KARL SHARMAN

Good To Great is a book for people looking for success - to take that step towards greatness. Despite it mainly be aimed at companies, I feel as an individual there is plenty you can take from it. For that reason, I have included the eight key points to take away from the book - enjoy! 1. Great leaders have humility and professional resolve They are not focused on self rewards, instead they are driven to see their company be successful as they want to put their company first.

The idea that to pursue your dreams means giving up everything that is dear to you is nonsense: - Success does not necessarily mean leaving your present company – indeed, it may be to stay and grow and find fulfilment. - Success does not necessarily mean anything to do with work or your career - Success is yours – it is yours to own and no-one else has any right to tell you that your success is wrong, if you do not hurt, or damage, someone else. Success is indeed very simple,

To get the best out of millennials for your organisation to get a return of investment, you must give them your total attention. Attention sounds very negative when people use the word in relation to providing attention to another individual however, all negative stereotypes can be turned into positive attributes when understood. If you’re in a leadership position to millennials: the first thing you must do to show them attention is to be a coach; not a boss – they want acces

Millennials want freedom within a frame work. They’re fed up of the rigid corporate structure and environments that many organisations still rely on, now they’re driving for freedom within a structured organisation. Millennials have a true entrepreneurial mind-set; they like flexibility, independence and are determined to pursue their passions. This means that within this framework there needs to be freedom to roam and grow. To second this: 66% of millennials want to be entre

Millennials want to see a pathway within the organisation they work in or have been offered by. They expect a rapid progression in a varied and interesting career – the latest figures suggest a graduate in this generation will likely change their job 8-10 times in their life. Millennials have ambition, a desire to keep learning and see the job as a development opportunity. Millennials value development more than other generations do which is a key difference. Gallup's, How Mi

Millennials want to be heard – it is that simple. Young people, especially in the UK, feel that the older generations do not understand them or listen to them. If you want to grow engagement within your organisation I suggest you try not to understand millennials but rather focus on listening and giving them a voice. Millennials have many great ideas and opinions and it is my view that many ideas go to the graveyard because other generations don’t let the young people have a

By 2020 Millennials will represent over 50% of the workforce – but people are still trying to understand what a millennial is and more importantly why do they do what they do? I have spent the last six months telling leaders and organisations my views on the complex force of a millennial but it’s time to be honest – they’re not complex at all. Over the next few weeks I will tell you the main reasons of what millennials want and now it’s time for the first request. #1 They wan

To be a successful leader or coach: communication must be two ways. Two-way communication may occur horizontally or vertically in the organisation. Leaders fear changing their message or admitting they’re wrong. These leaders are the losers – the ones who are watching the great leaders race past them. To be a great leader you must have strong communication skills – have a mind that is open to everything and attached to nothing. No one knows enough to have all the answers so y

It’s the people who make a company successful. Your employees are the ones who interact with customers, so if your employees aren’t happy or engaged, they will not effectively sell the company to the customer. This is the main benefit to improving your relationship with your employees, but the second reason is another costly error. A recent Ernest & Young survey said 2.7 million employees leave their work place per month in the US alone because of a break down in the relation

We all want the same outcome, it is the process and our choices of how to get there that is individual to each of us. The definition of a choice is when two or more options are available, while a decision is actually executing that choice. Whether, it’s a relationship, business or a financial decision, how do we choose? A human has the opportunity on average to make over 100 decisions per day, with some more vital decisions than others. Who you are with, who you have become a