Why Leaders Should Leave Their Desks, Know Their People And Seek Their Feedback!
Inspiring and innovative CEO, Peter Aceto, has a unique style of leadership and management. Aceto differs from many conventional CEOs because he's active on social media, seeks his clients and staff feedback and genuinely enjoys making his company a enjoyable place to work and do business.
Aceto does many things right. But two things that I feel are worth sharing is his desire for genuine interactions and feedback.
Genuine Interactions. Aceto acknowledges that most business CEOs enjoy making themselves as inaccessible as possible, hiding behind closed doors and big tables. But that kind of behaviour drives a wedge between employees and management - leading to a "us vs them" culture. Instead, Aceto lives by the adage - "people don't care much you know till they know how much you care". Aceto create authentic, genuine and personal interactions with his staff, taking an active interest in how they are doing both in life and work - so his staff and people see him as a REAL person. Aceto has found that the more in-person genuine interactions he has with the people, the stronger the company culture, the more people are willing to invest in the organization and the better everything runs!
Getting and Taking Feedback. Another things that Aceto does is truly amazing and blows my mind. After one year as CEO, Aceto sent out an email to the whole organization, asking them to vote if he should continue to be CEO of the company. The vote would be anonymous. He wanted a genuine appraisal of how he was doing in the eyes of his people. 97% of the people agreed that he should continue. This is just one of the many things Aceto has used to get a feel of how things truly run on the ground, and how things can be improved.
The more I learn about how Aceto runs his company, the more I see how his leadership principles can be used to help companies move forward and do better. I urge everyone to check him out and more importantly, to use some of what he teaches to revolutionize your organization. The world is rapidly changing, and the old school of leadership too needs a revamp.
Peter's methods are just the answer.
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