In the business community we can notice an increasing discussion about leadership and leadership issues for a flourishing organization like Critical Success Factors and Key Performance Indicators.

The need for solutions for nowadays challenges is growing rapidly and more and more you can see organizations getting frustrated because the many offers they bring for improvements don’t lead to the expected results.
Above that, many times they are approached by another business or consultant who promises a lot, but in the end there are still no solutions.
While this is happening, organizations have an increased turnover of employees, because there is an increasing distrust of their bosses.
To find the right employees and staff members is something that is getting more difficult. Just look at the many time you see the same company advertising for vacancies of the same job.  

However, the most painful is the fact that it is getting more difficult to recruit leaders. And even when you have hired them, if you don’t know how to treat them, within a short period of time they move on to their next job.
To find the right personnel is already difficult, but to retain them is even harder nowadays.
You can come up with different solutions, but to keep being efficient you need to watch the costs very closely.

For instance, you can accept that the high turnover of employees is a trend of nowadays en then you keep hiring new employees.
It is getting time that each organization starts calculating what the costs are for the whole procedure when hiring new employees and training them in their new job.
If you notice that there is a high turnover you can try whatever you want, but in the end you will have to admit that finding and keeping good personnel has everything to do with the qualities of the leaders in your organization.
If you have good leaders in an organization they attract good employees too. But, if a leader is incompetent or has fear for competitors to his job (afraid to lose his position), he usually hires employees with a lower competence. And if he mange to hire good employees, he frustrates them.

So to cope with the challenges of our time, it is now the time to look at executives and their competence. Many organizations are already aware of this fact, but when it comes to reality, it appears that they have chosen the wrong model of solution which does not offer much help.
They know the word competence, but they don’t really know what the different components are. They still live in the assumption that competence means knowledge and skills. In their search for solutions they only focus on these factors.

For clarity, I would like to indicate that competence is now regarded the sum of values that lead to the desired performance.

Those values are:
Knowledge
Skills
Activities (processes and procedures)
Attitudes and the subsequent behavior

Nowadays you can easily obtain knowledge. Just Google the word and you get the information.
Even the opportunity to do a distance learning program has improved, so more people can study.
If this was the only thing you need for an organization to function properly, thing would only get better.

The contrary is true. Organizations are struggling to get the desired performance from their employees.
This can be changed when we start to accept that competence is more than knowledge and skills only.
Then it will become clear that that you must focus on the desired performance first and then work your way back to what is needed is terms of knowledge, skill, activities (procedures and processes) and attitudes and behavior.

This means a major paradigm shift where performance is the key indicator. Presently the most successful organizations are those who state the desired performance first and then look for the required soft and hard skills the employee needs. They know that the main reason why an employee is contracted is for the specific performance he has to deliver. Then why should one only focus on diplomas and CV of applicants.
Diplomas and a CV’s only tell what the applicant has accomplished until now, but when we hire someone his value will depend on the actual performance he delivers.

LMI has the programs and methodology that can fulfill the growing need for performance improvement.