2016)
Analysis
We can further analyze Ursula Burns’ leadership in reference to Xerox’s performance. This paper will specifically use three corporate events for this analysis: the company’s post-2000 turnaround, its acquisition of Affiliated Computer Services, and the pending company split.
Post-2000 turnaround. In 2000, the company that was founded in 1906 was floundering. They were losing customers to competitors and losing revenue. (Byrnes, 2009) Their stock price was taking a nosedive, bankruptcy was looming, and they were being investigated by the Securities and Exchange Commission (SEC) over questionable accounting practices. (Bryant, 2010)
While Anne Mulcahy, the newly-minted CEO, was focusing on shedding unprofitable divisions …show more content…
Lessons Learned
Though I do not aspire to being a CEO, I do want to continue to work my way up the “corporate ladder.” I can learn, even at my age and number of years in the corporate world, from Ursula’s style. One thing I have never done is seek out a mentor. I have been so used to doing much on my own that I do not feel comfortable asking anything of someone else. In reading about how Ursula benefited from her mentors, and how she does the same for others, I better understand the value of having that mentoring relationship.
I also want to be more resolute about my career path. I have always been open to new opportunities and take advantage of them whenever they are presented to me. But I also need to do a little more to create those opportunities or to open up the next path in my …show more content…
A succession plan names those peopel who would will fill key roles should those positions be vacated by the current individuals. (Heathfield, 2016) When Anne Muchaly was CEO, it was well-known that Ursula was her hand-picked successor. Ursula worked beside Anne for a number of years before actually succeeding her. However, there has been no one noted as Ursula Burns’ lieutenant or successor. Even with the announcement of the company split and speculation of who would be the next CEO, there were no names floated as her successors. Having a succession plan in place ensures that key roles will always be filled, that employees have career paths to identify their potential next role, and that the company has those employees on hand to fill these roles. (Heathfield, 2016)
Conclusion
Ursula Burns is a strong, dynamic, and inspirational leader. She has an amazing life story that epitomizes the American Dream. Anyone, regardless of gender, skin color, or ethnic background, can learn from her – whether it is to emulate her leadership style or to learn how to be true to oneself in development and application of one’s personal style of
Analysis
We can further analyze Ursula Burns’ leadership in reference to Xerox’s performance. This paper will specifically use three corporate events for this analysis: the company’s post-2000 turnaround, its acquisition of Affiliated Computer Services, and the pending company split.
Post-2000 turnaround. In 2000, the company that was founded in 1906 was floundering. They were losing customers to competitors and losing revenue. (Byrnes, 2009) Their stock price was taking a nosedive, bankruptcy was looming, and they were being investigated by the Securities and Exchange Commission (SEC) over questionable accounting practices. (Bryant, 2010)
While Anne Mulcahy, the newly-minted CEO, was focusing on shedding unprofitable divisions …show more content…
Lessons Learned
Though I do not aspire to being a CEO, I do want to continue to work my way up the “corporate ladder.” I can learn, even at my age and number of years in the corporate world, from Ursula’s style. One thing I have never done is seek out a mentor. I have been so used to doing much on my own that I do not feel comfortable asking anything of someone else. In reading about how Ursula benefited from her mentors, and how she does the same for others, I better understand the value of having that mentoring relationship.
I also want to be more resolute about my career path. I have always been open to new opportunities and take advantage of them whenever they are presented to me. But I also need to do a little more to create those opportunities or to open up the next path in my …show more content…
A succession plan names those peopel who would will fill key roles should those positions be vacated by the current individuals. (Heathfield, 2016) When Anne Muchaly was CEO, it was well-known that Ursula was her hand-picked successor. Ursula worked beside Anne for a number of years before actually succeeding her. However, there has been no one noted as Ursula Burns’ lieutenant or successor. Even with the announcement of the company split and speculation of who would be the next CEO, there were no names floated as her successors. Having a succession plan in place ensures that key roles will always be filled, that employees have career paths to identify their potential next role, and that the company has those employees on hand to fill these roles. (Heathfield, 2016)
Conclusion
Ursula Burns is a strong, dynamic, and inspirational leader. She has an amazing life story that epitomizes the American Dream. Anyone, regardless of gender, skin color, or ethnic background, can learn from her – whether it is to emulate her leadership style or to learn how to be true to oneself in development and application of one’s personal style of