So, what makes 10Eighty work? Well, recently Dean Jamson described 10Eighty like David Bowie: not the best singer or musician but he surrounded himself with very talented musicians, the end result being great music.
One of our team of mentors, Barry Hoffman, expressed surprise on getting to know us: ‘working with 10Eighty was much better than expected!’
So on the face of it, not very reassuring feedback, but on further reflection.
Good people make excellent teams
The message is really clear, making a good first impression is important but you are only as good as the people around you. Initial thoughts and first impressions can be reframed when you take the time and trouble to look under the hood and see what is really going on and why it works.
We need put initial impressions aside, to be open-minded and take the time to come to an informed and reasoned perspective on any new contact, new association, new idea, new anything.
The ‘wow’ factor
10Eighty is a team that helps people increase their job satisfaction, manage their careers as well enhance the performance of the organisations and communities they serve.
We field a team of bright, experienced, competent and proactive professionals who work together as a high-performing team. We bounce ideas around, share knowledge, build on shared experiences and grow together as individuals and as a team.
It’s about synergy – the action of two or more elements to achieve a result greater than they could be achieved individually. Part of what makes it work, for 10Eighty, is that in empowering team members, we empower ourselves – to develop and fulfil our potential.
Share and enjoy
Giving is good – giving the benefit of your knowledge and experience, giving tangible aid and advice, giving back to the team and the community. We enrich ourselves by contributing – we are all unique talents and have abilities we can use to make the team, the organisation and our community better for everyone.
At 10Eighty we set high standards and have clear goals. Above all, we value team members who don’t just talk the talk; they walk the walk. They lead by example, and are lifelong learners who seek opportunities to acquire new knowledge, skills, and insights. We encourage every team member to seek opportunities for growth and development, fostering a culture of continuous improvement.
Go Team 10Eighty, onwards and upwards!
New horizons
You may have seen our recent announcement that Hannah Nash has joined the Board and we have started the transition to hand over day to day control of the business to Liz and Hannah.
10Eighty expect this transition will take up 18 months during which time I will remain as CEO focusing on business strategy as well as career and executive coaching.
How does it feel to hand over something you have created? What’s the best way to successfully complete such transitions?
Handing over the reins
It’s not easy but at 10Eighty I always had a clear succession plan. When you spend time building a company from the ground up you need to know when you expect it end and when it is time for you to exit stage left.
If you build a successful business you start to think about the legacy you are creating fairly early on. It becomes a matter of pride that the business will continue without you because it has its own momentum. With a good succession plan in place you know those you hand over to will run it with the same values and dedicatio
You are not giving up but it is right and proper that you have to hand over to the next generation.
Value your time
There are mixed emotions in stepping back but I recognise going forward the time I have is limited. It’s not easy. It’s not that I am ready to give it all up. I enjoy running the business and delivering career and executive coaching. It’s what’s defines me. However at the same time I know not to plan for the future is a high risk strategy.
The most important parts of a successful transition is process is transferring roles and responsibilities. A seamless transition to your successors can minimise disruption to the company, and helps maintain business confidence and continuity.
A succession plan means you have to think, like a parent, ‘Have I created a responsible adult?’ and when you get it right than you look back on the career you loved with no regrets.
Times are changing
I really want to keep the core aspects of the current culture in place. However the business needs to grow and indeed flourish without Michael Moran.
I couldn’t be more proud of where 10Eighty is today, and I know in Liz and Hannah the business is in safe hands, they’ll do an amazing job, and I have every confidence in them and the rest of the team. The care and diligence that we applied to building 10Eighty will be applied to making transition as smooth and successful.
