So those three components, sense-making and inventing — so you sense the opportunities in a rapidly changing world, you seize those opportunities and, because that is changing all the time, the stability comes from you as an individual and the fact that people can rely upon you to act ethically and therefore win the respect and trust of others. This is a space where subscribers can engage with each other and Globe staff. Non-subscribers can read and sort comments but will not be able to engage with them in any way.
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Published June 4, Updated May 11, Published June 4, This article was published more than 6 years ago. Please log in to bookmark this story. Active listening plays a powerful role in making the transition from management to leadership. Understanding the people in our care, learning from their perspectives, and developing their unique talents begins with listening. However, such listening can often be diluted or diminished when there is seemingly no time to pause. Taking the time to listen is the first action of strong leadership. A manager is an overseer, ensuring the work gets done, someone who holds a position.
A leader is an influencer, a grower of people — not a position or title but a way of being. Get curious about your people, their strengths and challenges, what they want out of life, and what they feel their life purpose is. This is a great place to start to develop leadership skills.
Build on your team's strengths. True leaders realize their sole existence is to add value to others. The difference between a leader and a manager is determined through demonstrated action to develop trust, credibility and support others in their success. The more you support others, the more they support you as a leader. At the most fundamental level, a manager is tasked with executing procedures. Be a leader and look for opportunities to lead by creating an environment of innovation and constant improvement. A manager who is a leader recognizes the power to influence people and relies less on authority to motivate and execute.
Hire a professional leadership coach to make the transition.
Leaders ask their teams "why" instead of "how. One must shift out of the "me" focus derived from the traditional power hoarding mindset. Find out if you qualify at forbescoachesc Forbes CommunityVoice Connecting expert communities to the Forbes audience. What is This? Share to facebook Share to twitter Share to linkedin Every manager strives to become a good leader.
Members of Forbes Coaches Council share their insight. All images courtesy of Forbes Councils members. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? Forbes Coaches Council CommunityVoice. They don't walk the talk. Bottom Line Here. The company's outlook is kind of gloomy. They continue to sell to the Independent Channel but they don't truly listen to the Dealers. People that have been there many years always say things like, "We tried that 20 years ago" or, "There is no shortage of ideas, everyone has lots of ideas.
The Dealers are also closing shop or adding competitive lines and one by one, the points of distribution shrink. Recent commercials reflect an Ad campaign that talks about what's in the can and a tiny bit about the Dealers who sell the product.
Shoppers don't care about the technical attributes of the paint that much. Shoppers want color. That's it. Yet, the ads are driven by a Manufacturer who is too focused on what they make and how they make it.
Shoppers also don't really get why Independent Dealers are better. They perceive the Benjamin Moore Paint to be similar to other paint. All things being equal, price is the deciding factor and Benjamin Moore is expensive. The ads should have a Pintrest, Design Oriented feel.
They don't. They stink.
Its shocking to see how bad the Marketing Leadership is. Meanwhile, competitors focus on what in their ads? Females and Couples see neat things on Pintrest and they want to make their homes look like this. But the retail experience at many Dealers is nothing like what they need to experience. The real problem with Benjamin Moore's future is that Silo's fight each other instead of creating continuity and synergy.
Instead of striving to achieve a customer experience driven by look, feel, positive experience, brand standards and above all - a strong color experience, Benjamin Moore's focus on Retail and Marketing is AWFUL and the customer experience is just not consistent. Benjamin Moore needs to shoot commercials in these stores and listen to what these types of Dealers have to say.
But they don't get it. Seems like they never will. Company trying hard to reinvent itself. Family run company that had a culture shock when a corporate CEO was hired. Many people lost their jobs and morale was terrible. There have been changes since and is getting better, but still seems like a company without an identity. Place is in an upheaval. No direction - lack of understandable strategy. Management is clueless and works in the dark. No communication. No employee morale.
Productive Environment. I was on contract here.
Fun work place with supportive management. There was lot of variety of what I did each day. Not What it Used to Be. Benjamin Moore was once a very desirable company to work for - family oriented and stable. It has now become a revolving door.
The common question regarding whether leaders are born or made can be answered: Yes! Eshel Segal Partner. Ridiculous hours are required to be worked. Why should I think differently? Date and Time Mon. Organizations can be disruptive, innovative as well as game changers through their teams.
Froze pension, healthcare benefits were once top notch, flex-time no longer exists. Not a place to build your future! Senior management is holed-up in their executive wing, making strategic decisions with little input from the rest of the company. Constant churn of employees as the whims of the strategy change.
Sales continue to decline year over year, while competition grows at double-digit pace.