Posts Tagged ‘Leadership Training’

Leadership and planning

Thursday, September 9th, 2010

I wonder what leadership training our senior politicians receive? I was prompted to ask myself the question having seen yet another Tony Blair interview, as he does the rounds on tv shows to promote his autobiography. The issue that constantly crops up in these interviews is Tony Blair’s leadership during the Iraq war.

Discussing whether invading Iraq was the right or wrong thing to do needs more space than I can devote to in a blog. What stands out for me though is that having “won” the invasion, the West clearly “lost” in terms of managing the post-war situation in Iraq. Tony Blair’s reaction is that the insurgency was a new type of war and the US/UK had to learn how to defeat it.  My reaction is that the insurgency tactics could have been anticipated.

In fact they had been anticipated some 14 years earlier, in a 1989 article “The Changing Face of War: Into the Fourth Generation”. Written by the US Marine Corps the article identified that, in the next generation of wars, terrorists may seek to win through ideas rather than better technology. The article also highlighted that terrorists would “try and use the enemy’s strength against him.”

It is sad that it was the terrorists, rather than our leaders, that took this article on board. Firstly in using our own planes to attack the US in 2001. Then in Iraq and Afghanistan where, rather than fight face-to-face against a technologically superior enemy, the terrorists chose to use primitive roadside bombs.

Tony Blair and George Bush both failed to anticipate the type of resistance that would exist after the invasion of Iraq. I would put this down to a lack of planning. Whether this was also a failure of leadership I will leave you to decide.

By Jon Davies | Righttrack’s Interim International Business Development and Marketing Manager

Lessons in Leadership?

Thursday, August 26th, 2010

Coverage of the Deepwater Horizon disaster in the Gulf of Mexico has made me reflect on the challenges leaders face and the leadership training they should receive.

Tony Hayward, the former BP CEO, left the business as a direct result of the disaster. Exactly who is to blame for the tragic loss of life and the environmental damage is still disputed and will probably be decided in court over the next 10 years. Certainly the BP CEO did not cover himself in glory after the event, with some ill thought through comments to the media. Some communications and media handling training would not go amiss.

However, the question that really occupies me is: “What should Tony Hayward have done differently, as a leader, to prevent the Gulf disaster?”

There’s no doubt he was aware that safety was a key issue in the oil business. Less than a month before the disaster Tony Hayward spoke, at the Peterson Institute for International Economics in Washington, about how a previous fatal accident in 2005 had “changed in a profound and fundamental way our approach to safety and operations integrity – providing a safe working environment is a paramount responsibility, and our first and foremost priority.”

Tony Hayward had the vision of what needed to be done on safety. However he failed to translate this through into changes in the organisation’s working practices and culture. So, with the benefit of hindsight, I believe he should have driven his safety message right through to the sharp end of the business. To help him avoid the disaster I would have bestowed on him an urgent course in change management training… and a large portion of luck!

What training do you think could have helped Tony Hayward prevent the disaster?

By Jon Davies | Righttrack’s Interim International Business Development and Marketing Manager

Children + Leadership Development = …

Thursday, July 22nd, 2010

Having a family with two children aged 12 and 2 years can be challenging at times and being in the leadership role can be quite difficult – if only we could have some leadership development. As they say, children don’t come with a manual and parents are not given any training in the role that they are to fulfil either.

We do the best we can, relying on what we have learnt from our parents, our own personalities and our general judgement. I am sure that as I have grown up there have been many times that I disagreed with my parents. But now I am the parent, I can understand why those decisions were made.

I am sure that we are all born with natural leadership qualities. I can see that from watching my 2yr old constantly trying to get her brother to do things in a particular way and telling him off if he doesn’t do it right!! But even though he is the eldest at 12 years old he doesn’t beckon to her requirements as she is the youngest, he stands his ground. It is very rare that either of them give in to the other – they both want to be in charge! Does this make them natural leaders?

I believe that as they grow there will be many leaders for them to aspire to as well as many that will not inspire them at all. They will develop their own leadership skills and personalities. As parents it is our responsibility to ensure that our children have the right support and information from a young age to equip them for their path ahead. And as a parent, to an extent, you will inflict your own leadership qualities, which may or may not be the best, but will give the children a grounding to build upon.

Once they head into the ‘real world’ then they can be influenced by many other leaders with different traits and qualities. They will also learn that being a leader can be extremely challenging – at the moment good examples of these are David Cameron with his new budget; some people approve and others believe he has made a real mess of it!! Then there is Fabio Capello, one minute everyone hates him because England are not playing well and then when we win, all is forgiven.

Leadership development is definitely something that I would want my children to take advantage of if / when they enter the business world; fine tuning their natural skills will really help them reach their full potential in so many areas of life, whether they be personal or professional!

By Vicci Whelan | Righttrack’s Sales Office Manager