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Showing posts with label leadership. Show all posts
Showing posts with label leadership. Show all posts

Monday, October 29, 2018

THE LEGITIMACY OF RESISTANCE

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The annals of history is dotted with men and women who have brought progress to humanity through change. They have defined and redefined the way we do things and provided us with better ways. But change have not always been progressive. In many cases what seemed progressive have turned out to be something else. But with more change, we are able to rescue the situation and bring humanity back on track. The invention of plastic packaging sent us on a downward spiral .We got comfortable with it because it made life easier. The knowledge that it takes over a century to decompose and also poisons plant and animal life when it does represented a threat to our very existence as a specie and necessitated biodegradable alternatives. No one was interested in the possible consequences of the use of petrochemical based plastic back then. We were high on what can be done with it. Now though, more change is needed. 
 
Change agents are a special breed. The resistance they face in their missions is not one that is easily surmountable and perhaps this is for good reason. For those who have not given it much thought, change means new ways and new ways must lead to new outcomes. One can only imagine what this world would look like if it were to respond to every single wind of change that blows its way. Every single one of us could just change things for all of us simply because we have a new idea. This is not only recipe for chaos, it is also a guarantee that progress will travel in a new direction every time and consequently, never get anywhere. Perhaps a cursory look at where the likes of Hitler would have brought us would suffice.

The world is predictable. People are not as complex as they might seem and however different they are, their fundamental needs remains the same. But that’s a matter for my people dynamics class. What cannot be explained tends to cause a kind of discomfort referred to by psychologist as cognitive strain. The mind will not rest until it has produced a coherent narrative (an explanation it will consider the truth even if false) that will engender the cognitive ease that is need to generate a feeling of security. Don't be fooled by the many theories of human nature, security is always high up the ladder because one's existence is really all they have. One thing that is predictable about people is the fear of that which cannot be explained. Beyond the fancy cognitive strain, it threatens existence with its bag of uncertainties and those who do not fight tooth and nail to stop it, cannot be said to be in their right minds. For years I have struggle with this—I never understood why people will fight you even when you are trying to help them. It is clear now that it is because they don’t understand two things. The first is; why the change and the other is; what the outcome will mean for the preservation of their existence. Often no one has the answers to these questions except for the agent who in most cases is drunk on an idea and cannot foresee the guaranteed rejection.

We are social scientist in our own capacities and it seems this is necessary. To guarantee this much needed security, we want to see something work repeatedly so we can be sure it will continue to work the same way even when we stop paying attention. Once we have accepted it, any agent who attempts to change it is a threat because we do not know what the new outcome will be. The over-rated empiricism depends on this fundamental idea which finds itself one too often against reason. Yet it is empiricist who will claim the title of reason and call those who actually reason differently; irrational. Between this murky milieu of ideas and the instinct-driven empiricism rest our worst vulnerabilities. Those who understand this enough have a field day taking advantage of us all. This is one thing I agree with Robert Green on. He has after all made a bestseller out of telling us all that we are predictable and that we actually prefer it so. He must have been right or how else has he managed to sell so many books. His 48 laws of power is a hit because we believe that between those pages, we will find the key that will place us in a secure position. A position from which we can predict everything and every situation so that we can remain in control. You will never meet a better social scientist of his kind unless you meet Dale Carnegie who wrote the book how to win friends and influence people. His was also a proposition on how to ensure predictability and certainty. Not surprisingly it is also a bestseller.

This need for predicability is not the only one that is antipathetic of change. Progress in one certain direction is useful because that is what ensures that we are in constant match towards the specific destiny even if we don't know what it is. This is why resistance to change is such a powerful tool. Its job is to test not only new ideas that threaten us with change but also to test the will of the agent for change. Maybe this is why the concept of the chosen one is so important. For it is only he or she that can actually carry out this change. Resistance manifests itself as opposition, hindrance, obstacle and setback. Not many know that it is a mere test of the agent and the change they bear. The chosen one is the only one with the depth of will which produces persistence, perseverance and consistency needed to pass the test. Most of us also don't realise that it provides the mechanism for producing the best method for making the change as we have seen in the story of Thomas Edison and his light bulb. So that in the end, the agent would have proven themselves the worthy chosen one. This will not only ensure that opposition gives way to change in the end for progress in the right direction, it also effectively eliminates negative change. As a general rule, the bigger the change, the bigger the resistance. This is why the whole world gets together to fight men like Hitler. His change is global and needs a test of that magnitude.

There is yet another reason why the agent and his change must be tested. It is important that the change itself is sustained once it has occurred. It is not unheard of for a change to take place and die either with the demise of its agent or his will. A test of his will and the high price he pays ensure a continuous enterprise until such a time when another change takes place. You cannot just introduce new ways, you must see it through. When you have paid a high price for it, you will take it more seriously.

Regardless of what you are doing, you will be safe and comfortable if you are not trying to change anything. Routine people have the easy life living in their comfort zone. In fact they are the most effective bunch in the change resistance matrix. We know now that this makes them extremely useful because they secures us from the many winds of change the will keep blowing. If you have a burning need to make change however, you are the chosen one and must be equipped with the tools needed to pass the test. Time is your resource vault.

Wednesday, April 27, 2016

Edward Effah leads Fidelity to 79% Profit increase




In March 2001, Edward Effah was selected as one of the best twenty young leaders in Ghana for the inaugural class of the Ghana chapter of the Africa Leadership Initiative. Since then his name has never left the top performers list. Fidelity Bank under his leadership has recorded some phenomenal successes over the years and shows promise of continuous growth. In the industry, the bank has won several awards including the prestigious Best Bank- Customer Care for the Ghana Banking Awards under his leadership. He is by all standards a high performing individual.

In 2014, the nation was faced with an economic downturn that presented a turbulent period to the financial sector. In spite of this challenge Fidelity Bank recorded an appreciable performance under the leadership of Mr. Edward Effah in 2014 when profits increased by about 79% from the previous year’s GH¢63 million to GH¢112.5 million in 2014.

At the bank’s annual general meeting, Mr. Effeh said; “In the year under review, operating income was GH¢326 million, representing a growth of 67 percent over last year’s figure of GH¢195 million. Growth in operating income was as a result of a 59 percent growth in the net interest income from GH¢117 million in 2013 to GH¢186 million in 2014. Growth in fees and commission on the other hand increased but was below expectation due to the shortage in foreign currency and decreased international trade activities in the year”. He said that effective cost savings, notwithstanding the higher inflationary environment, supported the profit performance, saying “operating expense for the year came to GH¢183 million, 57 percent above that of the previous year.”

According to a news item published on the company’s website; assets of the group soared significantly by 85 per cent from GH¢1.69 billion in 2013 to GH¢3.14 billion in 2014. The bank’s profit after tax increased by about 90 per cent from GH¢43.86 million in 2013 to GH¢83.38 million at the end of last year, buoyed by about a 71 per cent growth in operating income from GH¢197.1 million in 2013 to GH¢336.7 million in 2014.



Mr. Effah attributes the Bank’s performance to improved internal processes substantially, enhanced delivery of service to customers and increased footprint in the Ghanaian banking landscape. He said the bank brought on board IBM, a leading IT company to provide the latest technology platform to serve its customers, invested in a state-of-the-art contact center to serve customers as well as the acquired ProCredit Savings and Loans Limited to ensure expansion of its activities. These factors are largely responsible for the growth. Mr. Edward Effah noted that the integration has been very smooth and that Fidelity currently has the best combination of Human Resources in the sector.



Board Chairman of the Bank, Dr. William Panford Bray, touching on the acquisition of ProCredit noted that the acquisition of ProCredit had helped the bank to increase its footprint across the country with an extended network of 80 branches and 110 ATMs. With the integration of processes and credit methodology well integrated, The bank can now boast of customer base increase from 485,000 to 621,829 helping to improve deposit base by 31 per cent to GH¢1.8 billion.


High performance in the financial sector enables high performance in all other sectors of an economy. With the likes of Edward Effah at the helm of affairs, there is light at the end of the tunnel for Africa as the Cheetahs, slowly move to the front-line. Mr. Effah is a classic example of high performance; a person who’s very presence in any group forces change in the upward direction.  Team SPiD-UP is working hard to find out what his driving philosophy is and when this is done, we hope to bring you an inspiring article that will encourage you towards being the best you can be. In the meantime, keep brightening your corner. #SPiD-UP

Thursday, December 3, 2015

Leadership duality— Encourager vs Challenger




In my recent article on leadership in which I made a point about the difference between effective and efficient leadership, I pointed us to effective leadership as the better option if change was desired. This article is a necessary installment intended to deal with the next stage of leadership i.e. guiding others (or leading if you like) through the new territory. This is based the premise established in the previous article; that leaders set the pace or lead the way in a particular area—it is what makes a leader. It is in this realm that such matters as leadership styles become worthy of the microscope.

Any reader of Lee Roberson is familiar with the expression; everything rises and falls on leadership. It is also a well-accepted notion that Leadership is cause and everything else is effect. Whiles much has be written and taught about leadership styles with so many different theories being thrown about, I find two attitudes showing up in my own experiences and observation; challenging and encouraging. 

To most people it is always the nice guy who is the most attractive. In many success stories, there is always that leader who encouraged someone to do something and how lucky they were to have met that individual. The encourager is loved because of his seemingly calm and loving nature. He is accepting of people’s weaknesses and encourages them to do what they think they can. People want to be treated nicely, feel loved and respected—the encourager model serves this purpose perfectly.
In a recent attempt to teach a lady friend how to drive, I found myself failing woefully simply because, I was not using the encourager model. You see I am more the bad guy type. The kind of guy who will throw you a challenge and expect you to rise to the occasion after having sold you the idea that I wouldn’t ask you to do it if didn’t think you could. The challenger doesn’t want what you think you can do, he wants what he believes you can do. The challenger wants to work with people who have a will to do things (transcend themselves) not those who need to be convinced to do thing. That’s the challenger guy and he is not the most popular.
The challenger is usually (not always) quite low on socio-emotional competence. He is more performance oriented and less people sensitive. He is not concerned that you havn’t had lunch and that your child has a headache. Nobody likes people like that but the fact remains, it is results that make great people and for that reason alone a focus on performance instead of comfort may be the winning formula. The larger point however, is that leadership is not for everyone (don’t look so shocked).  A leader is a game changer—he charts a course —a new course and from all indications a majority of people do not do that. Those who change the game are constantly in the face of challenges. It is the ability to rise above a challenge that sets them apart putting them in the lead creating something that others will emulate. A person who has trouble with challenges can therefore only follow such persons with pain. Yet a leader cannot be a leader unless he has followers who he must guide on this path. People have needs and that includes comfort and love. We also know that people are their best when they are comfortable in what they are doing. So that it is clear that the two models have merits and demerits. The most versatile leader will know not only how to throw a challenge but also how to encourage followers to take them up without threatening their self-esteem.


If you are an encourager, then encourage more while recognizing the need for throwing a challenge. On the other hand a challenger must challenge while encouraging where it is needed. As is always the case; one may be stronger in one area than the other, this is fine and decides what kind of followers he assembles. If John C. Maxwell is right, then a leader must aim to raise other leaders. What kind of a leader will you train, how will you do it and why? Go lead with high performance!

Tuesday, October 27, 2015

An unsual portrait of leadership


Peak Performance makes leaders. Peak performers are people who because of integrity with themselves, always function from strength and are always in possession of a vision that others find difficult to comprehend. Because of this, they are often leaders—they chart a new course that others must follow. There appears to be a huge misunderstanding about what leadership really is. Papa Oyedepo described it in the most interesting way and I paraphrase;

most people think leadership is about being promoted or elected into a position.  The answer is more complex than that. It is about doing something more than others in a particular field so that others don’t have a choice but to follow your example. They must fight to catch up with you. You must lead the way by taking humanity to its next level of evolution.

It is not surprising that the proponent of this idea built the largest Church auditorium in the world in a so-called third world country. He epitomizes leadership and he is certainly a peak performer. In this regard, men like Steve jobs can clearly be described as leaders not because he headed an organization, but more because of the nature of the things that came into existence because of him and how people did not have a choice but to emulate. He led the way with the ipod, the ipad and a host of other products. In effect, he had a leadership/Peak Performance mindset because there was nothing he touched that didn’t become the new standard and this appeared to happen by default. Whiles a lot have been said by experts about his leadership style and how others will fail if they followed his pattern; little has been said about his advantage as performance conscious individual. If you always lead, people do not really have a choice but to follow. Creating leading products made him a magnet of people. Everyone is attracted to success, greatness and the visions that make them possible. So much so, that even “Hitler and Stalin” had followers.



I submit to you that; if you lead the way with everything you do, people will not have a choice but to follow. The biggest thing about Steve Jobs may not be his people management skills. Yet those who worked with him are always inspired by his need to break new grounds. For that they are driven enough to follow him and he never failed to bring them to the promise land as long as they accept the challenge of the journey. If Steve is building something, you know you want to see it. Things are not that different for Papa Oyedepo as he has had his fair share of criticism regarding his people management skills. I had the privilege of sitting in a leadership class handled by the Apostle General of Royal House Chapel Rev. Sam Korankye Ankrah recently. Those traits were clearly present as his very words left all participants in a challenged frame of mind. He demands everyone to be the best—you have to be stupid to not want to be your best.  The crux of the matter is simple, true leaders by their very need to break new grounds will cause a useful discomfort somehow. But those uncomfortable moments are moments of impartation and those who survive it become leaders in their own right.

So that we can easily see what can be described as an effective leader and efficient leader. There is a difference between a person who got into a position and a person who actually lead the way with something they did. When a person is appointed or elected into a position, we are able to tell whether they maintained the status quo or brought us to a new level of development.

In the case of Africa, we cannot afford any more efficient leaders. We need true leaders as we seem to be stuck in one place barely even meeting the standard.  The nature of any group is a reflection of its leadership. Being stuck in one place in a matter of time transmogrifies into retrogression because nature doesn’t have the space for it. It is the reason why you will soon find snakes in your lawn when you abandon it for too long and find spiders and all kinds of co-inhabitants in your house when you leave it unattended for too long. #spidup #hopemanexhortations