Mundo Ejecutivo USA’s Post

🐮 Farm to Leadership Wisdom: Finding Your Way Home A humbling moment at Davis Dewberry Farm: Our first breeding pair of Dexter cows jumped from the trailer and fled before reaching their pasture. In those anxious moments, we learned our most valuable lesson about community and belonging. Despite spending mere minutes on our land, these beautiful creatures knew exactly where "home" was. Every night, they returned to the pasture that was meant to be theirs. The leadership parallel? When you create the right environment: • People instinctively recognize their place • Community rallies around challenges • Judgment-free spaces foster growth • True belonging transcends time Our neighbors pitched in without hesitation, creating a safe space for us to learn from our mistakes. No judgment, just support. Sometimes your greatest embarrassments become your most profound teaching moments. Remember: A strong culture, like a good pasture, calls people home - even if they've only experienced it briefly. #FarmWisdom #LeadershipLessons #CommunityStrength #OrganicLeadership

As we start the new year it is customary to reflect on the previous year’s #political situation. In doing so the reputation of the oldest #President of the #USA #JimmyCarter has been revered. Indeed it is interesting to compare his life and leadership style with another #old peanut farmer who also became a #charismatic politician: the #Australian #SirJoh Bjelke-Petersen (JBP). See my review of these two astute #politicians and how we can compare them on the characteristics of #responsible #leadership.

In the corporate world, growth and survival are intertwined objectives that demand a constant, adaptive strategy. Growth ensures relevance by fostering innovation, market expansion, and competitive differentiation, while survival focuses on resilience through risk management, operational efficiency, and financial stability. Balancing these priorities requires businesses to anticipate market trends, embrace agility, and maintain a long-term vision, ensuring they thrive in an ever-evolving landscape. The following article effectively highlights the critical aspects of the topic, making it a valuable resource to share on this platform.

Eight million Bison roamed the plains of North America in 1870. Just 20 years later, there were fewer than 500. The once mighty Bison was slaughtered to satisfy the short sighted greed of a few. Along with the Bison, much of the indigenous people were also wiped out socially and culturally because of their inter-dependence. In 1963, fifty Bison were reintroduced into the Badlands National Park in South Dakota. Today, they number over a 1000 and growing. Have you seen grand old Organizations devastated by short term vision that focuses solely on increased cashflow and share price ? It's generally at the cost of the ecosystem it exists within. Such short-term strategy, erodes the organizational DNA, Culture and Core Values. Thousands of lives lie shattered, as they pin their hopes on hollow Leadership promises of a shared golden future. At such times, to avoid complete degradation, it may be prudent to make a clean sweep and quickly repopulate the entire Leadership by transplanting strong external bloodlines, with proven Leadership track records of the desired kind. Growth and survival are cyclic. How quickly we accept our misses and make amends, is what finally matters. When an Organization matures, it needs to move beyond an existence solely devoted to money making and embrace its responsibilities of Nation and Society building. As a Leader, are you of the 'Raiders of the Lost Ark,' genre.. Or One who releases and nurtures the Bisons ? Connect: Moulting Caterpillar LLP - Catalyzing Change. #LeadershipCoach #SystemicTeamCoach #Leaders #hr

Early experiences can lay the groundwork for professional success. The lessons learned through 4-H clubs and FFA chapters—such as leadership, resilience, and the importance of community—continue to resonate today. Managing livestock projects, honing marketing skills (like naming a pig Olivia Rootin’ John!), and maintaining detailed records provided invaluable skills to one of our advisors that translate into building strong client relationships and business success. #AllenandCompanyofFl #BlogSeries #TheNextChapter #LorrieDelkWalker https://ow.ly/ougB50UGPFX

Maryanne and Marino share how they have benefited from the Pacific Fisheries Leadership Programme. Please share this post with anyone who might be interested in registering for the next phase of training!

That will be an improvement

Strategic Plan to Transition Away from a Formal DEI Program Objective: Align business operations with current goals by transitioning away from unneeded and unnecessary Diversity, Equity, and Inclusion (DEI) programs. 1. Define the Business Objective Clearly articulate the business rationale for shifting away from formal DEI initiatives. 2. Evaluate Current DEI Initiatives Conduct a comprehensive audit of existing DEI programs, roles, partnerships, and policies. Identify which initiatives can be phased out immediately, or integrated into broader HR functions, or discontinued entirely. 3. Develop a Communication Plan Create clear and transparent communication for internal stakeholders, explaining the reasoning behind the transition. Reassure employees of the company’s commitment to maintaining a respectful and inclusive workplace through standard HR policies. Prepare external communication if necessary, focusing on the business alignment with strategic goals. 4. Gradual Phase-Out Approach (30-Day Timeline) Week 1: Inform senior leadership and HR teams of the upcoming transition. Review all existing DEI contracts, partnerships, and initiatives. Pause any new DEI program development. Week 2: Notify employees in roles directly impacted and offer support through reassignment, reskilling, or severance packages. Announce the change organization-wide with a focus on business priorities and future direction. Week 3: Reallocate DEI-related resources, including budget and personnel, to other strategic business functions. Integrate valuable elements of DEI (e.g., inclusive hiring practices) into standard HR procedures. Week 4: Complete the phase-out of DEI programs and finalize transitions. Collect employee feedback and assess the impact on organizational culture. 5. Maintain Core Values Uphold a positive, respectful workplace culture through existing HR policies and leadership accountability. Continue fostering employee engagement and professional growth based on merit and performance. 6. Legal and Compliance Review Conduct a legal review to ensure compliance with all labor and anti-discrimination laws. Consult legal counsel to mitigate any risks associated with program termination. 7. Monitor and Adjust Regularly assess employee morale and productivity post-transition. Remain responsive to feedback and make adjustments to HR practices if needed to support a cohesive work environment. Take the first step in regaining the control of your organization by eliminating wasteful DEI practices and unneeded DEI managers.

From Local Politics to National Honors: My Journey as Australia's 32nd Speaker of the House Discover the incredible journey of the 32nd Speaker of the Australian House of Representatives, representing Oxley and Ipswich. Learn about the challenges, rewards, and the importance of local politics in shaping national leadership. #SpeakerOfTheHouse #AustralianPolitics #LocalLeadership #NationalHonors #RepresentingOxley #IpswichCommunity #PoliticalJourney #Australia #PublicService #PoliticalLeadership