ICON Luxury Group

So proud of this acquisition! 🩷 ! I love what I do .. #CPbrands #thomaspink #licensing

Thomas Pink, formerly owned by LVMH, has been purchased by two New York-based clothing companies, ICON Luxury Group & CP Brands Group, in a joint venture partnership. Thomas Pink embodies British luxury and sophistication in formal menswear, known for its high-quality craftsmanship and tailoring, it is celebrated for classic shirts and elegant attire for men and women. Unlocking global opportunities for a brand goes far beyond offering high-quality shirts. Joseph Edery Eli Yedid #newbeginnings #smartbusiness #fashion #innovation #lifestyle

Here’s why leaders should embrace these simple steps in order to build a great organization 1. Diverse Perspectives Lead to Innovation When you bring people on board who have different (and better) skills or knowledge in certain areas, it opens the door to new ideas and solutions. This diversity of thought is often what drives innovation. The smartest leaders know that they don’t have all the answers and welcome fresh insights from their teams. 2. It Enhances Your Leadership A true leader isn’t measured by their ability to know it all but by how they empower others. Surrounding yourself with smart individuals challenges you to grow. It elevates your leadership game, forcing you to think strategically and delegate more effectively. 3. Creates a Culture of Learning When people in your organization see that you’re hiring smart, talented individuals, it sets the tone for a learning-oriented culture. It encourages everyone to push their limits, acquire new skills, and strive for excellence. 4. Increases Trust and Collaboration Leaders who aren’t afraid to hire smarter people tend to foster more trust in their teams. Employees feel valued when they’re hired for their expertise, and this mutual respect leads to stronger collaboration. The result? A team that works together seamlessly, where no one is afraid to speak up and share their ideas. 5. You’re Building a Legacy, Not an Ego As a leader, the goal should be to build something that can outlast you. Hiring the best and brightest ensures that your organization will thrive even if you’re no longer at the helm. It’s about creating a legacy, not protecting an ego. 6. It’s a Competitive Advantage In a rapidly changing world, staying competitive means having the best talent. Leaders who hire smarter people give their organization an edge, helping it adapt quickly to new trends, technologies, and challenges. 7. Frees You to Focus on Strategy When you hire people who are experts in their areas, you don’t have to worry about the nitty-gritty details. This frees you up to focus on the bigger picture — steering the organization toward its vision, managing stakeholder relationships, and making strategic decisions. The best leaders understand that hiring people smarter than themselves isn’t a threat; it’s a powerful move that amplifies their impact. Leadership is about collaboration, growth, and vision — not about being the smartest person in the room. When you embrace this mindset, you build stronger teams and achieve greater success.

The most exceptional individuals are self-sufficient; they don’t require oversight. Once they understand their objectives, they will find a way to achieve them. What they truly need is a shared vision. Leadership, then, is about possessing that vision, clearly communicating it so that those around you can grasp it, and fostering agreement on that collective vision.

Communication is another vital aspect of leadership, as highlighted by Peter Drucker, who said, “The most important thing in communication is hearing what isn’t said.” Effective leaders must be attuned to the nuances of their team’s needs and emotions, fostering an atmosphere of open dialogue and understanding. Margaret Thatcher’s words remind us of the profound connection between thoughts, actions, and destiny: “Watch your thoughts, for they will become actions… Watch your character, for it will make your destiny.” This serves as a reminder that leaders must embody the values they wish to instill in others.

I ran across this quote from my former boss, Ross Perot, on the culture of General Motors. "My question is: Why haven't we unleashed their(GM's) potential? The answer is: the General Motors system. It's like a blanket of fog that keeps these people from doing what they know needs to be done. I come from an environment where, if you see a snake, you kill it. At GM, if you see a snake, the first thing you do is go hire a consultant on snakes. Then you get a committee on snakes, and then you discuss it for a couple of years. The most likely course of action is—nothing. You figure, the snake hasn't bitten anybody yet, so you just let him crawl around on the factory floor. We need to build an environment where the first guy who sees the snake kills it." Something that never gets too old...

In today’s world, the executive’s job is no longer to command and control but to cultivate and coordinate the actions of others at all levels of the organization. Only when leaders come to see themselves as incomplete—as having both strengths and weaknesses—will they be able to make up for their missing skills by relying on others.