Leadership Expert Dr. Jeremy Lurey & Plus Delta Consulting Cited in LA BIZ Journal


Leadership Expert Dr. Jeremy Lurey & Plus Delta Consulting Cited in LA BIZ Journal

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chiefexeccoach Founder and CEO Dr. Jeremy Lurey and the firm’s parent company Plus Delta Consulting were recently cited in the L.A. BIZ journal for leading a leadership development initiative for Burbank-based Deluxe Entertainment. While you may not know Deluxe by name, you surely have experienced the incredible work this global leader in digital services and technology has delivered for the past 101 years now. This pioneer in media and entertainment is the most trusted partner for the top content owners, creators, and brands, but the Company does not have a standard leadership development platform for its nearly 900 people tasked with supervising others. That’s where Dr. Lurey comes in! In addition to bench-marking leading practices from across the industry, Dr. Lurey recently visited with the Deluxe team in London to assess what foundational programs already exist internally. He is also partnering with Deluxe’s corporate learning team to conduct a global needs assessment and develop a management training plan that will include both in-person and on-demand learning solutions. Read the full L.A. BIZ article here for more information about the initiative.

Growing Your Business with Peer-to-Peer Advisory Groups

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Picture this. You have just come back from a training event that your company sent you to. You are pumped up. You are ready to take on your career with both guns blazing. But within a matter of weeks, you’ve come down from your post-conference high. The reality of your day-to-day routines has set in. It’s not that you don’t want to take control of your career and set yourself apart as a force to be reckoned with. You just don’t have the accountability partner you need to stay on track. This is why you need a peer-to-peer advisory group!

Chief executives often find themselves in lonely positions. It’s hard to grow and develop your skills when you’re the one at the top. You can’t discuss many of your greatest challenges and concerns with your employees, and you probably don’t want to speak with your Board members either. Fortunately, for senior executives and business owners who really want to learn and succeed, there is a better solution. Peer-to-peer advisory groups are a fantastic way to learn from other business leaders at your level who have experienced similar business opportunities and challenges and successfully addressed them. That’s the key to scaling your business and taking it to the next level – discussing your executive-level challenges and learning from the successes of others to grow your company and produce better business results.

Who should join a peer-to-peer advisory group?
Peer-to-peer advisory groups can be effective for leaders at all levels as long as the group is comprised of leaders at the same level and with similar kinds of opportunities. Business unit Presidents, CEO’s, business owners, and other high-level executives might benefit the most from these groups though since they really don’t have anyone else to turn to within their organizations.

Everyone needs to bounce their ideas off other people. Peer-to-peer advisory groups provide a great forum to solve your problems and talk through your greatest opportunities, especially when it’s inappropriate to do so with your subordinates. Whether it’s a group of other executives from within your industry or a group of diverse leaders from across different fields, peer-to-peer advisory groups simply provide a better solution to drive your professional development and growth as a leader.

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Eight Points on What It Takes To Be CEO Straight from a Successful CEO

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One of my key lessons learned about being a CEO and small business owner comes from Chris Gardner, author of the book and subject of the Will Smith movie “Pursuit of Happyness”. In a reception of Inc award winners a few years ago, he shared that running a business ultimately requires you to be willing to cover payroll out of your back pocket. I’ve done that more times than I can count over the years, so at least by that criteria I suppose I have what it takes to be CEO of my business.

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Ten Pitfalls to Avoid with Your Family Business Succession Planning

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Succession planning in any business can be challenging. Finding a qualified candidate to replace yourself; being ready, willing, and able to let go; and ultimately orchestrating the many handoffs with your customers and staff takes not just personal commitment but also significant perseverance.

It is an emotionally-trying journey that can break down in any number of ways. Now add to that the complex dynamics and often competing priorities of a family business! Succession planning in family businesses is riddled with countless traps and clear points of failure to watch for. See below for a list of ten common pitfalls to avoid when you are planning for the succession of your family business leaders. Whatever you do, don’t let these happen to you.

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Breakdowns in Innovation: The 2 I’s vs. the 5 D’s

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Many business owners and leaders envision an opportunity and go right after it. It’s that seemingly perfect 2 I’s cycle which moves straight from Idea to Implementation. Do not pass Go. Do not collect $200. Better yet, do not perform any due diligence, and by all means whatever you do, do not chart the course for reaching your final destination!

Unfortunately, not all ideas prove to be such great ideas when leaders move forward with their implementation efforts. More than that, many leaders get so tunnel-vision focused on the end result they’ve envisioned that they often miss many of the warning signs that may present themselves along the way.

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Focusing on the How in Succession Management, Not the Who!

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I support a lot of individual business leaders and owners who are quickly turning their attention to their “third acts” in life. In every one of these situations – whether it’s the third-generation business leader maintaining the family’s traditions for the next generation to follow or simply the professional manager who has enabled the organization’s continued growth and success for 20+ years – they all have accomplished some amazing things to be proud of. Yet in every one of these situations, these individuals are not interested in closing the doors on their companies or taking them to their graves simply because they are moving on. Instead, they each have one more heroic act in them before they walk away.

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How Many Leadership Coaches does it take to Change a Light Bulb?

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None of course! A good leadership coach would never actually change the light bulb for his/her client. That could be the role for your management consultant or other trusted business advisors. A good leadership coach would instead offer new insights and ideas to that client based on past experiences and current thinking to enable him or her to change the light bulb independent of the coach.

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