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Upcoming Events
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Spring
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April
24-25, 2008
May 14, 2008
May 20, 2008
May 21, 2008
May 22, 2008
May 28, 2008
May 29, 2008
May 30, 2008
June 2, 2008
June 3, 2008
June 4, 2008
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Recent Blog
Articles |
| Employee
Goal Setting That Works
When
Do You Decide to Do Something About a Problem Employee?
Meta-solutions
-- Innovation Without Invention
Do
You Have Too Many Direct Reports? -- Six Questions to
Consider |
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Nominate a
Member |
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Do you have an
acquaintance who could benefit from membership in Chief
Executive Boards International? If you'll nominate
him or her for membership, we'll work with you to determine
how best to approach the nominee.
Nomination
Form |
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What Members
Say |
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From
a member after his first Summit experience:
"I
wanted to sincerely thank you for welcoming me into your
“National Board”. Your
kindness, generosity, and sincerity were truly appreciated
and very much
unexpected.
"The
board meeting was a great learning experience.
As I stated, I may not use some of the advice I heard
for 10-20 years but I will use it.
The manner in which you provide true no-holds-barred
feedback is probably the most enticing element of the group.
In my business, as the CEO, very seldom do I get
pushback to that extent, unless it is my brother.
It shows that you really do care about the others
members’ success.
"The
other unique element that amazed me was how many 10+ year
veterans there are in CEBI.
It says volumes about the group.
"I
look forward to seeing you all at the next Summit."
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Have Trouble Holding People
Accountable?
A recent topic in a CEBI meeting was "I just can't seem to hold my employees (or managers) accountable for their
performance". Is this a problem for you?
Perhaps it's that neither yourself nor your employees have a clear-cut
understanding of the performance you expect.
Here's a quick acronym by which you
can "litmus test" the performance standards, goals or objectives that
you expect from your employees & managers. Are the expectations
clearly understood, and are they "SMART"?
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Specific
- Clearly stated, understood by both employee and manager
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Measurable
- Include specific metrics to be accomplished
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Achievable
- Within reach, considering constraints of time, resources, market, etc.
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Relevant
- Meaningful to the performance area – would improve overall results if
achieved
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Time-based
- Specific timeframe for achievement is identified.
Perhaps easier
said than done. If you'd like a step-by-step method to improve
performance, see: Employee
Goal Setting That Works.
Chief Executive Boards
International
Launches Indianapolis Board
Our thanks to longtime member Mike Mangold who has worked with us to
successfully re-establish a Local Board in Indianapolis, IN. We had an organizational
meeting in January and additional Local Board meetings are scheduled for the rest of
2008 (see the Local
Board Meetings page for dates) .
If you have business or personal relationships with CEOs or business
owners in central Indiana, please nominate
them for CEBI membership.
Visit the CEBI Blog
www.ChiefExecutiveBlog.com
Blogging has become the
new "instant publishing" platform. I've resisted
blogging for a couple of years, but have finally seen the light.
It's a great way to quickly and somewhat informally publish ideas,
thoughts, tips & tricks, etc.
Part of what brought me
over dead center was Jeff Bannister's presentation on Search Engine Optimization
at a recent
CEBI Summit. Jeff persuaded me that a blog would increase CEBI's
visibility on the web, and in a few short weeks, that's been the
case.
Even better, it's a way to
capture and distribute a few of the ideas and lessons that flow freely in CEBI
meetings, while fully protecting member confidentiality.
Visit www.chiefexecutiveblog.com,
to add your ideas or comments and stimulate discussion. Who
knows what else we may learn?
Sincerely,
Terry Weaver
CEO
Chief Executive Boards International
TerryWeaver@ChiefExecutiveBoards.com
www.chiefexecutiveboards.com
www.chiefexecutiveblog.com
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