Cross Resource Group’s Post

As leaders, we know all too well the challenges of worker burnout and high attrition rates. But what if the solution to these issues lies in our growth strategy? According to Harvard Business School professor, Gary P. Pisano, sustaining profitable growth requires a balance between pursuing market opportunities and creating the capabilities needed to exploit them. While the strategic choice is often to grow as fast as possible, this can lead to operating problems and quality issues that drain already-stretched resources. Rapid growth may trigger a vicious circle that becomes a drain on a firm’s value. Instead of relying on stop-gap measures like massive hiring drives, we need to address the root of the problem by balancing our growth strategy. For many firms, the right strategy is to focus on the right human capital, the culture of quality and placing a limit on how fast it can grow, even if the opportunities are tempting in the short term. Is this a challenge you're facing too? Share your thoughts on how to address it in the comments. #Singapore #Networking #Strategy

Ever wondered what sets apart a thriving venture from a sinking ship? I've come to recognize the transformative power of leadership in shaping the trajectory of a company. Picture this: A revolutionary project, a team brimming with passion, and a market ripe for disruption. Yet, all it takes is a few missteps at the leadership level to derail even the most promising journey. In the maze of recruitment, finding leaders who resonate with our ethos isn't just a task; it's an art. Amidst the noise of fancy tools and assessments, the essence of true leadership often eludes us. Here's a SPARK framework, that we believe in - Sincere Engagement: We prioritize building genuine connections, fostering trust, and demonstrating reciprocity in our reference checks. Feel free to DM me; I'm always up for a meaningful chat. Protected Privacy: Confidentiality is paramount. We ensure that all information shared during reference checks is handled with discretion, respecting the privacy of both candidates and referees. Your trust means everything to us Apt Inquiries: Tailored questions are key to extracting valuable insights that inform our hiring decisions and ensure alignment with our organizational goals. Got any burning questions? Don't hesitate to shoot me a message. Revealing Revelations: Critical insights from reference checks guide our decision-making process, helping us uncover a candidate's strengths, weaknesses, and potential fit within our organization. Let's uncover the real deal together. Knowledgeable Learning: We leverage insights to identify candidates with rehire potential, fostering a culture of growth and development within our organization. There's always something new to learn; let's grow together. Crafting a winning leadership team is a journey, but get it right, and you'll halve your workload!  Ready to join us?

Why it’s becoming more important to hire people who are better than you? As leaders, we often hear the advice to surround ourselves with people who are "better" than us. But what does that really mean? Let's delve into this concept and explore its significance in fostering growth and success within our teams. Hiring individuals who are "better" than us doesn't necessarily mean finding someone who can immediately step into our roles and outperform us. Instead, it's about recognizing the value of diversity in - 📌 skills, 📌experiences, 📌perspectives. No leader can excel in every aspect of their business or industry, which is why it's essential to bring in individuals who complement our strengths and fill in our blind spots. Consider this :- When we hire people with expertise in areas where we lack proficiency, we're essentially assembling a well-rounded team equipped to tackle challenges from multiple angles. These individuals become our trusted advisors, offering insights and solutions that we may not have considered on our own. They serve as our "eyes and ears on the ground," providing invaluable perspectives that contribute to informed decision-making and strategic planning. Furthermore, hiring people "better" than us fosters a culture of continuous learning and development. When we surround ourselves with talented individuals who push boundaries and strive for excellence, it inspires us to elevate our own performance. It creates an environment where everyone is encouraged to grow, innovate, and achieve their full potential. In conclusion, hiring people "better" than us is not a sign of weakness but a testament to our commitment to building high-performing teams and driving organizational success. Let's adopt the power of diversity, leverage the strengths of each team member, and together, strive towards excellence. #Leadership #TeamBuilding #Diversity #Success #GrowthMindset #HireTheBest #BestPlaceToWork #TeamExcellence #Shipping #GlobalShipping #Aviation #Enterpreneurship #Startups

How we live and work is being constantly reinvented by advances in technology and the emergence of generations who were “born digital.” How should leaders navigate this moment? What does leadership look like in an era where turbulence and disruption are the norm? #Recruiting #TipTuesday #BrainWorks https://lnkd.in/gbxEtq49

WRITE THE NUMBER OF THE PROBLEM (S) THAT BOTHER YOU Here are 15 problems typically faced by a #CEO / #Professional / #BusinessOwner. Which one/s do you face? Please mention the number in the comments! 1. Talent shortage, hiring and retaining top talent. 2. Rising cost of business and the wisdom of cutting costs. 3. Creating delight despite the changing consumer profile. 4. Maximizing productivity, engagement, employee happiness. 5. Prioritizing innovation; investments and use of AI/ML. 6. Need and preparedness for using data in decision making. 7. Need and processes to set in place a strong company culture. 8. Effective communication and managerial capacity building. 9. Adaptability, resilience, facing adversity – direct challenges. 10. Envisioning and communicating to align the team. 11. Building a customer-centric focus to multiply revenues. 12. Ethical leadership, decreasing values, being responsible. 13. Making social responsibility more than a checkbox. 14. Succession planning and empowerment by design. 15. Moving to self-managed, empowered organic structures. Do you face any other? Please add it in the comments 🙏

The Generation Z is lazy! That is what leaders in organizations tell me regularly. Even if their might be truth in this statement, Does it really help to complain or worse to close eyes before the reality that the lost opportunity costs are massive? As entrepreneurs we learned to pivot our products, even our whole companies when necessary, to adapt to new realities in the marketplace. The talent crisis is no different Instead of pivoting our product strategy We need to pivot our leadership The owner/CEO needs to commit to the true wealth of his company, THE PEOPLE! What are the alternatives out there? We can look at this as a “Kodak-moment” on a massive scale, it involves millions of companies worldwide. The same way as Kodak continued to hold on to their old ways and was disrupted to death later, todays leaders are exponentially losing the grip of their organizations, due to a lack of inspired people who execute. Some examples: One main developer walking away and not replaced for a year. Another marketing person walking out for a job with more flexibility. After taking 9 months to hire he new Head of Sales he resigns after only 3 And so on …. How much hiring cost can your company support? And more importantly How much not realized turn-over can your company cope with? When will this affect the survival of your company? The solution is simple! You just need another pivot A pivot from  solely focusing on product  to committing to your own personal leadership and the people in your organization. Is this simple and straightforward? Nope it isn’t (as much as any other pivot) BUT The good news is that it is your way to take back control in the talent crisis, and it all depends on the only one you have full control over YOU #inspirefirst  #personalleadership 

The only thing that is separating your company from being “The Market Leader” is a Right Decision Making. Good decisions help companies grow and bad decisions result in the company’s death. This is how crucial decision making is and taking the right decisions is extremely critical to grow. Which is why it’s the toughest task for a founder to delegate. But if founders don’t delegate, they become the bottleneck in the growth of their own company for which they have worked so hard for. So, here is what a company should do to facilitate decision making amongst employees:: - Don’t hire employees; hire future leaders: When hiring, you should focus on individuals who show potential as future decision-makers. You have to look beyond immediate needs and have to aim for the long term so that your team can perform without you. - Data should be your best friend. You have to encourage teams to base their choices on concrete information, fostering an analytical mindset in decision-making. That’s how you will win. - Provide a comprehensive view of the company's current status and future objectives because transparency will create a foundation for informed decision-making. - Not Punish for mistakes. Understand that mistakes are inevitable. If you keep on punishing your employees for their mistakes, you will be conditioning them to not take any risks/innovate. - Provide mentorship, especially in the early stages of decision-making. Founders and leaders should act as mentors, offering guidance until team members gain confidence in making decisions. - Recognize and Reward Good Decisions. Positive reinforcement goes a long way. Acknowledge and reward good decisions to motivate individuals to shine brighter and brighter. After all, if your company cannot survive without you, you are just a glorified employee with a nominal title. Founders & managers, how do you enforce decision making principles in your team? #decisionmakingsuccess #empoweryourteam #supersourcing