Over the past few months I have been working with a local business and doing some consulting for them. It is amazing to see the compassion the owner has for his employees and truly wants them to be happy. The tough questions that needed to be answered is where are you going to take the business over the next few years and how do you plan on getting there? In business we are constantly busy chasing down daily, weekly and even monthly results that sometimes we lose track of the big picture.
This is a major issues especially for small business owners who traditionally do not have the resources to give them the feedback they are looking for. However change is inevitable in business and those who do not change will be faced with tough times. Competition is getting tougher each and every day; therefore hiring the right people to perform is the single most important job for a business owner.
Today we were able to solve a major problem and I made a recommendation to hire an additional Manager to develop the office. The structure this individual will give to the office will increase results if managed appropriately. This is where goal setting, accountability and feedback will become the backbone of the organization. Although this will be a tremendous culture shock to the business it will drive sustained results. The next challenge is to identify what the company wants to be do not try every great idea. Think through good ideas try them for a specific amount of time measure the results and identify if it is cost effective. A business leader who is not willing to change will not have to because the market will soon forget about them and move on leaving them in the dust.
Tuesday, January 30, 2007
Monday, January 29, 2007
Skill vs Will
Today I was working with a new employee and going over some sales strategies. This is were I really enjoy spending my time and helping people develop into something they do not think they can be. This also goes back to the attitude skill vs. will and why some people are successful and why others are not. In my career I have seen numerous people who have been successful for one reason only and that is because of hard work. They are not the smartest person in the room, might not be the best looking, and probably are not the most talented but for some reason they are always on top. They have the will to be successful.
On the the other hand I have seen people who have all the talent in the world but their work ethic is horrible and they simply perform terribly. These are the people who traditionally have one good month and then take the next month off. This is not a skill issue however it is a will issue.
In business I would much rather surround myself with people who have the will rather than the pure skill. You cannot teach will but you can teach skills. People who do not have skills will traditionally gravitate to the people who do and if these people do not have will you have just created a cancer. This cancer will spread quickly and the people effected most will not be the ones will skills as they can rebound at any time. People are the key to a successful business it is who you surround yourself that will determine your success.
On the the other hand I have seen people who have all the talent in the world but their work ethic is horrible and they simply perform terribly. These are the people who traditionally have one good month and then take the next month off. This is not a skill issue however it is a will issue.
In business I would much rather surround myself with people who have the will rather than the pure skill. You cannot teach will but you can teach skills. People who do not have skills will traditionally gravitate to the people who do and if these people do not have will you have just created a cancer. This cancer will spread quickly and the people effected most will not be the ones will skills as they can rebound at any time. People are the key to a successful business it is who you surround yourself that will determine your success.
Thursday, January 25, 2007
Tough Decisions
In business a leader will be faced with tough decisions. Although these decisions are not always going to be easy they are going to be what a leader will be remembered by. In some situations people will come first and business will come second. The tough part about these situations is a leader will make a personal decision rather than a true business decisions. Emotions always run high and it is best if possible to consult with a 3rd party to make a clear decision.
The key to a successful visit with the consultant will require open and honest feedback. Open means the willingness to accept new ideas, change current behaviors, and adapt to new strategies. Honesty is a key to any business communication and is a fundamental for a successful business. This might seem to be common sense but for some reason leaders forget the importance of it.
Making the tough decision is not going to be easy but the only thing worse than making a poor tough decision is not making a decision at all. Passive leaders will fail not because they do not take risks, however they will fail because they do not inspire and create vision for others to lead.
The key to a successful visit with the consultant will require open and honest feedback. Open means the willingness to accept new ideas, change current behaviors, and adapt to new strategies. Honesty is a key to any business communication and is a fundamental for a successful business. This might seem to be common sense but for some reason leaders forget the importance of it.
Making the tough decision is not going to be easy but the only thing worse than making a poor tough decision is not making a decision at all. Passive leaders will fail not because they do not take risks, however they will fail because they do not inspire and create vision for others to lead.
Tuesday, January 23, 2007
Results for you or despite you
In a recent experience I have come to find that outstanding results do not always imply everything is going great. As I began to meet my team there are some people who are clearly unhappy with the way the leadership has been recently. From a high level an outsider might look at the results and say everything must be going great they are doing outstanding. In actuality this might be a ticking time bomb that is ready to explode at any minute. So my question is why? My response is two fold which is people either drive results for you or despite you.
Lets start with driving results despite you, this can be achieved and will have short term success. This is very evident in most sales cultures as they are constantly looking toward the next month and not appreciating the performance that is taking place in the current month. The downside to this is that the performance will not last and slowly this approach will begin to deteriorate the teams morale. This traditionally leads to high attrition levels, low customer service scores and a constant help wanted sign in the front door. The leaders in these types of situations are usually viewed as selfish and concerned about their individual performance. Most employees in this approach do not feel appreciated, valued or even worse fulfilled. Needless to say this approach will drive short term results but when when you are promoted your team will say good reddens and not congratulations.
Driving results for you, is the second approach and the most effective for long term sustained success. The first step in gaining success in this approach is "know your team." Knowing your team does not mean knowing their names, it means knowing their life story, their career goals, who is important to them, and what really motivates them. This approach takes time and if done appropriately trust can be built very quickly. A best practice that I have found works well is sitting down with people individually and asking them about their personal life not goals or results. For some this is very hard to do, opening up to a perfect stranger is a challenge. However, this usually leads to talking about the challenges they might be having in their professional life as it is much easier and is common ground. On the other hand if you asked about challenges they are facing without any intention of getting to know them on a personal level they might not know what your true intentions are. Thus leading to a lack of trust and less willing to give the feedback that you ultimately want. Once you have established trust and a common goal they will begin to drive results for you. They need to understand you are working for them not against them. Furthermore once this has been achieved the team will begin to drive sustained results that they did not know they could achieve.
Lets start with driving results despite you, this can be achieved and will have short term success. This is very evident in most sales cultures as they are constantly looking toward the next month and not appreciating the performance that is taking place in the current month. The downside to this is that the performance will not last and slowly this approach will begin to deteriorate the teams morale. This traditionally leads to high attrition levels, low customer service scores and a constant help wanted sign in the front door. The leaders in these types of situations are usually viewed as selfish and concerned about their individual performance. Most employees in this approach do not feel appreciated, valued or even worse fulfilled. Needless to say this approach will drive short term results but when when you are promoted your team will say good reddens and not congratulations.
Driving results for you, is the second approach and the most effective for long term sustained success. The first step in gaining success in this approach is "know your team." Knowing your team does not mean knowing their names, it means knowing their life story, their career goals, who is important to them, and what really motivates them. This approach takes time and if done appropriately trust can be built very quickly. A best practice that I have found works well is sitting down with people individually and asking them about their personal life not goals or results. For some this is very hard to do, opening up to a perfect stranger is a challenge. However, this usually leads to talking about the challenges they might be having in their professional life as it is much easier and is common ground. On the other hand if you asked about challenges they are facing without any intention of getting to know them on a personal level they might not know what your true intentions are. Thus leading to a lack of trust and less willing to give the feedback that you ultimately want. Once you have established trust and a common goal they will begin to drive results for you. They need to understand you are working for them not against them. Furthermore once this has been achieved the team will begin to drive sustained results that they did not know they could achieve.
Monday, January 22, 2007
Leadership Development
Today I was able to sit down with some of my new team and really get to know them on a personal and professional level. As I sat down with the leader in the office I began to ask her what she felt her strengths and developmental opportunities might be. As I mentioned this to her, her face changed as if she had just seen a ghost. I then went on to say it is important for a leader to know what they are strong at but more importantly what they need to improve on.
To break the tension I took the lead and gave her my strengths and more importantly developmental opportunities. I explained I had a recent leader that once told me if you have more strengths and developmental opportunities than that is your 1st developmental opportunity. After I took the lead she really opened up and began to tell me what she felt she was going to have to work on in the future.
Although this seems like a small step it is actually a large step when beginning the development of a leader. The conversation went very well and was evident this was the first time she had ever had a conversation about leadership. This is mainly because her results have been outstanding. In some cases managers forget that individual results do not always translate into outstanding leadership. I explained the importance of feedback and how communication is a two way street it is going to take great communication to become a great leader. I explained the importance of how bringing ideas to the table will be instrumental in the growth of our business. I am excited for the upcoming challenge my success will be measured by her success as a leader.
To break the tension I took the lead and gave her my strengths and more importantly developmental opportunities. I explained I had a recent leader that once told me if you have more strengths and developmental opportunities than that is your 1st developmental opportunity. After I took the lead she really opened up and began to tell me what she felt she was going to have to work on in the future.
Although this seems like a small step it is actually a large step when beginning the development of a leader. The conversation went very well and was evident this was the first time she had ever had a conversation about leadership. This is mainly because her results have been outstanding. In some cases managers forget that individual results do not always translate into outstanding leadership. I explained the importance of feedback and how communication is a two way street it is going to take great communication to become a great leader. I explained the importance of how bringing ideas to the table will be instrumental in the growth of our business. I am excited for the upcoming challenge my success will be measured by her success as a leader.
Friday, January 19, 2007
Staying on Track
Tonight I had a meeting with my MBA class to discuss our international trip that we will be taking in the upcoming months. The session was about 2 hours long and really could have been condensed to about 30 minutes. I admire the fact the professors were taking the time to share their experiences and give feedback but at times the conversation did not flow very. It is safe to say that the train was derailed and the key points were really not discussed in enough detail.
In my opinion when presenting you have to have a direct plan of action and a clear message. It is important to outline in the beginning of the presentation what the goals of the session will be and what the audience can expect to take away. There is certainly a time for questions in every meeting but as a moderator this has to be managed appropriately. A large group will lose focus very quickly if they do not see the value in the presentation. Paying attention can be challenging for some and if you notice the group getting restless it might be a good idea to regroup and refocus.
http://en.wikipedia.org/wiki/Attention
In my opinion when presenting you have to have a direct plan of action and a clear message. It is important to outline in the beginning of the presentation what the goals of the session will be and what the audience can expect to take away. There is certainly a time for questions in every meeting but as a moderator this has to be managed appropriately. A large group will lose focus very quickly if they do not see the value in the presentation. Paying attention can be challenging for some and if you notice the group getting restless it might be a good idea to regroup and refocus.
http://en.wikipedia.org/wiki/Attention
Thursday, January 18, 2007
Junior Achievement
Today I had an outstanding experience with Junior Achievement. A peer and myself went to a local elementary school and taught a lesson to a group of 1st graders. It is amazing to see how excited a group of children can get when they are treated to the best gift of all, knowledge. As we began it was evident the class was going to be fun and energetic. The kids were awesome and eager to learn and the focus was on business, family and needs/wants.
It is amazing to see the dynamic of how the world is changing. These children at the age of 6 are talking about computers, video games and other electronics. In this day in age you have to be on the cutting edge of technology or you are going to be left behind.
Giving back to the community is a great feeling. The feeling that you get when you see the smiles on the children's faces is outstanding. In life and in business it is important to make these sacrifices especially to the next generation. These are the people that will be running our companies, politics, and schools. Everyone has a busy life and the thought of making more time is always difficult but if everyone in the world just gave 4 hours a year could you imagine the impact it could have.
It is amazing to see the dynamic of how the world is changing. These children at the age of 6 are talking about computers, video games and other electronics. In this day in age you have to be on the cutting edge of technology or you are going to be left behind.
Giving back to the community is a great feeling. The feeling that you get when you see the smiles on the children's faces is outstanding. In life and in business it is important to make these sacrifices especially to the next generation. These are the people that will be running our companies, politics, and schools. Everyone has a busy life and the thought of making more time is always difficult but if everyone in the world just gave 4 hours a year could you imagine the impact it could have.
Wednesday, January 17, 2007
Reference
I recently had a call from a former employee that was looking to use me as a reference. This was a person who I worked with about 4 years ago. I value these relationships and since I have been displaced in my career I will do whatever I can to help out another person during this challenging time.
To give some background about this person I took over an office that was struggling with performance about 4 years ago. The former manager did not give any time, guidance, or leadership and this individual was craving for a new approach. As I met with him I noticed immediately his analytical ability and strength when it came to numbers was outstanding. However his opportunities were very defined and in a sales role he was not going to be successful long term. This led to a tough conversation with him and intern I was able to find him a new role within the organization. After about 2 years we each decided to go our separate ways and about 12 months ago I received a phone call asking to write a letter of recommendation for him for law school. He was accepted but after long thought he has decided to go back into business.
After talking to him today I asked him some very specific questions about what he wanted out of his career if he wanted to be in sales or operations. Immediately he began to try to balance his answer not wanting to trap himself into a corner. I explained to him this is not about making me happy it is about making himself happy. In life we are all going to be faced with situations that we are going to have to make tough decisions. When it comes to your career you have to make a decision that is going to make you happy long term. In this situation we have uncovered his real passion is in the operational side of the business. This is where he should focus his search and I explained I have already began passing his name along to some peers.
I guess the key to this posting is to not burn the bridge no matter how long or how short that bridge might be. In life we need people who we can count on, people who we trust will be there during the tough times. If you are the one that people can count on than during these times than you are a LEADER.
To give some background about this person I took over an office that was struggling with performance about 4 years ago. The former manager did not give any time, guidance, or leadership and this individual was craving for a new approach. As I met with him I noticed immediately his analytical ability and strength when it came to numbers was outstanding. However his opportunities were very defined and in a sales role he was not going to be successful long term. This led to a tough conversation with him and intern I was able to find him a new role within the organization. After about 2 years we each decided to go our separate ways and about 12 months ago I received a phone call asking to write a letter of recommendation for him for law school. He was accepted but after long thought he has decided to go back into business.
After talking to him today I asked him some very specific questions about what he wanted out of his career if he wanted to be in sales or operations. Immediately he began to try to balance his answer not wanting to trap himself into a corner. I explained to him this is not about making me happy it is about making himself happy. In life we are all going to be faced with situations that we are going to have to make tough decisions. When it comes to your career you have to make a decision that is going to make you happy long term. In this situation we have uncovered his real passion is in the operational side of the business. This is where he should focus his search and I explained I have already began passing his name along to some peers.
I guess the key to this posting is to not burn the bridge no matter how long or how short that bridge might be. In life we need people who we can count on, people who we trust will be there during the tough times. If you are the one that people can count on than during these times than you are a LEADER.
Tuesday, January 16, 2007
Nobility of Humility
Ever since I began my professional career one phrase comes to mind, "Whats Next?" I am an extremely driven person that does like to settle and is constantly looking to improve upon my current situation. Although I have these feelings I think it is important to understand that everyone else might not. Today I met up with an old high school peer and completed a working capital line of credit for them. This made me think about the Nobility of Humility which I have titled this posting.
While growing up I would say we were middle class at best. I went to a modest high school with family values and a community that was bound together. As I began my life, I went to college then became a professional and began to move up the corporate ladder. However, some of my former peers chose a different path. Some of them have decided to buy property in that same small town, and even own businesses there today. As I began to think today, the question I asked is why? These people are noble they are assets to our economy and for all intents and purposes they enjoy what they do. However why have they not taken the chance to grow in a different area? This is where the fact of humility comes into place as they are humble and are happy with where they are today.
In leadership we are all striving for happiness and success. Both of which are measured differently by each person. As a leader it is important to know this about your team as they are not likely to change. However if they are not happy, regardless of money, vacation, promotions or benefits they might not be willing to stay. I strongly feel people want to be happy and successful, as a leader the key is finding out how your team quantifies these measurements. However a good leader will use these gently and caustiously as these are the most emotional ties for an employee. A poor leader will use these as their only form of motivation this will ultimately result in lack of respect and broken trust.
While growing up I would say we were middle class at best. I went to a modest high school with family values and a community that was bound together. As I began my life, I went to college then became a professional and began to move up the corporate ladder. However, some of my former peers chose a different path. Some of them have decided to buy property in that same small town, and even own businesses there today. As I began to think today, the question I asked is why? These people are noble they are assets to our economy and for all intents and purposes they enjoy what they do. However why have they not taken the chance to grow in a different area? This is where the fact of humility comes into place as they are humble and are happy with where they are today.
In leadership we are all striving for happiness and success. Both of which are measured differently by each person. As a leader it is important to know this about your team as they are not likely to change. However if they are not happy, regardless of money, vacation, promotions or benefits they might not be willing to stay. I strongly feel people want to be happy and successful, as a leader the key is finding out how your team quantifies these measurements. However a good leader will use these gently and caustiously as these are the most emotional ties for an employee. A poor leader will use these as their only form of motivation this will ultimately result in lack of respect and broken trust.
Monday, January 15, 2007
Behavior Based Questions
Today I was able to take part in a behavior based question session. The key to these sessions is to find out more about people through their reactions and how they are able to answer the questions. I simply love having good conversations with people and sharing stories about what has went well in life and business.
It is important when having these types of conversations that you sight specific examples they have happened in your career. Otherwise this can be viewed as fluff. In most of the conversations it is important for you to understand the question as this causes most people trouble. Be honest and be fair, there is no answer that is right or wrong if the answer contains these 2 keys.
One questioned that I thought was interesting was, "Could you work with someone you know was dishonest with you?" This is a question that some people might struggle with but for me the answer was simple, NO. I give people the benefit of the doubt and it takes a while to build trust. However once that level of trust has been broken it is nearly impossible to regain it to its previous form. This happens in all forms of relationships, business, marriage, and friendships. How many people do you know that have been remarried? If it did not work once what is so different that it will work again, the trust is broken and will never be the same. The key to this is to be honest and do what is right. Treat these relationships as if they were jewels each one is different and unique and cannot be replaced.
It is important when having these types of conversations that you sight specific examples they have happened in your career. Otherwise this can be viewed as fluff. In most of the conversations it is important for you to understand the question as this causes most people trouble. Be honest and be fair, there is no answer that is right or wrong if the answer contains these 2 keys.
One questioned that I thought was interesting was, "Could you work with someone you know was dishonest with you?" This is a question that some people might struggle with but for me the answer was simple, NO. I give people the benefit of the doubt and it takes a while to build trust. However once that level of trust has been broken it is nearly impossible to regain it to its previous form. This happens in all forms of relationships, business, marriage, and friendships. How many people do you know that have been remarried? If it did not work once what is so different that it will work again, the trust is broken and will never be the same. The key to this is to be honest and do what is right. Treat these relationships as if they were jewels each one is different and unique and cannot be replaced.
Sunday, January 14, 2007
Vacation
Over the past week I took a vacation with my wife to Mexico. Mexico is an interesting country and a booming economy that suffers from a minimal middle class. It is amazing to think that 40 years ago Cancun was a jungle and now it is the home of 800,000 residents from around the world. This does not happen without a tremendous plan of action. The government decided to make Cancun the next great tourist attraction and by doing so has built a multi billion dollar travel destination.
This was a pure vision and entrepreneurial spirit. Taking the chance paid off huge dividends for Mexico and their citizens. This is also true in business, you have to make educated and risky decisions to make your business successful. The decisions that a leader makes everyday will impact their long term goals. In some cases you have to make decisions that take longer to unfold, for example a long term marketing plan or acquisition. On the other hand making a quick decisions can turn into immediate results.
The last point that I will make about the vacation was the importance of taking time away from work. In this situation I had no access to email, voice mail, blackberry or cell phone. Although this was frustrating at first it made me relax and enjoy the time away. This also gives my team at the office the ability to work independently and prove their ability to go above and beyond. In some cases the team needs the time away from their leader as much as the leader needing time away from their team. I am now refreshed and ready to go, lets go 2007.
This was a pure vision and entrepreneurial spirit. Taking the chance paid off huge dividends for Mexico and their citizens. This is also true in business, you have to make educated and risky decisions to make your business successful. The decisions that a leader makes everyday will impact their long term goals. In some cases you have to make decisions that take longer to unfold, for example a long term marketing plan or acquisition. On the other hand making a quick decisions can turn into immediate results.
The last point that I will make about the vacation was the importance of taking time away from work. In this situation I had no access to email, voice mail, blackberry or cell phone. Although this was frustrating at first it made me relax and enjoy the time away. This also gives my team at the office the ability to work independently and prove their ability to go above and beyond. In some cases the team needs the time away from their leader as much as the leader needing time away from their team. I am now refreshed and ready to go, lets go 2007.
Friday, January 5, 2007
Changing Teams
Today I announced to my team that I was going to be leaving and working at another location. This afternoon I spoke with my manager and we had decided that today would be a good day to communicate the decision since next week I would be out of town. In previous experiences I do not advocate delivering a message before leaving for an extended period of time due to the impact the news might be. In this case instead of making it a mass announcement I took another approach that was very effective.
In this approach I brought team members into my office individually and let them know what was going on and why I made the decision. I spent time with each of them sharing stories of success and giving them feedback on what they have done well over the past months. I tried to take the focus away from the fact that I was leaving and focus on their own personal strengths. To my surprise there were a few that were very disappointed that I was going to be leaving and really enjoyed working with me. Although I have not been with this team for a very long time the relationships that we built were fairly strong.
The future will be very challenging for this team and the new leadership that comes in. At this point the team feels very damaged due to the amount of change that has taken place over the past few years. Today marks a new day for my career with this organization and I look forward to the challenge the upcoming year presents.
In this approach I brought team members into my office individually and let them know what was going on and why I made the decision. I spent time with each of them sharing stories of success and giving them feedback on what they have done well over the past months. I tried to take the focus away from the fact that I was leaving and focus on their own personal strengths. To my surprise there were a few that were very disappointed that I was going to be leaving and really enjoyed working with me. Although I have not been with this team for a very long time the relationships that we built were fairly strong.
The future will be very challenging for this team and the new leadership that comes in. At this point the team feels very damaged due to the amount of change that has taken place over the past few years. Today marks a new day for my career with this organization and I look forward to the challenge the upcoming year presents.
Thursday, January 4, 2007
Team Dynamics
Today I spent time with my newly created team in my MBA program. In this phase we are focusing on a marketing project which includes the development and sale of a new technology. During this simulation we will be competing against other teams the winner is the team with the most profit. The team is outstanding and very diverse and will push each of us to think critically when making decisions.
You can tell the amount of trust that is being built in the program. People are losing their initial passive approach and becoming more assertive. We are all Type A personalities and it is interesting to see people develop as the program moves forward. One person in particular is outstanding and is a tremendous asset to the newly formed team. I have worked with her in the past and the experience has always been good. If I had a business today I would want her on my team.
This team will give me a ton of experience and a different outlook on how to view marketing plans across industries. We will push each other into different directions and force each other to validate their arguments (no fluff). I am excited to start this next phase.
You can tell the amount of trust that is being built in the program. People are losing their initial passive approach and becoming more assertive. We are all Type A personalities and it is interesting to see people develop as the program moves forward. One person in particular is outstanding and is a tremendous asset to the newly formed team. I have worked with her in the past and the experience has always been good. If I had a business today I would want her on my team.
This team will give me a ton of experience and a different outlook on how to view marketing plans across industries. We will push each other into different directions and force each other to validate their arguments (no fluff). I am excited to start this next phase.
Wednesday, January 3, 2007
Turmoil
Today was a day filled with turmoil both positive and negative. I was met at my office with my new manager to talk about some time sensitive topic regarding possibilities in my career. As an employee there is nothing better than feeling appreciated and valued. As this conversation continued I found myself talking about my team and some challenges that we are facing.
After the meeting with her I was then approached from a member of my team who has been having major concerns about her career. In my experience as a leader I have never seen an employee so damaged by an organization. This person has lost total confidence in the organization and has become highly unmotivated. This is certainly a disservice for the employee and the organization. During the conversation the challenges were about money and ability to move up. However her recommendation was she wanted to take on a lesser role?? This is very troubling as someone wants to reduce their workload but expect more compensation.
Upon ending the conversation early, I felt it would be appropriate to have another conversation after the emotions had taken there course. I explained to her the view of moving down and how I feel she has the talent to be a leader in the organization. We concluded with myself setting up a meeting with her an Sr Mgmt to have a conversation about career planning. My fear in this situation is to lose a solid employee due to a short term emotional break down. However as a leader I recognize that now is not the time to have this person in a leadership role as she can and will have a negative impact on the team.
After the meeting with her I was then approached from a member of my team who has been having major concerns about her career. In my experience as a leader I have never seen an employee so damaged by an organization. This person has lost total confidence in the organization and has become highly unmotivated. This is certainly a disservice for the employee and the organization. During the conversation the challenges were about money and ability to move up. However her recommendation was she wanted to take on a lesser role?? This is very troubling as someone wants to reduce their workload but expect more compensation.
Upon ending the conversation early, I felt it would be appropriate to have another conversation after the emotions had taken there course. I explained to her the view of moving down and how I feel she has the talent to be a leader in the organization. We concluded with myself setting up a meeting with her an Sr Mgmt to have a conversation about career planning. My fear in this situation is to lose a solid employee due to a short term emotional break down. However as a leader I recognize that now is not the time to have this person in a leadership role as she can and will have a negative impact on the team.
Tuesday, January 2, 2007
Conference Call
Today I had my 1st conference call with my new peer group. I thought the call went fairly well and you can tell the leader is trying to be very positive and up beat. The challenge with this form of communication is that people sometime multitask and are not paying full attention to the topics at hand.
The other area of concern that I had is the call did not have a very good flow to it an seemed to jump from one topic to the next. In a meeting environment it is better to have short quick hit meetings than long drawn out meetings. Although there are times when these are necessary they should be limited as they strain the group and lack productivity. This particular call was the 1st meeting for most of us and there was very little interaction. This is to be expected since there is a lack of trust amongst the group. People are beginning to find out who they will partner with, who they can call for questions, and who they can vent to.
My tip for performing conference calls is keep them short, 30 minutes or less. Keep the topics short and to the point, conversations with a group on the phone need to be quick and to the point as you will lose participation. Engage people and ask questions directly to people keep them on task this will keep people on their toes and engaged.
The other area of concern that I had is the call did not have a very good flow to it an seemed to jump from one topic to the next. In a meeting environment it is better to have short quick hit meetings than long drawn out meetings. Although there are times when these are necessary they should be limited as they strain the group and lack productivity. This particular call was the 1st meeting for most of us and there was very little interaction. This is to be expected since there is a lack of trust amongst the group. People are beginning to find out who they will partner with, who they can call for questions, and who they can vent to.
My tip for performing conference calls is keep them short, 30 minutes or less. Keep the topics short and to the point, conversations with a group on the phone need to be quick and to the point as you will lose participation. Engage people and ask questions directly to people keep them on task this will keep people on their toes and engaged.
Monday, January 1, 2007
Culture
Over the past few days my wife and I spent time in New York City for the New Years Eve festivities. Immediately as we entered the airport the amount of culture that is in the city is amazing. People are from all over the world and have found themselves in New York for this holiday event. As we were in Times Square preparing for the celebration we were talking to people from Tennessee, Brazil, Venezuela and all parts of Asia.
America is a melting pot for all people and the notion of freedom brings people to unite as one large population. As we spent time with all the different people across the world one of the most ironic things took place. A group from Columbus, Ohio was standing next to us and we began talking. To make it more interesting some of them were in the same industries which made conversation very smooth and easy. Although the world is so large, in the grasp of 1 million people it is amazing that you can seek out people who are relatively neighbors.
The power of networking then becomes apparent. It is amazing the response and enjoyment you can have when you do not block yourself off from trying new things. I think it is imperative for any leader to continue to put themself into uncomfortable situations this is how they grow and build relationships that would no longer exist. Be open to new people, new ideas and new cultures as they make up your own personal culture.
America is a melting pot for all people and the notion of freedom brings people to unite as one large population. As we spent time with all the different people across the world one of the most ironic things took place. A group from Columbus, Ohio was standing next to us and we began talking. To make it more interesting some of them were in the same industries which made conversation very smooth and easy. Although the world is so large, in the grasp of 1 million people it is amazing that you can seek out people who are relatively neighbors.
The power of networking then becomes apparent. It is amazing the response and enjoyment you can have when you do not block yourself off from trying new things. I think it is imperative for any leader to continue to put themself into uncomfortable situations this is how they grow and build relationships that would no longer exist. Be open to new people, new ideas and new cultures as they make up your own personal culture.
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