By Scott on 3 November 2009
Still Making a Difference
“I was somebody.
Who, is no business
Of yours.”
Found on a gravestone in Stowe, Vermont
All of us want to be ‘somebody.’ And, to most of us it does matter that we are ‘somebody’ to certain people. Whether it is our immediate family, our social circle, our religious group, people at our workplace, or the world at large, being ‘somebody’ to someone else has meaning. It means we were able to make a difference in the other person’s life.
And making a difference is about making the world a better place.
Confucius is quoted as saying “To put the world right in order, we must first put the nation in order; to put the nation in order, we must first put the family in order; to put the family in order, we must first cultivate our personal life; we must first set our hearts right.”
So what does it take to put your heart right? Continue reading “Five Powerful Ways to Make a Difference”
Follow these topics on Technorati: acknowledgement, appreciation, commitment, communication, development, help, leadership, listening, training
Posted in People | Tagged acknowledgement, appreciation, commitment, communication, development, help, leadership, listening, training
By Scott on 20 October 2009
I was intrigued when I saw these two views about hiring and job creation: Is it just a matter of which data you look at? Or is there more to the story.
First view: Gallup reported “Job Creation Improves.” Seems their hiring index is up, for the second week in a row. The index has mostly been negative (firing) this year; in fact, it was last October (2008) when hiring was this positive.
Second view: Tom Peters writes “Jobs are not coming back!” He cites Mort Zuckerman’s article that the free market is not up to creating the needed jobs.
So what’s a person to think? Both Zuckerman and Gallup have good data to back them up. Both Zuckerman and Gallup are sincere in their attempt to give the best information they can.
I do find it interesting that Gallup’s measurement is based on conversations with everyday workers asking if their company is hiring. Could be some significant disconnects in what the people think and what is really happening.
But when was the last time the grape vine at your company wasn’t at least pretty close? I’d bet Gallup’s data is pretty good. Does that mean I think we’re out of the recession (forget the official reckoning)? I think we still have a ways to go, but if people don’t start hiring the good talent now, they won’t find it later. We’re going to hit a tsunami of sorts when the economy has recovered enough where top performers, who have been pent-up because of the economy, will quickly move to what they see as greener pastures. Businesses who don’t prepare now to keep their top performers, or attract new ones, will be swept under by the wave of movement. And, they’ll be left dripping wet with nothing to show for it.
Follow these topics on Technorati: hiring, jobs, recovery, talent
Posted in People | Tagged hiring, jobs, recovery, talent
By Scott on 15 October 2009
Is there a single formula for business success? Generally, people will tell you there is no one formula that will guarantee business success.
Well, at the sake of sounding too simplistic, I argue there is.
( P * R ) – C = G
It doesn’t look like much, and with respect to my financial and operational colleagues, everything you need to worry about to make your business successful is in this formula.
I’m sure those of you with any kind of financial background have figured out what this formula is.
- P = Productivity Rate (per unit of time)
- R = Revenue (per unit, per unit of time)
- C = Cost (per unit, per unit of time)
- G = Growth Capability
Now, you’re probably thinking, “You were right, Scott, that is too simplistic. Oh, and by the way, the formula is wrong; it’s R(evenue) – E(xpense) = P(rofit).”
Focusing on productivity rate is one of the greatest tools for a business leader. This is not about squeezing more “blood out of a turnip;” rather, it is about creating a greater production capability that works today and continues in the future.
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Posted in Performance | Tagged productivity, success formula
By Scott on 30 September 2009
There is much discussion these days about equality and rights — particularly relating to health care. But what does it really mean to have equal rights or equal treatment? Is there a case that equal rights or equal treatment should lead to equal outcomes? And how do these apply in a place of business?
The Declaration of Independence created the foundation for all that followed in establishing the governing of our country, including the Constitution of the United States. In the Declaration of Independence, the signers agreed on a few critical statements, after much discussion and debate. Among these statements is the oft-quoted phrase “We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness.” Sadly, the right to the pursuit of Happiness has often been erroneously stated as the ‘right to happiness’.
Equal Rights
In a simpler form, the Declaration of Independence states that everyone was created by God who gave every being (not just some) the right to seek their own happiness, according to their own choices in how they live. Then the Constitution defines a set of standards upon which we may do this without harming others in enjoying these same rights. Again, some have erroneously claimed that the Constitution guarantees free equal health care. However, the Constitution states the federal government should promote the general welfare, not provide it.
Equal Treatment
Do these rights to life, liberty, and the pursuit of happiness give everyone the right to equal treatment? Continue reading “Equal Outcomes or Equal Rights?”
Follow these topics on Technorati: compensation, equal rights, equal treatment, equality, pay, seniority
Posted in People | Tagged compensation, equal rights, equal treatment, equality, pay, seniority
By Scott on 15 September 2009
Over the years, much has been written and said about getting the best employees, or finding the best talent. When was the last time you thought about getting the best out of your employees or finding the best within your talent?
In “The Introvert Advantage: How to Thrive in an Extrovert World
,” author Marti Olsen Laney, Psy.D., uses a good example to explain a core and very basic difference between people. As you read, think about how you have responded in similar situations, and how each of your employees respond.
Under stress, our most dominant [nervous] system is set into motion. For example, several years ago Mike and I were involved in a car accident. We were driving on a narrow, two-lane highway at night, and suddenly something huge flew at our windshield. Mike swerved over the double yellow line. Luckily, the oncoming lane was empty. The massive flying object missed us and hit the station wagon behind us. Mike pulled over to the side of the road and stopped. I didn’t move; my body felt numb, and my breathing slowed. I didn’t want Mike to get out of the car. In my mind I could see him getting hit by oncoming traffic. Mike, his heart racing, was thinking only of taking action. He opened his door and leaped out to see if anyone was hurt. Continue reading “Taking Advantage of the Best Within Your Employees”
Follow these topics on Technorati: abilities, action, strengths, talent, thinking
Posted in People | Tagged abilities, action, strengths, talent, thinking
By Scott on 31 August 2009
I made a simple free-standing shelf for my basement this weekend. That in itself is a feat. I am not mechanically or construction minded. My projects usually take 2-3 times as long as they should, more trips to the local hardware or lumber store than expected, and the product almost never turns out like the one in the magazine or in my head. This is not false modesty — come by my house and you will see the proof of what I’m saying.
However, I had a reason to cheer this weekend, because I only made one trip to the local hardware store, and I finished in less time than I expected. Truth be told, the shelf didn’t turn out exactly as I wanted, and as I had planned (it wobbled a little and needed some ‘leg adjusting’).
So why did I cheer? Because of Jimmy.
Jimmy works at the local hardware store (big-chain, name-brand hardware and lumber place). I knew going in I needed Continue reading “Jimmy’s Excellent Customer Service”
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Posted in People, Performance | Tagged customer service, job performance, Performance
By Scott on 27 August 2009
Most entrepreneurs can come up with a host of reasons not to take a vacation. They worry about who’ll watch the business while they’re gone, whether cash is too tight for them to go, or if customers will put up with talking to someone other than an owner. Often just simple addiction to the business keeps them at home. For years I’ve sided with those business thinkers who argue that getting away allows you to refresh the mind and come back with new ideas and energy; I’ve disappeared for as much as three straight weeks during the summer. And, yes, I came back to the company with renewed vigor. Each time, the company managed to survive without me.
Did you have your vacation? Palm Springs, San Diego, south of the border? Umm, doesn’t surprise me if you didn’t.
All of Kevin Kelly’s comments above about taking a vacation are good and valid points. But do you worry about how your business will run while you’re gone? If so, maybe having a few more people you can truly trust and rely on are your first priority. It’s not about replacing you; and it’s definitely not about adding more expense to your payroll. It’s about having someone that will pay attention to the things you want attended to, and will make good decisions like you would.
What are your biggest challenges to having confidence in your staff? How well does your staff make decisions without you? Leave me your thoughts.
Follow these topics on Technorati: business ethics, decision-making, leadership
Posted in People | Tagged business ethics, decision-making, leadership
By Scott on 19 August 2009
We all like heroes. Most heroes don’t think they are. Some act without thinking their actions will be heroic. Others act without thinking their actions aren’t.
There have been a number of reports lately of employees being fired for trying to stop thieves. Doesn’t seem right to fire someone for trying to protect the company’s assets. But which assets does a company (and their employees by extension) have a duty to protect?
The latest incident occurred at a Best Buy store. Two Best Buy employees who confronted a knife-wielding shoplifter were fired Sunday for their role in the incident.
A few weeks ago a Randalls employee was fired for chasing a theft suspect to recover a customer’s stolen purse.
I imagine each of these employee’s thought at the moment they were doing the right thing as part of their job — protect the company’s assets, or their customers. However, all were fired for their actions. Why?
Continue reading “Teaching Moments: Which Assets to Protect?”
Follow these topics on Technorati: communication, firing, theft
Posted in People | Tagged communication, firing, theft
By Scott on 18 August 2009
I’m a long-time fan of the information the Gallup Organization produces. Whether you agree with their conclusions or not, you have to admire and trust the data they gather, sometimes daily, on many different issues.
Some of that information relates to workers’ well-being — it’s their “Gallup-Healthways Well-being Index.” You can see the data by state and by congressional representative district. Hmm…
So what’s the latest? Of the 50 states, Utah has the highest well-being index with West Virginia on the bottom. My own state — Kentucky is #49.
One business-critical component of the index is “work quality.” According to Gallup, Continue reading “Do You Know Your “Well-Being” Score?”
Follow these topics on Technorati: employee satisfaction, employee survey, great workplace, high-quality jobs, workplace culture
Posted in Performance | Tagged employee satisfaction, employee survey, great workplace, high-quality jobs, workplace culture
By Scott on 12 August 2009
I will admit that I’m not a fan of President Obama. If that turns you off, so be it — I will always speak my mind, and you have every right to read what you want.
I dislike that he is a micromanger as characterized by the Wall Street Journal.
However, in all fairness, this is an excellent managerial trait:
“In the [daily briefing] sessions, according to those who attend, the president sometimes chafes at his advisers’ limitations, quizzing them on points raised by critics or asking them to do justice to a view other than their own. At times he quotes from letters sent to the White House to counter a stance taken by his team.” (emphasis added)
How many managers truly push their people to defend their points, or even to argue a counter-point? If all you ask for Continue reading “Lessons from a President”
Follow these topics on Technorati: communication, decision-making, leadership, management, strengths
Posted in Performance | Tagged communication, decision-making, leadership, management, strengths
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