On the Oct. 5, 2009 BusinessWeek issue , Maria Bartiromo (anchor of CNBC's Closing Bell) interviewed Hewlett-Packard's CEO, Mark Hurd. There was a question she made which answer by Mark Hurd really impressed me and here is the Q&A:
Maria Bartiromo: "Some people have suggested that the overall HP game plan was devised by your predecessor, Carly Fiorina, and then executed with insane efficiency by you. Do you agree with that?"
Mark Hurd: "Oh, not at all. To be very blunt, I get too much credit in many respects for a lot of stuff. But this is not about my predecessor. This isn't about me. This is about a lot of folks. To build a company of our scale requires a lot of talent, and there are a lot of quality people in this company. To attribute the success of Hewlett-Packard to any one person is simply a mistake."
Isn't this a truly example of a People Oriented leader? ...Of a CEO that understand the power of employee recognition as a tool to achieve employee engagement to the organization? I believe so!
An organization's success is not the result of a superman or superwoman...it's the collective effect of great people efforts put together into action to achieve the envisioned results.
Many other leaders should follow Mark Hurd's example. This is CHANGE in organizations!
So, what about change, huh???
-K
Thursday, October 1, 2009
Subscribe to:
Posts (Atom)
