tag:blogger.com,1999:blog-33803687690006072982024-02-21T09:53:27.051-06:00Better Leadership Training with Ed Golden - Flatlander Consulting GroupTaking Leadership Training to Greater Heights...flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.comBlogger37125tag:blogger.com,1999:blog-3380368769000607298.post-1486048590136526692018-02-23T10:57:00.003-06:002018-02-23T11:01:19.197-06:00First Things FIrst<span style="color: #783f04; font-family: "arial" , "helvetica" , sans-serif;">One of Steven Covey's comments that I like best is that "you have to keep first things first". What I find is that most people struggle with what that looks like. Deadlines are similar, importance is ill-defined, and the result is that we have a tendency to just do what we can, without working on most critical tasks first. </span><br />
<span style="color: #783f04;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;">Here are some tips:</span></span><br />
<ol>
<li><span style="color: #783f04; font-family: "arial" , "helvetica" , sans-serif;">Start by making sure each task has a deadline. If you are given one by someone else, then use that. If not, then set a deadline, one that is realistic, and work within that boundary.</span></li>
<li><span style="color: #783f04; font-family: "arial" , "helvetica" , sans-serif;">Now, look at all the factors that make up importance. Some of the most common are: who asked, who is affected, the impact of the project, cost, safety, how many are impacted, relevance to mission, and so on, based on your job and your company's mission.</span></li>
<li><span style="color: #783f04; font-family: "arial" , "helvetica" , sans-serif;">Using these qualifiers, give the task/project a rank, on a 1 - 10 scale. </span></li>
<li><span style="color: #783f04; font-family: "arial" , "helvetica" , sans-serif;">Now, by using the deadline and the importance ranking, you can make an educated decision on what comes first.</span></li>
</ol>
<span style="color: #783f04; font-family: "arial" , "helvetica" , sans-serif;">Do they sometimes still look the same? Sure. It's time to go ask the stakeholder or your manager what is most important. Tip- don't do that without a thorough examination yourself.</span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-84769653793837937182017-11-27T22:00:00.001-06:002017-11-27T22:01:41.809-06:00The largest generation, and the difficulties therewith...If you are a Millenial, or work with, manage or deal with a Millenial, you probably have noticed a disconnect. Here is a video that will help. It is worth the watch.<br />
<a href="https://www.youtube.com/watch?v=hER0Qp6QJNU">Simon Sinek on Millenials</a>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-12918045771554849722017-01-25T21:38:00.002-06:002017-01-25T21:38:30.228-06:00Ethics in the Workplace<div class="MsoNormal" style="line-height: 120%;">
<span style="font-family: Arial, sans-serif; font-size: 12pt;">Unethical
behavior is one of the largest factors in poor morale in the workplace today.
Coworkers and supervisors observe unethical behaviors, and then the offender
loses trust and credibility. One of the biggest problems with understanding
ethics is the difference of perception of right and wrong, at the core of our
ethical belief system.</span></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 120%; mso-bidi-font-size: 14.0pt; mso-fareast-font-family: "Times New Roman";">We
grow up in an environment that creates our core value system. Add to that faith
beliefs, social modeling, and life experience, and ethics becomes a moving
target to understand and implement.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 120%; mso-bidi-font-size: 14.0pt; mso-fareast-font-family: "Times New Roman";">Improving
ethics in the workplace environment is based on communication and role
modeling. The first level of communication involves training, where employees
are helped to understand what the core values of the organization are, why they
matter, and what the behavioral expectations are. Without training and the
reinforcement of modeling, most people will simply make their own decisions
based on their own individual values, not necessarily in line with those of the
company they work for. It is up to management
to decide what the core values of the organization are, then to
communicate those values to the masses, setting very clear expectations of what
ethical behavior looks like, what the impact of these actions are, and what the
consequences of violation are. <o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 120%; mso-bidi-font-size: 14.0pt; mso-fareast-font-family: "Times New Roman";">That's
a start-it's a plan. The second step is the communication of that plan to every
employee, bottom-to-top, with examples of what great behaviors look like. <o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 120%; mso-bidi-font-size: 14.0pt; mso-fareast-font-family: "Times New Roman";">The
third step is to monitor and evaluate, like should be done with any behavior or
policy, to make sure everyone follows the same set of rules. Consistency of
application of policy is essential to the success of the program. <o:p></o:p></span></div>
<br />
<div class="MsoNormal" style="line-height: 120%; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 120%; mso-bidi-font-size: 14.0pt; mso-fareast-font-family: "Times New Roman";">People
making ethical decisions are more productive, less stressed, and more focused
on what it takes to make a business successful.<o:p></o:p></span></div>
flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-76359801736806652262016-03-04T00:20:00.001-06:002016-03-04T00:20:41.348-06:00Interviewing and Selecting the Right Candidate<span style="font-family: Arial, Helvetica, sans-serif;">A client asked me to do a session on interviewing recently, and they asked me to emphasize the selection of the right candidate. What a request! One of the most difficult tasks a manager has is hiring the absolute best employees. Who is it? What do I do? Am I going to hire the one where the best they ever were is the interview?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">First of all, realize that there are factors that will always keep you from making the perfect choice. For one, you don't always know if the candidate is accurately representing their skills or experience- maybe they have just learned how to convince you. </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">How do you know they have the right work ethic, or the right fit for your team? You don't...but you can do some things to getting closer to making the right decision:</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">1. Prepare well. Update your job description, by clearly defining the job and its requirements. Talk to someone you consider really good at the job you're hiring for, and ask them what they would consider a great employee to work beside.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">2. Don't be afraid to ask tough questions. When they tell you they can perform a task, ask them a specific question about how it is done. </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">3. Don't be overwhelmed by their charisma. Sure, it is great to be sitting across from someone that appears perfect- grooming, communication, style, resume- but remember, that can all be formulated to influence you to hire them.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">4. Ask soft skills questions about handling customers and difficult situations, or problem-solving scenario questions.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">5. Have a second interview in a casual environment, like lunch, to see how they act when they let their guard down - and most will. People tend to become their true selves when they eat.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">6. Prepare a set of standardized questions that you ask of everyone, so that your impressions have a baseline.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">It is hard work to hire the right employees. Taking the time to prepare will save you management hours and dollars down the road.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<span style="font-family: Arial, Helvetica, sans-serif;">Good Luck!</span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-74947986858497628132014-11-10T20:54:00.001-06:002014-11-10T20:54:37.712-06:00There's a new generation in town...We've talked for a long time now about the 4 generations:<br />
Traditionalists, before WWII<br />
Baby Boomers, their kids<br />
Gen Xers, the Baby Boomers' lost children<br />
and now the Millenials, those born after 1978.<br />
<br />
Look out, here come the Gen Z kids, born after 1995, lots of initiative, green-thinking, gender neutral, ultra smart, talented, world-changers.flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-45703469339043438772014-02-04T12:33:00.000-06:002014-02-04T12:38:14.428-06:00Get the job...<span style="color: #783f04; font-family: Verdana, sans-serif;"><b>It is possible, in our economic times, that you are one of the many that are in-between jobs. Competition can be fierce, and being the 'one' is not always easy.</b></span><br />
<span style="color: #783f04;"><b><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">If you want to be chosen over several other candidates, you have to be different in some way. Your skills may be similar, your experience may be similar, and there may be other static factors that equate you with the population. What do?</span></b></span><br />
<span style="color: #783f04;"><b><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">First, realize that <i>attitude is everything</i>. Hiring managers look not only for someone that fits the job itself, but the team as well. Your attitude toward work, life, and even them helps them evaluate the psychological 'fit' for the team. If they have a stable, coherent team in place, one of their major fears is that they will hire someone radically different, that will disrupt the group. Your attitude of 'can-do', flexibility, learning aptitude, and your overall sense of work ethic will go a long way towards causing you to look better than the field.</span></b></span><br />
<span style="color: #783f04;"><b><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">Assess yourself...why should they hire me? What do I have to offer that sets me apart? Do I smile enough? Do I speak to their personality? Do I radiate confidence without arrogance? </span></b></span><br />
<span style="color: #783f04;"><b><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;"><i>Would I hire me?</i></span></b></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com2tag:blogger.com,1999:blog-3380368769000607298.post-21304304931215494092014-01-16T11:23:00.001-06:002014-01-16T11:23:17.058-06:00Someone is always watching...<span style="color: #660000; font-family: Verdana, sans-serif;">Realize it or not, someone is always watching what you do and what you say, and from that, they develop their perception of who you are, what you stand for, and how good you are as a leader. Great leaders know this. </span><br />
<span style="color: #660000; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #660000; font-family: Verdana, sans-serif;">In their book "The Leadership Challenge", Kouzes and Pozner identified the 'Five Exemplary Characteristics of Great Leaders', and find through their research that these define the best leaders.</span><br />
<br />
<ol>
<li><span style="color: #660000; font-family: Verdana, sans-serif;"><u>Model the way</u> - great leaders are the role model they need to be. Knowing the impact they make on others that watch and interact with them daily, they use their example to influence.</span></li>
<li><span style="color: #660000; font-family: Verdana, sans-serif;"><u>Inspire a shared vision</u> - great leaders know what the organizational vision is, and what their part of that vision looks like. Then, they make sure that others are just as aware, through communication and the use of the example they portray.</span></li>
<li><span style="color: #660000; font-family: Verdana, sans-serif;"><u>Challenge</u> - great leaders challenge at several levels: they challenge themselves to be their best; they challenge others to achieve and succeed; they challenge the process itself, looking at everything they do to make sure it is the best, most innovative, most effective process.</span></li>
<li><span style="color: #660000; font-family: Verdana, sans-serif;"><u>Enable others to act</u> - great leaders know that micro management of employees is the worst morale destroyer and de-motivator that exists in the workplace. Give someone an assignment, the right tools, the right resources, and guidance, and then get out of the way. Let them do their job, so that they can see their own accomplishments and value. Don't devalue them by treating them like they know nothing.</span></li>
<li><span style="color: #660000; font-family: Verdana, sans-serif;"><u>Encourage the heart</u> - the catalyst to the characteristics is the caring. great leaders care about whether or not individuals and teams succeed, and not just because it make them look good. The caring is genuine, heart-felt, real.</span></li>
</ol>
<div>
<span style="color: #660000; font-family: Verdana, sans-serif;">If you look closely at what you do, how you act, how you supervise, you will quickly realize how these characteristics are an integral part of all that you do. Pay attention! Be the leader you can be.</span></div>
flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com1tag:blogger.com,1999:blog-3380368769000607298.post-89100301108506765772014-01-13T14:48:00.002-06:002014-01-13T15:37:03.220-06:00Subscribe today<i><span style="color: #783f04; font-family: Verdana, sans-serif; font-size: large;">Subscribe with your email address and receive updates to the blog, plus I'll send you a copy of my ebook, "Thoughts On Leadership </span><span style="color: #783f04; font-family: Verdana, sans-serif; font-size: large;">From My </span><span style="color: #783f04; font-family: Verdana, sans-serif; font-size: large;">Blog, Vol. 1."</span></i><br />
<i><span style="color: #783f04; font-family: Verdana, sans-serif; font-size: large;"><br /></span></i>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiXB5P6Oez7VslxnofZUWSHHpgtqpbLzTymb7MfX9j4oVAQjHFPis1S4qqlQ0fs9tJf35YKH3wGzmWPPFAJkREyBMA7qAXXLZlP-K06FWNsnvofmjIC6xomYbs4xWDlU7yaL2xFHV47ObI/s1600/Blog+book+cover.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiXB5P6Oez7VslxnofZUWSHHpgtqpbLzTymb7MfX9j4oVAQjHFPis1S4qqlQ0fs9tJf35YKH3wGzmWPPFAJkREyBMA7qAXXLZlP-K06FWNsnvofmjIC6xomYbs4xWDlU7yaL2xFHV47ObI/s200/Blog+book+cover.jpg" width="146" /></a></div>
<i><span style="color: #783f04; font-family: Verdana, sans-serif; font-size: large;"><br /></span></i>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-31003416146088796022014-01-06T19:38:00.001-06:002014-01-06T19:44:09.512-06:00Are all employees the same?<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><span style="font-size: large;">Nay, nay!</span></i> Employee attitudes, skills, and work ethics vary, but most fall in one of three categories: </span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;">1. <b>Over achievers.</b> 5 - 10% of the workforce are usually those that are internally driven- they'll run over you to do their job. If they need help, they'll ask, if they need resources, they'll find them, if they need training, they'll get it. You can trust them to get the job done. Unfortunately, what we do is overload them, letting them be the 'go-to's', and burning them out, or moving them to category 2. </span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;">2. <b>High Maintenance.</b> 10 - 20% of most workforces are those that are very new, so somewhat confused, burned out because they've lost passion for the job, lost...because they are, or just not any good. This group will take 40 - 60% of your management time. </span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;">3. <b>the Rest.</b> The balance of the group are those individuals that you can depend on. They are always there, on time, working. You trust them. They are the core of the force. Yet, because the other groups need 70 - 80% of your time, they get left out, ignored, left alone when they need coaching, mentoring, supporting, connecting. </span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><b> You must make adequate time for every employee - they all have their specific needs - if you want a cohesive, successful, effective team. Manage your time well, delegate well, stay aware.
</b></i></span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><b><br /></b></i></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;">(click on pic to enlarge)</span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj7VkidMoRfY9eyn-BC6dGFKdI0shw-dQE9nhn-Fb94sW9UvQCVrira9HpwbEcTyVyHTRQs9_y_hDNAAfGrnXsudsaVUK5vUKnnEaY_7kPRm-sndoETH9_QYIRU4xZAEhYM2mbAMxmgTg4/s1600/types+of+ees.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj7VkidMoRfY9eyn-BC6dGFKdI0shw-dQE9nhn-Fb94sW9UvQCVrira9HpwbEcTyVyHTRQs9_y_hDNAAfGrnXsudsaVUK5vUKnnEaY_7kPRm-sndoETH9_QYIRU4xZAEhYM2mbAMxmgTg4/s320/types+of+ees.jpg" height="123" width="200" /></a></div>
flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-49175290199365000442014-01-01T01:06:00.003-06:002014-01-06T17:22:41.893-06:00What do effective employee goals look like?<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>So, you have goals that you set for your employee production, and you run your report, discovering that only about 15% of them achieved the goal. Have you been successful, have they? Good question. There are several factors that control whether or not employees can meet goals:</i></span><br />
<ul>
<li><span style="color: #783f04; font-family: Verdana, sans-serif;"><i>Do they have the ability?</i></span></li>
<li><span style="color: #783f04; font-family: Verdana, sans-serif;"><i>Do they have the tools and resources?</i></span></li>
<li><span style="color: #783f04; font-family: Verdana, sans-serif;"><i>Are the goals realistic? </i></span></li>
</ul>
<div>
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>If workers have the ability and the tools and resources they need, yet still don't meet the objective, the last factor, realistic goals, plays the biggest part in their success. If 75% of your employees aren't reaching the goal, odds are the goals are too high, unreachable. What happens then? Frustration. Failure. Apathy...yes, apathy. Many will think, "if I'm going to get in trouble anyway, why try?" This attitude will become a disease in your organization, and many will fail, and become ineffective employees. In an ideal environment, 80% will reach reasonable goals, 10% will excel, and 10% will fail no matter what. Setting goals a very small increment beyond normal production is OK, provided rewards are given for reaching the goals. People respond best to being recognized for doing their jobs, and being appreciated for doing their jobs well. The saying is, "what's rewarded gets repeated". </i></span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><br /></i></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><b>Set specific, realistic, relevant, achievable goals for and with your people, and they will reward you by reaching them and beyond.</b></i></span></div>
flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-70227039182776054182013-12-22T20:42:00.000-06:002014-01-06T17:23:40.304-06:00Three Questions One Should Ask<span style="color: #660000; font-family: Verdana, sans-serif;">If you are concerned about your own success, or the success of someone you manage, there are three questions that really speak to the core:</span><br />
<span style="color: #660000; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #660000; font-family: Verdana, sans-serif;">1. Am I doing the job I am supposed to do? -An employee is hired to do a specific type of job, and should have the knowledge, skills and experience to do so.</span><br />
<span style="color: #660000; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #660000; font-family: Verdana, sans-serif;">2. Am I doing the job to the best of my ability? -It is unreasonable to expect the '110%' we often hear of, but quite reasonable to expect someone to give it their absolute best</span><br />
<br />
<span style="color: #660000; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #660000; font-family: Verdana, sans-serif;">3. Am I doing the job as well or better than someone else could? -Work is not competition, but as we assess ourselves and others, using standards help us understand</span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-59178508388668199342013-12-18T14:05:00.001-06:002013-12-18T14:06:25.822-06:00Formula for failure with employees<span style="color: #660000; font-family: Verdana, sans-serif; font-size: large;"><i><b>no incentive for greatness + no consequences for poorness = no motivation-ness</b></i></span><br />
<b><span style="color: #660000;"><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">Employees are stimulated and challenged when they know they will be recognized for a job well done. They also desparately need to know when they miss the mark, so they can improve. Fail to do either or both of these, and you set yourself and them up for failure.</span></span></b>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-7204720406968889192013-12-02T19:43:00.000-06:002013-12-02T19:43:27.627-06:00Team vs. Individual Accountability<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>We know that building and leading teams of people is what causes companies to be successful. How we do that is sometimes very difficult. I recently saw an example of a manager trying to manage a situation by addressing the issue inappropriately with the whole team, instead of the violators. </i></span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><br /></i></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>Scenario: </i></span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>Fifty or so employees in a warehouse situation, with assigned break times. A small percentage of the group was taking advantage of the times, leaving early and returning late, as some will. In the morning meeting, the manager shouts to the group, "we know you are leaving early and returning late from breaks, so just know that we can tell." </i></span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><br /></i></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>How do the 80% that are responsible, leaving and returning on time, feel about being 'lumped in' with the offenders? Won't this affect morale? If the group is addressed as if they are all violators, how many will feel that if they are considered wrong, they'll just be wrong? By monitoring activity, then addressing only the employees breaking the rules, accountability is supported, and enhanced. Then, anyone thinking about taking 'wrong steps' will think twice, knowing they'll be confronted. And, what if we then also took the time to tell the group that follows protocol that we appreciate their compliance? -...They'll work even harder to be great.</i></span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i><br /></i></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;"><i>Think about it...</i></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-79383351692950728802013-09-15T14:49:00.005-05:002013-09-17T12:52:28.500-05:00Blog update today<span style="color: #783f04; font-family: Verdana, sans-serif;">Check out my new video on customer service, new fee structure and brochure. </span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #783f04; font-family: Verdana, sans-serif;">Thanks!</span><br />
<span style="color: #783f04; font-family: Verdana, sans-serif;"><br /></span>
<span style="color: #660000; font-family: Verdana, sans-serif;"><i>...learn something everyday, or stagnate.</i></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-2595923095759227602013-09-11T15:15:00.001-05:002013-09-15T20:18:47.022-05:00We will never forget...<span style="color: #7f6000; font-family: Verdana, sans-serif;"><i>12 years ago, tragedy. Use the memory to fuel better life.</i></span><br />
<span style="color: #7f6000; font-family: Verdana, sans-serif;"><i><a href="http://on.fb.me/14G2mcF" target="_blank"> Images here:</a> </i></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-42902503053495558122013-03-22T10:04:00.000-05:002013-03-22T10:04:37.260-05:00Motivation...<span style="color: #783f04; font-family: Arial, Helvetica, sans-serif;">Motivating employees is one of the biggest challenges faced in business today. Money and fear don't last long, what do you do? It has been shown that the best influence on people is the use of two characteristics: recognition and appreciation. </span><br />
<span style="color: #783f04;"><br /></span>
<ul>
<li><span style="color: #783f04; font-family: Arial, Helvetica, sans-serif;">Recognize that I do my job, don't ignore me or take me for granted. </span></li>
<li><span style="color: #783f04; font-family: Arial, Helvetica, sans-serif;">Appreciate me when I excel, now, not later. </span></li>
</ul>
<span style="color: #783f04;"><span style="font-family: Arial, Helvetica, sans-serif;">Find reasons to say 'thank you' to your people, on a regular basis. </span><span style="font-family: Arial, Helvetica, sans-serif;">Human beings crave approval...give it to them...as much as you give negative feedback.</span></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-17411108921296551482013-01-24T13:56:00.001-06:002013-01-24T13:56:36.850-06:00Employee Engagement for Success<span style="color: #990000; font-family: Verdana, sans-serif;">A word that is being used a lot in business training now is 'Engagement'. What does that mean?
An employee that is engaged:</span><br />
<span style="color: #990000;"><br /></span>
<ul>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">is intellectually and emotionally committed to the organization and its goals </span></li>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">is loyal to the organization</span></li>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">takes initiative </span></li>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">exceeds expectations </span></li>
</ul>
<span style="color: #990000;"><br /></span>
<span style="color: #990000;"><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">How engaged are the employees you serve? Polls show that as much as 60% of employees in many corporation today are less than committed to the company where they work. Lack of engagement causes a disconnect between 'want to' and 'have to'...increasing management difficulties, reducing output, creating dissatisfied customers, failure to reach organizational goals, and the loss, mentally or physically, of great employees. </span></span><br />
<span style="color: #990000;"><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">What do? </span></span><br />
<span style="color: #990000;"><br /></span>
<ul>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">ask them what motivates them, what they need. Some need more flexibility of time, others more challenging work, many the ability to be involved in the decisions that affect their jobs. </span></li>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">learn better communication skills, so that you can clearly help them understand the relevance of their position </span></li>
<li><span style="color: #990000; font-family: Verdana, sans-serif;">involve them in day to day operations, allowing them to decide how things are done. </span></li>
</ul>
<span style="color: #990000;"><br /></span>
<span style="color: #990000;"><span style="font-family: Verdana, sans-serif;"><br /></span>
<span style="font-family: Verdana, sans-serif;">The involved, aware, valued employee becomes more engaged, and loyal, and committed to the vision.</span></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com1tag:blogger.com,1999:blog-3380368769000607298.post-61209691115373992382012-10-24T20:12:00.003-05:002012-10-24T20:15:45.168-05:00Perspectives...Starbucks has a 'blond' blend now, that is smooth...in the airport this morning, I walk up to the Starbucks counter and I say,"I'll have a tall blond and a short brunette." The north African immigrant looks at me with a lost look, and says,"I'm sorry?". We don't all have the same perspective... (the girl behind the counter was smiling and laughing quietly...)flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-46449195568923604422012-08-01T10:24:00.001-05:002012-08-01T10:24:50.484-05:00Eat mor chikin...Chik-fil-A has taken a lot of heat for their stand on homosexuality and same sex marriage. Some have labeled them 'haters' and 'intolerant'. I suggest to you that they are following the tenets of what made our country famous...the right to your opinion and beliefs. Good for them, that they stand up for what they believe in. More Americans should do that, instead of blaming others for their position. We are each given the right of choice by our God and our country. Use it...<br />
<br />
Support Chik-fil-A by eating there today!<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgz3iT_zbc0apoLLzQLfaX-d9ezu4hE3kLi6Q-yyVNpbF6s_RJZX2h18_IpPbeRoiA3tCmWV-NhxUB8cMrpNbLYZx83xdS0wz03Sbp3LBu2-0bBYSeM5bmJmGHmEJtx5IY4RYDbJ5ft8JQ/s1600/chickFilA.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="163" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgz3iT_zbc0apoLLzQLfaX-d9ezu4hE3kLi6Q-yyVNpbF6s_RJZX2h18_IpPbeRoiA3tCmWV-NhxUB8cMrpNbLYZx83xdS0wz03Sbp3LBu2-0bBYSeM5bmJmGHmEJtx5IY4RYDbJ5ft8JQ/s200/chickFilA.jpg" width="200" /></a></div>
<br />flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-53468083407564555562012-07-25T19:51:00.001-05:002012-07-25T19:51:08.894-05:00Let's save America!<span style="color: #cc0000; font-family: 'Trebuchet MS', sans-serif; font-size: large;"><i>It's up to us...tell your congressman to fix the debt...or get fired.</i></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-49433026751820457192012-02-15T18:32:00.000-06:002012-02-15T18:32:10.809-06:00Managing Employees Globally Is Just Not the Same....<span style="font-family: Verdana, sans-serif;"><i>So...your employees don't live in the same town, or for that fact, the same country. Do you manage them the same? Absolutely not. Interacting with employees internationally brings to bear some difference of skill. First, you have to recognize cultural differences. They may live in a country where an afternoon siesta is just a part of life, or where most people are not comfortable with telling you when they don't agree. Then , there's the issue of technological functionality- is their internet and phone service good enough for the kind of contact you need in order to stay in touch? Global employee management is at best stressfull and difficult. Here are some tips:</i></span><br />
<span style="font-family: Verdana, sans-serif;"><i>1. Study the culture, the nuances, the businesses ethics and practices.</i></span><br />
<span style="font-family: Verdana, sans-serif;"><i>2. Use some form of video conferencing to be able to 'face to face' them on a regular basis.</i></span><br />
<span style="font-family: Verdana, sans-serif;"><i>3. Communicate, communicate, communicate. </i></span><br />
<span style="font-family: Verdana, sans-serif;"><i>4. Set clear and realistic expectations of what they are to do, and when they are to do it.</i></span><br />
<span style="font-family: Verdana, sans-serif;"><i>5. Ask questions. Verify what you know. Inspect what you expect.</i></span><br />
<span style="font-family: Verdana, sans-serif;"><i>Simple ideas, but they'll help.</i></span>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com1tag:blogger.com,1999:blog-3380368769000607298.post-66413170235296863342011-12-09T22:15:00.004-06:002011-12-09T22:17:47.181-06:00Risk and Delegation - 7 of 7<div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">MANAGING THE RISK INVOLVED IN DELEGATION<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><br />
</div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Yes, there is risk…of failure, of conflicts, of missed deadlines, of mis-matched delegates. You must be aware of the risk involved and take steps to minimize the exposure. Make your delegation decisions based on probability and facts, not assumptions. Know what is to be expected in advance of assigning a staff member to the project. Remember this: the best prediction of future success is past performance. What the prospective delegate has accomplished in the past sets expectations for what you can expect. Anticipate problem areas and conflicts. Your experience will provide insight. Setup contingency plans to deal with the conflicts and shortages that do occur, to help minimize the risk. Remove or reassign employees that make serious mistakes or who have inappropriate attitudes. <o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">There is no reward without some risk, but you must insure that the risk is minimal. It’s your neck stretched the farthest.<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><br />
</div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">SETTING BOUNDARIES<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Once a task is assigned, you must be willing to back away and allow the delegate to do their job. Micro-management does nothing but frustrate people, causing them to feel inadequate and inferior. If you don’t feel like the employee has the ability or qualifications to accomplish the task, then don’t give it to them to begin with.<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Take care not to involve yourself in the completion of the task unless the situation becomes critical in some way, such as deadlines or mission critical operations. Allow the delegate to have enough room to do his or her job. <o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Encourage problem solving and solutions; avoid becoming the ‘fixer’. Empower them to get the assignment finished. What good does it do to delegate a job, then stay so involved that your time is sacrificed anyway?<o:p></o:p></span></div><div class="MsoNormal"><span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Keep meetings to a minimum, only enough for concept and accountability. Express confidence in them and their capabilities, encourage innovation, reward excellence.</span></div>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-23879806689353225072011-06-24T15:41:00.001-05:002011-06-24T15:42:05.545-05:00Facebook safe? NOT!<span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">Be aware, be very aware...Facebook is not a secure form of communication. You can help by setting your security selections in your profile, but hackers have shown to be effective in getting through. Don't be another Anthony Weiner... Never put any information in your FB profile that you don't want Muammar Gadhafi, or some perv down the street to read.</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;"><br />
</span><br />
<span class="Apple-style-span" style="font-family: Arial, Helvetica, sans-serif;">You also want to be very careful about joining causes, or playing the app games on Facebook. When you click, a dialogue box comes up, and read the print...if you click 'yes', you authorize them access to your profile, pics, movies, and your friends' too. Here's what comes up first, check this out: </span><br />
<span class="Apple-style-span" style="color: red; font-family: Arial, Helvetica, sans-serif;"><i>We can't display this content while you're viewing Facebook over a secure connection (https).</i></span><br />
<div class="mtm" style="margin-top: 10px;"><span class="Apple-style-span" style="color: red; font-family: Arial, Helvetica, sans-serif;"><i>Would you like to temporarily switch to a regular connection (http) to use this app?</i></span></div><div class="mtm" style="margin-top: 10px;"><span class="Apple-style-span" style="color: red; font-family: Arial, Helvetica, sans-serif;"><i>You will have a secure connection upon your next login.</i></span></div><div class="mtm" style="font-family: 'lucida grande', tahoma, verdana, arial, sans-serif; margin-top: 10px;">Think about this...why would they want to use a non-secure connection? So they can get to your stuff!</div><div class="mtm" style="font-family: 'lucida grande', tahoma, verdana, arial, sans-serif; margin-top: 10px;"><b>Think first, protect your personal identification, and that of your friends...and always read the fine print.</b></div>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-85583021288072349512011-06-16T13:03:00.000-05:002011-06-16T13:03:09.523-05:00Accountability and Monitoring in Delegation- 6 of 7<div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">DEFINED ACCOUNTABILITY<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">At the very core of delegation is accountability.<span style="mso-spacerun: yes;"> </span>You set expectations, but if no one is held accountable for their actions, then performance, quality and delivery can all suffer.<span style="mso-spacerun: yes;"> </span>Each person has to know exactly what their specific area of responsibility is, leaving nothing to guesswork.<span style="mso-spacerun: yes;"> </span>You should confirm the structure you provide in writing in each and every case, leaving nothing to the imagination.<span style="mso-spacerun: yes;"> </span>Those instances where one employee feels misused or slighted, or even that they are not treated fairly usually are a consequence of ambiguity.<span style="mso-spacerun: yes;"> </span>When you assign more than one person to an area of responsibility, or to a shared task, be sure to also let them share the accountability for the project.<span style="mso-spacerun: yes;"> </span>Working together provides rewards, but you need to make sure that one party doesn’t take advantage of the other.<span style="mso-spacerun: yes;"> </span>Establish a culture that rewards success and avoids blame, and be sure to setup effective monitoring and communication.<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><br />
</div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">MONITORING DELEGATION<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">There is a difference between empowerment and abandonment.<span style="mso-spacerun: yes;"> </span>To ensure progress and success, you need to monitor the tasks that you delegate.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Tips:<o:p></o:p></span></div><ul style="margin-top: 0in;" type="disc"><li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Inexperienced staff may need some special attention, closer monitoring, at least at the beginning of the project<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Use mentors to help the new people or inexperienced on the team<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Tact and sensibility go a long way when monitoring, to make sure that people are encouraged and empowered, not micro-managed<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Empower them to make decisions that affect their jobs and the methods involved the process<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Give them accolades and rewards on the spot, as you see positive activities occur – what is rewarded gets repeated<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Ask the person involved if they feel up to the task – don’t just assume that they are prepared<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Set up systems:<o:p></o:p></span></li>
<ul style="margin-top: 0in;" type="circle"><li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level2 lfo1; tab-stops: list 1.0in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Correspondence<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level2 lfo1; tab-stops: list 1.0in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Meetings<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level2 lfo1; tab-stops: list 1.0in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Access to software, systems<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level2 lfo1; tab-stops: list 1.0in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Written reports<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level2 lfo1; tab-stops: list 1.0in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Your accessibility<o:p></o:p></span></li>
</ul><li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Assume that every process can be improved, and teach them to challenge the process<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Helvetica Neue', Arial, Helvetica, sans-serif;">Work with staff to set deadlines and interim milestones</span><span class="Apple-style-span" style="font-family: 'Times New Roman', serif;"><o:p></o:p></span></li>
</ul>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0tag:blogger.com,1999:blog-3380368769000607298.post-49977202750601952542011-05-09T21:18:00.000-05:002011-05-09T21:18:05.287-05:00Delegation 5 of 7...CHOOSING THE RIGHT PERSON FOR THE TASK<div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">In the early stages of management, because of inexperience, delegation is mostly trial and error.<span style="mso-spacerun: yes;"> </span>As you build your capabilities, you will find out how to be effective and which systems to use.<span style="mso-spacerun: yes;"> </span>It all begins with choosing the right person for the job.<span style="mso-spacerun: yes;"> </span>One must resist the temptation to grab the first available person, the easiest to find, the most willing.<span style="mso-spacerun: yes;"> </span>There will be times when a very quick decision must be made, but even then there is a way to pick someone suitable.<span style="mso-spacerun: yes;"> </span>In these situations, close monitoring is necessary.<span style="mso-spacerun: yes;"> </span></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Objectivity plays an important role in delegation.<span style="mso-spacerun: yes;"> </span>You shouldn’t base your decision on irrelevant factors, such as influence from others, past experiences, assumptions and the like.<span style="mso-spacerun: yes;"> </span>Just because the person is your bosses’ favorite does not necessarily make them the best candidate for the project.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Over time, you will develop your own systems for analyzing the person, the task and the situation needing delegation.<span style="mso-spacerun: yes;"> </span>You will need to use job descriptions to help analyze and match skills and experience to task, and, in the event that no ideal match exists, compromise is often necessary.<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Ultimately, you have to option not to delegate, of course, if there is simply no one that closely matches your needs, or if your group is either overloaded or in conflict.<span style="mso-spacerun: yes;"> </span>Worse case scenario is that you’ll just have to do it yourself.<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><u>Staff Attributes to Consider:</u></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Does the candidate work well with others?<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">What level of supervision will be needed?<o:p></o:p></span></div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Does the candidate make good decisions?<o:p></o:p></span></div><ul style="margin-top: 0in;" type="disc"><li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Is the candidate good with analytical processes, details, and organization?<span style="mso-spacerun: yes;"> </span>When given a detail-oriented task, such as constructing a database or putting together a statistical analysis of data for a project, this person will excel.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Is the candidate project-oriented, systematic and good at follow-through? This person will have the skills to coordinate vendors or other workers in the process of monitoring work flow, and will check processes to make sure they are online and completed.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Is the candidate a visionary, a good leader, good at getting others to follow?<span style="mso-spacerun: yes;"> </span>Teams need leaders, and this person has the capability to head up a special projects team, or multi-purpose team.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Is the person’s attitude a good fit for the task?<span style="mso-spacerun: yes;"> </span>The more difficult and complex tasks, and those that have close deadlines need an individual that has a ‘do whatever it takes’ attitude.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Does the candidate have initiative, or need motivation?<span style="mso-spacerun: yes;"> </span>When you assign a task, you need to be able to back away and let them work, otherwise, you accomplish nothing by delegating to them, if you are trying to lighten your load.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">How quickly does the candidate adapt, learn, and understand?<span style="mso-spacerun: yes;"> </span>For those mis-matched projects that you don’t have an exact fit, this person can quickly get ready and on-board.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Is the candidate dependable?<span style="mso-spacerun: yes;"> </span>Can you count on this employee?<span style="mso-spacerun: yes;"> </span>If not, do you need them?</span></li>
</ul><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;"><u>Other factors to consider</u><o:p></o:p></span></div><ul style="margin-top: 0in;" type="disc"><li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l1 level1 lfo2; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">What skills and experience does the candidate possess, and do they fit the need of the project?<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l1 level1 lfo2; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">What additional training may the project require?<span style="mso-spacerun: yes;"> </span>Do you have a fit?<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l1 level1 lfo2; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Are there training opportunities?<span style="mso-spacerun: yes;"> </span>You may be able to create an opportunity to train new personnel or cross-train the more experienced ones.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l1 level1 lfo2; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">What is the general staff workload?<span style="mso-spacerun: yes;"> </span>Overloading your team members will only accomplish a decrease in morale and an increase in the level of frustration.<o:p></o:p></span></li>
<li class="MsoNormal" style="margin-top: 6.0pt; mso-list: l1 level1 lfo2; tab-stops: list .5in;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">What is the stress level of the candidate?<span style="mso-spacerun: yes;"> </span>Pile it on, burn ‘em out.<span style="mso-spacerun: yes;"> </span>Too many tasks can do the same to your people that it does to you.<span style="mso-spacerun: yes;"> </span>Pick someone else or no one.<o:p></o:p></span></li>
</ul><div class="MsoNormal" style="margin-top: 6.0pt;"><br />
</div><div class="MsoNormal" style="margin-top: 6.0pt;"><span class="Apple-style-span" style="font-family: 'Trebuchet MS', sans-serif;">Many factors must be considered in the process of delegation. This is probably one of the reasons many supervisors just do it themselves, not taking into account the long-term value of allowing others to help and participate in the success of the team.</span><span class="Apple-style-span" style="font-family: 'Times New Roman', serif;"><o:p></o:p></span></div>flyiguanahttp://www.blogger.com/profile/05202297446815379083noreply@blogger.com0