London.

It's a glorious summers day and the ash clouds have abated for some weeks now and flights are resuming normality over the UK, apart from the disruption BA is suffering at the hands of the unions.

My thought for the day is about management inaction and why some companies put people in power who are unable to take the necessary steps to make change happen.

There are some managers who head up organizations but lack any form of leadership. They see the issues in front of their eyes and yet they prevaricate about what the consequences of those isses. When they communicate to their teams they beat their chest and talk tough and demand tough action. Yet, they do this and say it often that people become numb to their chest thumping. The usual comments are "Ah! he's like a dog without a bark".

The only way to overcome this when performance is lacking or actions not taken is to make an example of an individual or two. A leader can only coach, guide and mentor so much. There has to come a time when a clear message has to be communicated that if an individual does not perform then they will be fired, demoted or moved sideways.

In today's tough economic climate such decisions should not be stretched out over a long period of time but a common three strike rule could be used. If no action is taken when performance is below par then the leader will be seen to be weak and over will lose liking and respect.

Senior managers have no time to be caught like "deer in the headlights", they have to be seen to be decisive and action oriented. People look for strong leaders who have the vision, the focus and drive to take them to the next level of corporate success.

Shah Alam