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“Organization doesn’t really accomplish anything. Plans don’t accomplish anything, either. Theories of management don’t much matter. Endeavors succeed or fail because of the people involved. Only by attracting the best people will you accomplish great deeds.” – General Colin L. Powell
What drives Talent Acquisition and Retention?
I observe repeatedly, Decision Making Quality (DMQ) being the key driver, followed closely by the Execution-Excellence (Ex-Ex), needed to implement high-DMQ decisions. These two key competencies go together like a hand-in-glove.
Attract Top-Tier Talent to reduce expenses (even though you pay top-talent more; I do the math in my leadership book on this topic), improve your products, enhance your customer experience and achieve sustainably higher Net Income!
There’s great news for Top-Tier organizations that fully embrace this simple, yet often complex-to-implement, answer.
- Top-Tier organizations consistently outperform the industry average KPI’s, year-after-year.
- Top-Tier organizations attract and retain more Top-Tier Talent than competitors. Thus; a two-fold impact!
- Top-Tier organizations are never satisfied; thus, they keep getting better; faster and more competitively-intelligent.
However; I’ve saved the Best News for last.
Top-Tier Organizations develop the most comprehensive, holistic leaders. This creates a cornucopia of opportunities for not just the organization, but for the individual leaders, both inside and outside the organization!
Top-7%, holistic talent is worth their weight in gold to the organization, community and society overall!
The bad news; as we know from the objective Bell-Curve (and I’ve witnessed this happening time-and-again), 84% (68% in the Bell & 16% below the Bell) are “Average” or “Below Average” leaders.
Some leaders get frustrated at me pointing out this well-known fact. I didn’t create the Bell-Curve, I’m just referencing its completely unbiased, statistical facts.
Top-Tier Talent recognizes this and responds in qualitative ways!
As leaders reading our blog, you know our business model is quite simple; we save organizations $M’s so they can give 5% or more (at their discretion) of this new, realized Net Income to the Non-Profit of their choice, including their own Foundation.
The savings target for Fortune 500’s is $7.5M, but we’ve worked with companies with under $50M in Revenues to only save them as little as $250K.
Regardless, if the savings is $1M or $51M per year (our largest cost savings), 10% or $100,000 per $1M of savings, is still quite meaningful to those in need of:
- Clean drinking water
- A roof over their head
- Medical facilities for childbirth
- Food
Will 93% of the leaders reading this content actual do more than “Like” this blog, LinkedIn Post, etc.?
- 84% (approximately) Won’t do anything (per the unbiased Bell-Curve)
- 9% (approximately) Will want to do something
- 7% (approximately) Will actually do something
Which of these 3 groups are you in?
What is your life story? Are you a really a Difference-Maker?
If your child didn’t have fresh water, access to medical care, food to eat, etc., what group would you want leaders to be in?
Want to consistently lead a Purpose-Driven Life?
Who changes the world? I believe it’s almost exclusively the Top-7%. They are the only ones with the Talent Portfolios and social consciences needed to actually implement significant positive social impact.
If you believe you’re one of these executives, we’d love to explore possible opportunities.
Get MAD! – Get Making A Difference! ~ JR
