On using trust-building and trust in networks involving leaders: The case of empowerment!
You should use your head and your knowledges in whatever company that is relevant for you and me in business life. And headhunting is about getting the right person to the right places in the right time. And does this recruitment really work, and is use of headhunting really the right way to recruit leaders, and which properties are we going to find among them?
Education programs and research programs learn us to question different things, and for getting knowledges that have value for the whole life. We should use recruitment forms and questions to attract the relevant leader we are searching for, and maybe we are searching for people in relation to their excellence of doing jobs different places. And everybody can talk in the media channels, since this is just about having a message or a communcation that hits the target market. And in addiiton to marketing strategies, we can use competitive strategies that are offered by professor Michael E. Porter by Harvard Business School. Marketing strategies are about using variants in the four Ps, and that is Product, Price, Place and Promotion. And we are just using one of these, or several of these, and we are just making variants about what we think and feel is the best solutions for the markets. Strategies by Porter are prices and qualities, and we are also using these kinds of doings in some combination. And a company is competitive, if it can use its strategies as least as good as the competitors. And we cannot just see on what opinions leaders have, we must also see of they have ever done in schools, and if they have got good results or excellent results there.
Price, authority and trust are things we are dwelling with for leaders and top leaders inside the companies, and out in the markets. Price is setting a number on a product about how much to pay for it, and this price should reveal the scarcity of the product in question. Authority means that we are taking the organization with its power positions into careful wonderings and examinations. And organizations are filled with hierarchies, with a person on top, and a board over the top, and the top leader has persons around him or her in a leader group, and there are people at lower levels in the organization treating just employees that have not much power, and this is because they have lower education than the leaders. And trust and trust-building is about making relations where we can rely on what is going on, and that the activities we are doing in the firms have consequences and applications for many employees and for many people in the markets. All leaders must confront human beings, and the markets are filled with customers which we are trying to get satisfied.
When getting top leaders being engaged, we should use headhunting strategies and tactics to get the right people leading the company. And when using headhunting, we are trying to find the best suitable person for the actual working operations in questions, and these operations can be on different levels, as for instance the strategic level, the administrative level and the operative level. And many employees are just working with the operative level, and hence they are not engaged in the questions and problems to the leaders, although the human nature is equal from person to person. But we need to take care of cognitions, emotions and behavior inside the firm and outside the firm, and to do these things we need a competent group of leaders.
We all deserve a meaningful life, with dwelling with questions at work that demand competence and research backgrounds. And the research is about covering and doing things inside the firms, in the relations and contracts in the markets, and inside the mechanism to the market. And the more we know about these things, the less we know. So, research is just making problems and questions in different areas or in different scientific tracks, and any leader should be brought into trouble with his or her background. And we can just do movements with our bodies in relation to what humans can cope with! And we are operating in management systems with leaders and employees in the relevant environments. We should have a rich life in many ways, and we should be clever and best where we have the possibilities, the opportunities and the human properties for it. Welcome to the leaders! It is just like a show from time to time!
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Sverre Larsen
Kristiansand, Norway
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