Page 13 - Sarita Maybin

Our 10th Anniversary Women of Distinction

A-Team you are headed for younger generation who opment program! For us,
breakaway success. Don’t seem to approach life and you have facilitated four
settle for less — and take business from a much significant upgrades:
the high road to get there. different vantage point than • Changed and improved
It is a pretty straightfor- the past generation. “I am how we make hiring
ward approach. Pamela not really worried about decisions
said it this way; “Executive Millennials, although some • Change and improved
excellence in communica- people appear to be be- how we communicate
tion, one conversation at cause, in the end, they love with new hires
a time, builds trust among to produce results. Sure, • Changed and improved
employees and keeps them they may travel to the beat how we interact with
engaged so that they grow of a different drum, but they one another as an exec-
with the company and are as concerned as past utive team
when engagement and an generations of CEOs with • You helped us elimi-
A team are present, Break- achieving success.” nate the excessive and
away Success is available destructive gossiping
and probable.” For me, you keep me fo-
cused on the critical things
so I can grow myself into a
leader, as the successor to
the CEO.”
This, of course, led me As near as I can tell Ac-
Pamela continued, “I to ask Pamela if there were countability Pays helps to
use a triangulated approach people you just couldn’t fix. reduce a company’s vulner-
to gathering data from three “I only coach people who ability of losing key em-
different perspectives start- want to be coached and ployees, helps to increase
ing with the Harrison As- who are coachable.” One of employee engagement and
sessment™ about self. Then I Pamela’s leadership pro- can help your team produce
get feedback from the team grams includes Executive unprecedented results too.
by assessing how effective Coaching, three Assess- Pamela and her hus-
their team is in producing ments, and three Half- band Larry have something
results together. Separately, Day Live Events. She has in common with San Diego
direct reports assess how recently been working with Woman Magazine; they too
well their manager is gar- one company for over two are celebrating their tenth
nering discretionary effort and a half years using all anniversary. I asked if Larry
and loyalty. From these fact- three tools. Her coaching was supportive of her busi-
based inputs I then coach includes the future succes- ness, and also the amount
the team and the leader. sor to the current CEO. As of travel she has to do. “Yes,
“Once I know the com- advisor to both the CEO he is extremely supportive,
pany’s goals, their needs, and executive team mem- he even insists all of his
their budgetary consider- bers, she is proud of their clients take the Harrison
ations and how much time growing willingness and Assessment™. I can’t think
they have available, I will muscle to address tough of anything more support-
design my offering to ac- issues straight on with- ive than that.” She smiled
commodate their needs.” out getting personal and broadly.
With all of Pamela’s therefore getting to desired
experience working with results more efficiently and
CEO’s, often of her own effectively. The successor For more information on Pamela and her firm
generation, I had to ask to the CEO said this about Accountability Pays visit her two websites at
how things are different Pamela’s contribution: www.accountabilitypays.com or
when she is faced with the “Every company should www.accountabilitypays.harrisonassessments.com
new Millennial CEOs, the use your leadership devel-

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