Posts filed under ‘Management & leadership’

Discovering Your Power At Work

Susan Flower of the Blanchard Group reminds us that what we do does matter. We think we have no power, but we do. Read on:

 

An essential mindset for achieving your goals and contributing to the goals of others is recognizing and appreciating your power at work. I’ve witnessed many amazing transformations as individuals altered their mindset related to power, explored their points of power, and proactively created positive change. This transformation begins by recognizing an important truth about power: […]

via Don’t Underestimate Your Points of Power at Work—5 Places to Look — Blanchard LeaderChat

June 15, 2017 at 11:34 pm Leave a comment

Is Training Really Worth It?

Remember Henry Ford? He was the business breakthrough of his day. His innovations we depend upon today. What would you life be like without the automobile?   Without the assembly line?

Here is Henry Ford on the topic of training, but a business owner’s perspective:

The only thing worse than training  employees and having them leave is not training them and having them stay.

Think about it.

BTW, when times are hard, small businesses usually cut training first and advertising second. No wonder the failure rate is high among small businesses. Small or large, do not let this be true about your work group.

May 6, 2017 at 6:02 am Leave a comment

Coaching to Support Learning: 3 Best Practices

In Education, we often forget the importance of training — and implementation. Nothing can be more important to the lead educator than being the lead learner and the cheerleader for the coach she/he has brought in to train the staff.

Blanchard LeaderChat

CoachCoaching to support learning is a process that gives learners a chance, after training, to go back to their jobs and practice using the concepts they just learned. Providing employees with two or three 1-hour coaching sessions creates an actual learning process instead of just a training event.

This extra step is important in today’s busy work environment. Many organizations don’t have the resources to provide managers the time to grow and develop their people. And employees often don’t have enough room in their schedules to practice training concepts when they get back to work.

Done right, coaching to support learning sends employees a clear-cut message: Your leaders believe training is important—and we want to provide you with the support you need to be able to apply your new learnings back on the job.

Here are three best practices to provide coaching that supports learning in a way that works.

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January 13, 2017 at 1:38 pm Leave a comment

One Best Thing to do to Reduce Employee Turnover! Surprising!

Lots of my clients got in a management position because they loved what they were doing: teaching children, making furniture, preaching — not because they wanted to read management books. Now, they are, however, managers. One of the biggest challenges is to keep good employees. Wouldn’t you like to know how to do that? How to reduce turnover? How to make good employees great? How to avoid having to start all over again with a new employee — that great gamble? And the answer is — based on both scientific study and experience and taught by the most famous management guru – drum roll — is staff meetings.

WHAT? Right. Ken Blanchard recommends two staff meetings a week. In these staff meetings, you let your employees know what you want. You find out what problems they are having. You let them feel like a team. You avoid conflict. You also train them. Good meetings are often overlooked tool in managing people. Bad meetings are bad. Good meetings work. I can help. I train managers (pastors, owners and whoever runs meetings) how to do better meetings. I can also be part of the training of your staff. Plan your meetings now.   Oh, an anyone who engages me during January 2017, will receive a 20% discount. Have a great year.

January 5, 2017 at 9:57 pm Leave a comment

Leadership is About Helping Other Implement Values

The values you hold determine how you evaluate action. Successful people are people who have accurately and consistently implemented their values. Leaders are those who have helped a others implement them. Normally this is a group who implement them together. We call this a successful company, congregation, school, or non-profit.

Many people cite a long list of values. A counselor, would say, look at what a person does; this is what they value. In a group, however, sometimes it is very difficult to implement values. The social structure of the group tends to be stronger than the moral will of the individual. That is why good leaders are priceless — they enable the mission to be met.

What values do you wish you could implement? Is your organization living up to the values you hold most dear? How well, then, is the group meeting its mission?

Would you like a confidential reflection on this; investigating your own practise of management and leadership> Would you like a structured conversation with your group? I can facilitate that meeting (meaning bring structure so the conversation happens.) Is there a particular value you feel your organization is not living up to, but you would like to find solutions for shift? Call me. We can get it done. 512-249-7629

November 3, 2016 at 12:53 am Leave a comment

Time to Plan Again : By Connecting

Many of my clients are schools and preschools. It is a busy time there, fresh with planning the new year and meeting new students.
Whether or not you are in that environment, you probably feel the freshness of the new school year. It is a great time for planning and a great time to hit the mission again with your team.

For some fresh ideas on planning with you team, how about some words from a new source? Kay Orr writes how she handles first of the school year planning and how she brings the stakeholders together. Read with an open mind and open heart and I’m sure you will be refreshed.

https://www.thsc.org/2016/08/5-simple-points-for-planning-the-academic-year-23997/

August 18, 2016 at 11:11 am Leave a comment

Most People Hire Wrong.

Top advice for making good hires is the most overlooked; indeed, it is usually instituted exactly opposite to optimal. Check out Jack Welch’s advice and compare to your own observations.

In my quest to bring you the best management advice, I’ve been reporting on great books. I’ve been chewing on Jack Welch’s Winning. What first attracted me was the squib on the cover, quoting Warren Buffet, the best investor in the world, saying “No other management book will ever be needed.” Wow. Jack Welch was CEO to GE during its pinnacle of success.

I was blown away by his tips on hiring. His tips are for finding and nurturing winners. The margins of my book is now marked with exclamation points. I agree with all of his observations, but where I have been an employee, never ever have I seen any of this put into place, but rather the reverse. Where I have worked (government, non-profit) these principles are instituted in the opposite. No wonder those institutions are not doing well! I think I have clients, too, who fall prey to some of this. But you, dear readers now have a special “in.”

Here is what Welch says, summarized. At the end of the post, I will put a link for the book. I do recommend you get it, read it, mark, and inwardly digest it. Then call me to talk about it. I do have a recorded training session on how to hire, complete with clock hours for educators in Texas. . That is a beginning. Welch’s advice is more theoretical and so will take you even farther. If you have employee problems, call me and let me help you institute these  principles.

Nothing matter more than getting the right people on the field. (I would say, also put the right people in the right position on the team. If you have a whole team like this, you win. )

First: Look for integrity, intelligence, and maturity. (Most people look for people they think will be easy to control or someone they like – in that moment.)

Then EEEEP:

Energy: Then look for positive energy – meaning thrive on action and relish change. (This is tough, because HR people tend to despise change and so do poorly run organizations.)

Energize: Ability to energize others. (Which a smart person will put down so you will like them.)

Edge: courage to make tough yes-or-no decisions. Decisiveness. (Poor managers want to send people like this away, because they are scared that their opinions will clash.)

Execute: Ability to get the job done. Results. (But look at integrity first. Then don’t be scared to hire someone brighter than you.)

Passion : authentic excitement about work. – accuatlly they tend to be passionate about everything they do. (I have been so very much and oten taught to stuff this, to be less intense, so as not to scare people. So don’t be frigthened by a competent person and find a way to allow a passionate person to admit it to you.)

Hiring for the top

Find people who are authentic. Authenticity makes people likeable. (Amazing – and I see the exact reverse! Even in some of the most famous, if broke, corporations in this town. Oh, I bet there is a connection. Back to integrity.)

Ability to see around the corners. (Again, while this may be highly valued in a competent large corp, this stuff scares people in smaller, less competent organizations. Get over it, so you can be bigger and more compentent of an organizations.)

Strong penchant to surround themselves with people better and smarter than they are. Ah yes, grasshopper, be these things, as well as hire the people who have these things.

<a href="http://Winning” target=”_blank”>The Book: Winning by Jack Welch

May 9, 2016 at 2:22 pm Leave a comment

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The Government is not a Village. Dialogs across boundaries, busts myths, reveals real science. Offers a positive way forward in early education policy. Go to www.lulu.com or www.thegovernmentisnotavillage.com Swim with the Dolphins, not with the Sharks Sharon's classic book on conflict reduction available at www.amazon.com This is instrumental music, great for calming and focusing. I recommend it for your classroom. WHOLETONES

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