‘Khun Kriengsak, I’m worried about our next five years,” Mana tells me. “Why is that, Khun Mana?” “By that time half of our leadership team will have retired. We won’t have enough strong talent to replace them.” “What’s your plan?” “I’m thinking about three developmental actions _ leadership training, mentoring and coaching. What else could […]
The leadership guru John C. Maxwell recently published his latest book, The 15 Invaluable Laws of Growth. It’s a timely and practical “growth tool” based on his 65 years of experience.
“Khun Kriengsak, what do you think would be an impressive New Year gift for my boss?” Chalit asks me.
“Khun Kriengsak, I think I can run more effective meetings,” Lek tells me. “I want you to observe how I chair a meeting. After that, please give me some feedback on how should I improve.”
There are some attitudes that hold lot of people back from realising their true potential.
‘Khun Kriengsak, I just came across a very interesting article,” says Klaus, drawing my attention to “CEO Succession 2011: The New CEO’s First Year”, by the management consultants Booz & Co.
“Khun Kriengsak, do you have any ideas about performance appraisal forms?” Vinai asks me.
“Khun Kriengsak, I came across an interesting Reuters blog recently by Lucy P. Marcus, who wrote an article entitled ‘You’ve got to know when to go’,” Tanong tells me.
Learning on the job is the best way for a person to develop, many management theorists agree. Often people are given new positions in order to provide them with developmental experiences. But what if a job transfer is not possible? Can people still grow even if their job descriptions and responsibilities do not change?
”Maturity is the ability to do a job whether or not you are supervised, to carry money without spending it and to bear an injustice without wanting to get even.”