New leadership program brings value throughout organization.

Logic Opera recently announced an agreement with Excelerated Leadership, Inc., to bring to market a Strategy Execution Accelerator process which develops long-term business results through leadership skills based around an organizations fundamental ability to align their people and execute on their strategy. The origins of the program were developed through practical applications at leading companies such as 3M, United Health Group, Honeywell, and Medtronic by Excelerated Leadership's founders A.B. Reynolds and Dianne Moore including participation by over 2500 managers within 125 business groups.

In the past, organizations have sent their leadership to business schools or intense training programs, only to be disappointed with long-term business results. This program has a proven, integrated system which delivers quick and sustainable business results while developing confident leaders.

A key value to this program is that it addresses building alignment within an organization and helps people execute the plan by linking the individual with the overall business objectives. We don't believe there is another competitive process being offered as complete and useable as this system.

The Strategic Execution Accelerator process is offered as an intervention to business unit teams or business leaders working on their own strategy execution. It is also used in a classroom setting to develop leadership capability.

Logic Opera provides organizational effectiveness and learning and development methods for businesses. Areas of contribution include: Job Definition and Competency Modeling, Organizational Design and Alignment, Work Process Design and Implementation, Performance Management, Leadership Development, Sales Effectiveness, and Learning Design and Implementation.

Compensating your leaders today is good business for tomorrow.

The most successful organizations are those that can attract and retain highly talented leaders. Good leaders help attract and retain other top talent critical to an organization’s growth strategy and successful execution of their business plan. Pay programs alone won’t get you the leaders you need. However, effective pay programs can strengthen the link between pay and performance and lead to increases in shareholder value.

At PayCraft, we specialize in the design of compensation programs that support an organization's unique structure, philosophy and strategic objectives. We work with clients to craft pay programs that are market competitive, strategically aligned with the successful accomplishment of their business objectives, and linked to the long-term creation of shareholder value. Our experienced compensation team uses an objective, research-based approach to design creative and competitive rewards solutions. When relevant published data is not available, we utilize our online custom survey tool to gather the hard-to-find information our clients need. We also administer specialized surveys on an ongoing basis, including our Airline Industry Executive Compensation Survey and our new Private Company Compensation survey that will be released in early 2007.

We invite you to contact us if you would like to hear more about how PayCraft has successfully partnered with our clients to attract, retain and motivate talented leaders, or if you would like to learn more about our custom or proprietary surveys.

Tips on identifying leaders help cut to the chase.
 

How does a company hire talent to be the future leaders of the organization? Strategic Talent Partners gives three interviewee indicators that give insight into identifying future leaders.

• The candidate asks probing questions that relate to business acumen.

Questions during an interview like, "What are the business indicators? Where is your business headed? Where has your business been?" are key indicators that the individual is on the business-savvy track to success.

• Questions about leadership.

If a candidate wants to know what leadership qualities are valuable to the company, he or she probably wants to develop those. Questions like, "What qualities do you feel are important for future leaders? What has made current and past leaders in the business successful?" indicate leadership tendencies.

• Follow-through and initiative.

During the interviewing process and after, watch for new hires to do the things he or she says they will do. If they are consistently succeeding at tasks on time, and if they have the initiative to figure tasks out rather than wait for someone else to show them how, they may be the future leaders of an organization.
Strategic Talent Partners is a strategic talent intelligence firm, serving organizations in securing, developing, and retaining top talent.