Home
contact-bar-block.png
Updates
Updates.png

You are here: Updates > December 2011

Richmond Events' Business Panel Report - Leadership


Our latest report is now available on the topic of leadership. Here are the headline findings and to view the full report please click the link at the bottom.
  • Almost 75% of the panel feel they are good leaders and 13% are prepared to claim they are excellent! 
  • IT are the most are most bullish about their leadership abilities, followed by Marketing and Finance.
  • 100% are honest enough to admit their leadership skills can be improved, be it slightly or significantly.
  • The majority of the panel feel their leadership style involves them supporting and developing their staff (we haven’t asked the staff).  The panel also feel they value input and seek commitment.
  • When asked where improvements can be made in terms of leadership, the most popular responses were relationship building with senior colleagues, followed by better communication skills and encouraging more innovation and creativity.
  • The majority of people have picked up their leadership skills from a combination of people they’ve worked for.  Only 10% say they acquired them from their current boss.
  • The panel has more confidence in their team delivering the strategy and vision of their organisation than they do in the organisation’s leaders.
  • Over 75% of the panel admit at some stage to experiencing anxiety in their role, with the  majority feeling at some point it affects their ability to do the job.
  • Only just over 25% currently admit to having both the desire and ability to one day become the leader of an organisation.
  • Unsurprisingly the current economic situation is the biggest challenge that over half the panel face.  This is followed by growing their businesses and culture change.  Budgets are in 4th place, followed by increased regulation.
  • Good news for David Cameron, less so for Ed Miliband.  Whilst 65% of the panel rate Cameron’s leadership qualities as good or excellent, the corresponding figure for Miliband is 8%.  In terms of being poor / very poor the figures are 8% and 56% respectively.
Download the full report.

For further information please contact David Clark.

The Marketing Forum - Post Event Review


From 12th-15th20THANN_LOGO_3-(1).jpg October 2011, over 250 senior marketers, agencies and industry experts joined together on board the Aurora to debate the hot issues of the day, forge new partnerships and develop new personal networks.
Over the course of 2 days and 3 nights they participated in 2,455 meetings, attended numerous conference sessions and developed both their personal and business knowledge.

This event review covers just a few of the forum's highlights and can be viewed at this link. If you would like any further details please get in touch – dclark@richmondevents.com
 
 

Hire for attitude to boost business


David Smith, Author, Business Speaker & Consultant and Former People and IT Director at Asda was our morning keynote speaker at HRL11 at Savoy place. Posted below is an article by Vanessa Townsend, Journalist & Reporter, Recruiter Magazine, who attended The Human Resources Forum on Tuesday 1st November.

smith-(1).jpg
Hiring people with the right attitude is the most important action a failing business can take, David Smith, former people and IT director at Asda, told an audience of HR specialists in London earlier this month.

Speaking at the Human Resources Forum, Smith told of his experience at Asda, where he helped turn around the retail giant’s fortunes by what he termed “seven principles of what it takes to make a failing business work”.

His first point in his “action agenda”, he said, was that Asda began hiring for attitude. “Recruitment is quite polarising,” he said. “You can switch people on or off through the new people you’re hiring.” He explained: “Current staff will either say, of your new hire, 'who’s that? She’s great’ or ’who hired him? He’s rubbish’.”

The next principle was communication. “It’s very important to make everyone in the organisation feel in the loop,” he said. Next was listening. “If a business really listens then you improve your employee engagement,” Smith said. “In leadership, you can easily get above the clouds and not know what’s happening on the ground.”

Leadership was another principle to challenge. “Command and control leadership is not very motivating,” Smith said, and he urged the audience to change the leaders in the organisation who weren’t appropriate.

His fifth principle, which he admitted wasn’t a popular subject, was to “push talent and remove under achievers”. “It’s very British to avoid dealing with under performers,” he admitted, “but it’s necessary, though, to create holes in which to move people up.”

He believed pay wasn’t the most important motivational tool for employees. “Often employees are just wanting the leadership to say thank you,” he said. And his final principle was around community. “Give people permission to have fun,” he concluded. These principles led to Asda being voted one of the best places to work for five years running in The Sunday Times survey.

Recent Comments

Powered by Disqus

Tags

. 2012 2017 agencies agency arcadia association Attitudes Aurora BBC BELFOR Bootle brand Bristol budget business career Case Study CDF CDF11 CDF12 CEO change ChangeManagement chemistry Christmas CIO client clients Clifford CLO CLO10 CLO11 coaching Communications competition Conference Confirmed corporate Culture customer David Smith defence Delegate Delegates development digital Digitial Director drp ecommerce Economic Economy education employees engagement Erik EU eurozone explorer FDF11 FDF11. FDF12 Feedback Forum Gamification government growth headcount HR HRF HRF11 HRForum HRL hrl11 HRU14 information in-house Insight internal internet IPA ISBA IT ITD11 ITDF jo Justin Keynote kid King leadership learning Leeds Left Lindkvist London London 2012 M&A Magnus Management Manchester market marketers Marketing Marketing Society Media Metrics Michael MKT11 MKT12 moran neil network Networking new newbiz NHS opportunities Organization Outlook panel Performance Photos Places Planning Pope Portillo post-event PR Press pricing Professional Development Professor profit Qualman quote readership Recognition Recruitment reference referendum referrals Report reputation Research Retail Retention Review Rewards Richmond Richmondevents roadshow Roger Rosie saunders Scotland service Social Social Media sourcing Speakers stats structure Succession supplier Suppliers Swale talent tax testimonial training transport turnover UK Business Panel updates US US Business Panel Utility Warehouse WD-40 welfare Wetherall workshop

Richmond Events on twitter

General Enquiries:

UK
T: +44 (0) 20 8487 2200
F: +44 (0) 20 8487 2300
general@richmondevents.com

USA:
T: +1 212 651 8700
F: +1 212 651 8701
general@richmondevents.com

Switzerland
T: +41 79 417 34 93
F: +41 61 544 74 44
general@richmondevents.com

Italy

T: +39 02 312009
F: +39 02 3313976
general@richmondevents.it

Get in touch

 Security code
 


© Richmond Events Ltd 1998 - 2011 Registered No. 2693237