McElhanney’s Post

The article outlines crucial leadership lessons for turnarounds. Aligning the leadership team with the new strategy is vital, employing a "slow, slow, fast" approach: set the framework, analyze capabilities, and then act swiftly. Balancing the replacement of resistant leaders with retaining adaptable ones is essential, sometimes requiring external evaluations and coaching. Transparent conversations can convert resistant executives into allies. Avoid over-reliance on former colleagues to prevent favoritism perceptions. Strategic talent management involves recognizing operational and innovative capabilities. Clear board communication and alignment on expectations are crucial for driving successful transformation without destabilizing the organization.

When it comes to business leadership, there is no such thing as a one-size fits all strategy. Some leaders take a more laidback approach, while others gravitate toward a more hands-on method. Leaders lead at different paces, delegate at different volumes, and cultivate different cultures. So, for D CEO‘s October issue, we asked three Dallas-area leaders for the leadership strategies they rely on. This is what Meyling "Mey" Ly Ortiz of Toyota North America, David Stark of OpTic Gaming, and Irma Santamaría-González of LERMA/ had to share:

What’s participative leadership? By Elizabeth Perry, ACC Everyone’s a leader. Whether you’re a CEO, entrepreneur, or valuable team member, you have the potential to inspire others. But not all decision-making models honor the leader in everyone. In traditional “ladder” models with C-level employees and managers at the top, it’s often these high-ranking employees who make choices for an organization. There’s room for more inclusive leadership structures where everyone has a say. And the benefits are impactful: employees weigh in on decisions that directly affect them, offer unique insights on company issues, and invest in outcomes. Is moving to a more democratic leadership style right for your organization? Here’s how this concept works and when it thrives. https://lnkd.in/gVfwdcsd

Our Future Leaders are a big deal... Last week at the Quarterly OA Recruitment Solutions Board Meeting, we decided to mix things up a bit and invited our future leaders to present us with a business plan with their ideas for how the business might look in 2025. This included, financial goals, growth areas, business objectives and staff incentives. They all did an incredible job, coming up with things that the Board had not. Not only did it provide our seniors with a chance to share their ideas and collaborate with one another at a more strategic level but it also ensured that we are building the next wave of leadership by letting them shape the future direction of OA. Our future leaders gained valuable experience in debating, preparing a business plan and presenting, whilst we thoroughly enjoyed their energy and innovative thinking. Success! Great work team Kelli Parkins Andrew Hepburn Charlotte Watkins CertRP Freya Haggerty CertRP Georgina Hockman CertRP Kady Brian Hannah Burge Kelly Rowland #futureleaders #seniorleadership #businessstrategy #businessplans #2025

Monomoy Senior Operating Executive Benjamin Humphreys was recently featured in the Fall 2024 edition of "Middle Market Executive" from Middle Market Growth Magazine. The article offers a closer look into Ben’s career journey, his leadership style and the integral relationship between our Operating Team and Monomoy’s portfolio companies. With Monomoy’s focus on operational excellence, Ben’s collaborative approach is highlighted, showcasing his dedication to enhancing value through targeted management team expansion, improvements in operational efficiencies and working capital. As Ben notes in the article, "If everything’s a priority, nothing’s a priority." This philosophy is central to his work, focusing on critical areas that deliver meaningful returns. His ability to identify and address operational inefficiencies helps Monomoy’s portfolio companies thrive in various market conditions. We are proud to see Ben’s hard work and collaborative leadership recognized, and we extend our gratitude to Middle Market Growth for the feature opportunity. Read about the full article here: https://lnkd.in/dKPcMWvU

Retaining top leadership is critical for an organisation’s long-term success. Executives play a key role in shaping strategy, driving innovation, and ensuring growth, making their retention a top priority. By offering competitive and meaningful benefits, companies can attract and retain the high-calibre leaders needed to navigate challenges and secure a strong future. https://lnkd.in/eekKqtaz

Pratap Executive share the importance of executive benefits. By offering competitive and meaningful benefits, companies can attract and retain the high-calibre leaders needed to navigate challenges and secure a strong future.

PEAK PERSPECTIVE: Today's Leadership Pain Points •Increased size and scale have put too much decision-making pressure on growth-minded CEOs. They are looking to organizational design as well as talent additions to alleviate their need to be “in the room” for every important decision. •The increased cost of doing business (including of financing) has required owners to dramatically improve their approach to value creation. In many cases they are internalizing or building new capabilities to squeeze value from their assets through operational efficiencies.  •Talent evaluation, assessment and coaching have become key tools to develop professionals who have seen their professional experience limited over the last few years. •Owners are also trying to differentiate by “building a better mousetrap” bringing property type, development, management and other operational expertise in-house or by owning expertise in other forms. Darin White Eydenberg Irina Z. Alexis Rosenthal

Great leadership drives great outcomes. In our latest article, we explore how tailored executive benefits can empower leadership and drive long-term success. Discover key trends and best practices for attracting and retaining top talent in a competitive landscape. #ExecutiveBenefits #LeadershipDevelopment #TalentRetention"

⚡️ Fix It, Without Breaking It: Carrying forward the legacy of a predecessor can be challenging for any leader. From my experience, there are two primary ways leaders can effectively work with their teams: 1.Building from Scratch: •🔄 Flexibility: Leaders have the freedom to shape the team. •🎯 Common Vision: All team members are aligned with the leader’s vision. 2.Inheriting a Team: •🧩 Unique Challenges: Leaders must navigate pre-existing dynamics. •🤝 Trust Building: Extra effort is needed to establish trust. •📈 Maintaining Standards: Leaders need to match or exceed their predecessor’s performance. A fascinating case study by HBR illustrates these points through the story of Shannon, a new CEO facing several challenges: 1.Justin: •✔️ Strengths: Skilled and manages the largest portfolio. •⚠️ Challenges: His portfolio is declining, and he sometimes resists Shannon’s ideas. 2.Jane: •📉 Current Status: Her division is underperforming. •🛑 Challenges: She tends to follow Justin’s lead. 3.Chris: •💡 Strengths: Excellent at spearheading innovation. •🚀 Challenges: He’s considering a lucrative offer from a competitor. Shannon’s mission is to “Fix it without Breaking it,” a tough yet necessary expectation from the board. The case study explores Shannon’s strategies and the potential outcomes of her decisions. Leadership involves accountability and decision-making, but different leaders might choose different paths in similar situations. Case studies like this one offer valuable insights and experiences, guiding leaders to make informed decisions and own them fully. For more details, read the full case study #Leadership #TeamBuilding #LeadershipChallenges #DecisionMaking #HBR #CaseStudy #TrustBuilding #StrategicLeadership #InnovationManagement #ChangeManagement