Action In Pursuit Of

Meaningful Goals

Delivers Success

     Much has been made in motivational literature about the wisdom of rewarding those employees who have tried and failed—solving, launching, selling, creating, producing, developing, inventing—cited often as a best practices reverse-psychology hallmark of many of the human resource management approaches used by the same big business catastrophes that have dragged down the entire global economy 

     The point of this thinking is that by mollycoddling people who can’t cut the mustard, these non-performers will inevitably produce more positive results when you continually reward them with an “A” for effort. After all, shouldn’t business be like T-Ball or Cub Scouts where everybody who does a good job of trying gets rewarded? After all, rewarding employees for failed efforts that are born of sincerity may produce failures, but will also produce more sincere efforts, which will presumably and eventually pay off in success. Right? 

     Well, I don’t buy it. It’s non-productive circular reasoning. We’re not talking about sensitivity here. Insensitive bosses don’t survive long term. We’re talking about making businesses work. Period. I believe when you reward people for failing, you are simply prompting them to produce more failure. Don’t you think? I mean, it seems to me it makes more sense to instead reassess the goals attached to the challenges at hand.

     Are goals clearly defined? Specific? Flexible? Realistic? Due-dated? If they’re not ALL of these things, they’re not goals; they’re wishes. Wishes don’t get things done. Action gets things done. Real, meaningful goals that are specific, flexible, realistic and due-dated are the ones that trigger action. Action in pursuit of meaningful goals delivers success. 

     Huh? Well, consider that if perhaps the carrot is closer, the rabbit will actually reach it and then get a commensurate reward (a bite of carrot) vs. having to try getting to a far-away, out-of-reach carrot, the pursuit of which serves only to exhaust and stress out the rabbit, nes pas?

     It is a far more productive practice to reward steady small steps to achieving success with incremental (small, frequent) rewards along the way. It’s easy to say the sky’s the limit, and set off for the sky, but whatever is “easy to say” is rarely productive, and almost never is “reaching the sky” realistic.

     Except for those few wondrous gifts to humankind—like the Wright Brothers, Mother Theresa, Thomas Edison, Helen Keller, Einstein—most of us will not achieve their levels of the impossible dream in our lifetimes.

     We can, though, most assuredly achieve our own levels of the impossible dream by scaling ourselves and our employees back to manageable steps and by chunking up tasks to within the range of reason. And to then appreciate and reward accordingly. “One small step…” proclaimed the first moon-landing Astronaut.

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Input welcome anytime: Hal@TheWriterWorks.com (”Businessworks” in the subject line) or comment below. Thanks for visiting. Go for your goals, good night and God bless you! halalpiar  # # # 

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Mind Over Undermine

     At some time or another, every business and professional practice boss discovers a hired or inherited employee or group of employees whose sole mission appears to be to undermine operations—from manufacturing to customer service/patient care to administration to sales.

     Sometimes it’s vindictiveness, jealousy, bitterness, resentment…all good stuff, right? Sometimes, though, it’s naivety, ignorance, immaturity, misplaced loyalties, or just plain stupidity. While the reason might be important to uncover, what’s most important is to act on the discovery before it has chance to fester.

     If it’s too late to contain the infection from spreading out and affecting others in your organization, it may require you to rise to the confrontative occasion and call for all the cards to be put on the table. This, however, is not always the best solution.

     Why? Someone who may have been undermining you or your business or practice may be truly innocent of premeditation, or was perhaps unwarily acting out someone else’s issues. In that situation, you could be pulling the plug on someone who is a valuable potential asset to your operations or reputation.

     This may be the right point, instead, to pull in a professional to facilitate differences and/or re-train problem employees, or to counsel you on how to do it, or to force the situation to a head on your behalf. At any rate, it’s certainly worth the time to discuss the circumstances with an outside consultant before making that decision. 

     Prepare a short bullet list of issues and individuals involved with your own assessments of how effectively each performs in the roles for which they/he/she were/was hired. Try to keep your comments as objective as possible so as not to prejudice an outsider’s opinions, but articulate your issues and concerns clearly.

     Make your mission clear, and make your goals for each position that’s involved clear ones. In the process, look to your self as well, and question what (if any) contribution your own statements or behaviors may have contributed. Ask your consultant for a straightforward, unvarnished opinion and recommendation.

     Decide when, where and how to act, and what to say. Be receptive to whatever responses you provoke, and assess those in private. In the end, you will have given enough time and energy to the situation to justify moving forward from the point of implementing your decision. Then move forward.     

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Hal@Businessworks.US   302.933.0116 

 Open minds open doors.

 Thanks for visiting.  God bless you. 

  Make today a GREAT day for someone! 

“The journey to discovery

is not

in having new landscapes,

but in having new eyes.”

—PROUST

     SO…creating a positive attitude climate for your employees doesn’t mean you have to relocate operations to the islands. It’s all a matter of how people choose to look at things, not the vantage point they commandeer. Here is a six-point approach you can start to use tomorrow morning to create a more positive climate for your business:

     1. GROW YOUR PEOPLE. Know the capabilities and weaknesses of each employee. Determine the fundamental goals of your business, and match those goals against the talents available. Encourage employees to be (as Thoreau once urged) forever on the alert…alert to new opportunities to acquire useful knowledge about the business, about your customers, and about their own individual areas of responsibility.

     2. SHARE THE VISIONS you have of your business goals. Encourage employees to participate in reaching those goals. Share the problems…tell your people what’s going on, but in positive terms and by presenting problems as opportunities…then, listen to their ideas!

     3. DETERMINE WHAT “POSITIVE CLIMATE” CHANGES NEED TO BE MADE. Should changes be made in job descriptions or physical layout to improve working conditions? Be very specific. And take the time and trouble to write it all down on paper with a pen in your hand instead of a keyboard (Yes, it makes a difference!).

     4. SET AN EXAMPLE. If you want to see others act more positively, YOU must act more positively…in bad times as well as good! You will not be fostering teamwork if you rule by threats and intimidation. Praise in public and criticize in private. Be consistent with the goals you’ve established.

     5. REASSESS WHAT IT IS THAT YOU DO EACH DAY, and the ways that you do what you do. Make adjustments to be more consistent with the changes you are making. For example, if you want to encourage better communications, you’ll need to establish a more “open door” policy…and do more listening! 

     6. DEVISE NEW METHODS AND SYSTEMS for developing a more positive climate–such as short weekly meetings to evaluate progress, and a reward system for improved performance.

IN AN OPTIMUM POSITIVE WORK CLIMATE, people know exactly what is expected of them, and where they fit in. Everyone shares the same goals. Employees know how they can be effective, and what kinds of behavior will be rewarded.

What kinds of behavior are you rewarding? Remember that what you reward, is what you get more of! 

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Hal@Businessworks.US or 302.933.0116

“The price of freedom is eternal vigilance!” [Thomas Jefferson] 

Thanks for visiting. Go for your goals. God Bless You.

Make today a GREAT day for someone! 

You’re boss for the day,

in charge of the zoo.

Whaddaya say?

Whaddaya do?

     Even when you think no one’s around or paying attention, everyone IS. It’s hard to run your own business on stage in the spotlights (especially in some of the larger more public theatres), but “on stage” is where you and every other boss perform every day.

     You may even need to drop the curtain (or close your door) every once in awhile for a few minutes privacy just to sniffle, pick, scratch or gargle without an audience. But–even then–remember you are still the chief muckity-muck and (like it or not) you’re a parental figure to those who work for you.

     You probably don’t think that your employees are anywhere near being neurotic. You may be astounded to learn that many of them (if not all) measure your every move. They all watch TV. So they all know how to observe, scope things out, size things up, and “case the joint.” It’s rare that anything you say isn’t repeated over and again both on the job, and at home, as well as to neighbors, friends, teammates and bar buddies. Your community and industry exposure is as public as a professional athlete’s is to her or his sport.

     Odds are pretty good that your people want to butter you up, or do you in, or simply not make waves. An exclusive small handful are self-actualized enough in the work they do to enjoy doing the work they do with no greater agenda. But this is a very small fraction of the total. None of them will do their jobs with the conviction and commitment that you have. None will do things exactly the same way that you would.

     But this is why you get the big bucks. It’s not your job to get things done. It’s your job to get others to get things done. Bottom line is that bosses who treat employees as underlings produce underlings. Underlings don’t sell. Underlings don’t innovate. Underlings don’t take initiative. Underlings hate their jobs.

     Bosses who treat employees like partners produce partnerships and employee teams that believe in what they are doing. These are the people who will strengthen the organization because they are granted the respect that renders them not afraid to step up to the plate, nor to challenge the status quo.  

     As Boss, the best, most productive and motivating thing you can do is to take the time and trouble to learn a little bit more than you presently know about what makes each employee who works with you “tick”…what kinds of dreams, desires, wants and needs does each have.

     You needn’t be a shrink to do this. Simply open your eyes and ears more. Tune in to the kinds of things people do and say. When you can reward behavior with rewards that really matter to each individual, you are cultivating long-term commitment, ongoing loyalty, and exemplary performance. 

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 Hal@Businessworks.US or comment below.

Thanks for visiting. 

Go for your goals, good night and God bless you!

What do others say

you’re selling?

     Think of every half-truth you tell (business or otherwise) as throwing a shovel full of dirt up out of the hole you’re digging for yourself! And now that you’re imagining yourself down in that hole, you might want to consider how many more shovels full it will take before the sidewalls start caving in around you. 

     Yes indeed, there are times when the truth hurts, you might say to yourself, as reason to avoid dealing with it. But you know what? NOTHING hurts more than a lie (business or otherwise). This, by the way, is not just one-on-one, person-to-person we’re talking about here. Many businesses lie to the public! (And we know about the track-record of government.)

     “Harrumph! Not me or mine,” you say. Ah, but perhaps some service you engage is lying FOR you –sort of “on your behalf”– and it never really occurred to you to call their hand. After all, they’re professionals (and probably charge professional rates!) and certainly they should know where to draw the line…the ad adgency, the Internet marketing firm, the PR and sales consultants, the lawyers.

     Are your marketing, advertising, promotion, merchandising, packaging, sales training, Internet activities, public and community and industry relations being created, prepared, produced and delivered by “outside” sources?

     Do these people really understand your business and what you need to communicate to the rest of the world? Do they care if they err on the side of exaggeration on what they believe or tell you is on your behalf? When was the last time you gave your advertising messages a lie-detector test?

     Am I trying to make you neurotic? No. Is it important to do periodic reality checks with your outside services? Yes! Why? Because –in the end–YOU are responsible. Sure advertising and public relations firms carry certain liability issues on their shoulders, but frankly, they are much more clever at avoiding trouble, covering up trouble and bailing out of trouble.

     Just as “sales” runs through the blood of your business, walking a thin line is the mantra for many outside agencies and consultants. Many often make their names and reputations on how close they can come to carrying or suggesting off-color, bad-taste, or politically-inappropriate (to your business) campaigns and themes…or making promises you can’t deliver!

     Why? Because being over-the-top can win them awards that they can self-promote to get more higher-paying clients. It’s all part of “the ad game” and “the PR game” and the “Internet and SEO game” and like the tango, it takes two. Periodic reality checks and reviews of vendor integrity can save you money and reputation.

     Odds are 100 out of 100 that your customers buy integrity. Integrity is doing the right thing even when nobody else is looking! Are you? Are those who work for you?       

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Send your input anytime: Hal@TheWriterWorks.com (”Businessworks” in the subject line) or comment below. Thanks for visiting. Good night and God bless you! halalpiar              # # # 

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Gonna Chunk It? Then Chew It!

     If your current state of existence fits the last (“Discombobulated?”) post, and you’ve decided to try managing your time in chunks instead of clock ticks, be aware that you can’t just wolf down the chunks like my Golden Retriever. She rarely bothers to chew when she’s excited.

     You however are not a dog. At least, I must assume that you’re not. But just in case you ARE some blog-reading canine phenom, please call me immediately; we’ll make lots of money together. So the bottom line is that your digestive system simply doesn’t work well with chunks.

     Still with me here?We’re talking time management. Chunks. Chunking up time and activities is better than nonstop eating of the same (physical, mental, or emotional) food for eight hours a day. After all, even casino dealers work 20 minutes on and 20 minutes off.

     The guys who clean out the winery vats are basically AA candidates after just 15 minutes of vintage fermentation fumes (although that’s not such a bad way to go) and have to take mandated breaks.

     Imagine for a minute if the chiropractoradjusted every single bone in your body all in one visit. You’d be like Gumby. It’d take you a week simply to get off the table. Ah, then there’s the dentist and doing all the fillings and extractions and crowns and all the other rotten stuff dentists do all at one time. Whew! That one hurts even to think about.

     Start by breaking up your daily “To Do” list…little pieces work better (like outline the Narrative section of the business plan,” which could take a couple of hours). Little pieces are more attainable, and achieving each will motivate you a whole lot more than having “Write Business Plan” on your list, which could take months.

     In other words, after chunking, chew. After chewing, digest. Your body wasn’t made to take a pounding 16 waking hours a day. Neither was your mind, nor your emotions. The more you push and force yourself, the longer you’ll take to complete each task, and the more likely you will be to screw up each task, not to mention the indigestion, heartburn, and ulcers that you’ll be cultivating. 

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Send your input anytime: Hal@TheWriterWorks.com (”Businessworks” in the subject line) or comment below. Thanks for visiting. Good night and God bless you! halalpiar              # # # 

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Discombobulated? 

     When overwhelm strikes, like a tsunami, and you dive under the nearest pillow or cannonball into your hot tub from the second floor deck, or run screaming down the hall that little chickens are falling from the sky, you may be on the cusp of committing to some daily psychotherapy explorations, but you’re probably normal. You may simply have spent too many years locked in your office.

     We all feed ourselves to the clock and occasionally become time-stricken. Great, you say, to hear so many others share this misery, but, you say, whassup with how to get out of the clock before it chews off my feet –or head, depending on how close it was able to get to me when the hickory-dickory docked?

     The answer, my friend, is not blowin’ in the wind. It’s in chunking up your day so you’re never in any one place mentally or physically or emotionally long enough to get gobbled up by Old Man Time. In other words, start planning your daily schedule by “CHUNKS” instead of by hours.

Motivational guru Brian Tracy suggests we ask ourselves, “What is the most valuable use of my time right now?” as many times as we are able to think of it, day after day.

He says that asking ourselves this question consistently makes us more productive and guarantees success.

     If you’re finding yourself lost in your work for days on end or corkscrewing yourself into a bottleneck of problem-solving, you may want to re-visit some of what you might have forgotten about the art of delegation, and you may want to simply start taking more breaks.

     Some of the world’s most UN-productive people are those who dedicate their efforts to their work so single-mindedly that they eat lunch at their desks, cannot relax around family or friends, injure themselves anytime they try some kind of exercise that takes them away from their jobs, and have to have it be a real effort…to smile ;<})

     When you can chunk up your work schedule, your exercise, family time, your goals, decision making, even travel, you will be happier, healthier, and more productive more often. Remind yourself that your body is not a machine, that you ARE your body.

     I mean imagine that carnivorous clock noted earlier eats your body, now what? What’s left? Don’t give me “heart and soul” stuff here. Think it through. You run a business. You know how to think. Do you know how to chunk it up? Give it a shot. What have you got to lose? More valueless time?    

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Hal@Businessworks.US     302.933.0116

Open  Minds  Open  Doors

Many thanks for your visit and God Bless You.

Make today a GREAT day for someone!

You can’t control your ship

while stoking the furnace!

     What IS it that makes business owners and managers so crazy when they’re confronted with the idea of hiring someone to do a task that they know they could do themselves?  Huh? I KNOW I’m not imagining this one. So answer the question.

     Why would someone who runs a business think she or he should set up his or her own website or write her or his own blog or news release, for example? To save money? Surely saving money is not a good answer.

     As we’ve discussed here often, no one makes money by saving money. Businesses only make money by selling. If you own or operate a struggling (or ambitious) business and you decide to do tasks that are not making money by actually disengaging yourself from the sales process, you are wasting money, not saving it.

     I have seen some very bright business owners step aside from the sales function to let the salespeople do the selling, and instead focus their energies on operational productivity or human resource management, or budget management, or manufacturing efficiency, then be astonished to see their ships go down while they are busily rearranging the deck chairs.

     FACT: No one (NO ONE) is better at selling what your business produces or provides than you are! If your business is struggling (or steaming “Full Ahead”), and you are not with one hand at the controls, actively selling, you may want to re-think your investment in survival (or growth) and see the role you’re playing for what it really is: an anchor!

     If you need a new or upgraded website or a punchy blog, or news releases that get printed and broadcast, and you can find a professional website developer you can trust who has a track-record for reliability…or a professional marketing writer who knows how to “storytell” your business messages and who has a track-record for sales results, for heaven’s sake: HIRE THEM and get on with selling!

     So what if you think you could design your own site or write your own content or marketing materials? It’s not worth you taking the time to do those things when you need to be selling because selling is the only way to make money and move your ship forward.

     Pay the professionals to do what they do best. It’s a cost of doing business. Trying to tackle non-sales projects yourself diverts your time, energy and money into non-productive directions and doesn’t make the best use of your knowledge, talents, and enthusiasm. Besides, if you do-it-yourself, and screw it up, it’ll cost you twice as much to get the same professionals to do emergency surgery at sea!

     One last thought: You can control your ship and sell at the same time. You can’t control your ship while you’re stoking the furnace or working below decks. Best wishes for smoothe sailing!  

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Send your input anytime: Hal@TheWriterWorks.com (”Businessworks” in the subject line) or comment below. Thanks for visiting. Good night and God bless you! halalpiar              # # # 

FREE BLOG SUBSCRIPTION? Click on ”Posts RSS Feed” (Center Column). FEELING CREATIVE? Visit the daily growing 7-Word Story (That’s now 241 days in the making) and add your own 7 words: http://halalpiar.com/?page_id=157

Forget The 5 W’s!

     Asking and answering: Who? What? When? Where? and Why? is the stuff that reporters and PR people feed on…it’s the cornerstone of a weak corporate management mentality, and of (even weaker) government managers and directors.

     Constant attention to answering these five questions makes for useless, time-wasting pursuit for business owners, managers and entrepreneurs. Any entrepreneur worth her or his salt will typically respond “So What!” to those who exert themselves trying to provide the answers to them.

     Asking associates, employees, customers and vendors to give you the answers to Who? What? When? Where? and Why? is nothing more than a thinly-veiled attempt to uncover the person and circumstances to place blame on when something doesn’t go right…usually as a way to cover one’s own butt! 

     And besides the fact that absolutely no one cares except those engaged in the game, it’s a complete waste of time, money and energy (and I’ll be happy to prove it; send me an email with your phone number and I’ll spell out the details in a 3-minute call!), it’s also the wrong attitude if you’re serious about growing your business.

It’s one of the most basic differences between entrepreneurial and corporate on-the-job actions, and between entrepreneurial and corporate off-the-job lifestyles.

     Which of these behavioral choices (dogged pursuit of answers to the 5 W’s, OR overlooking the 5 W’s to concentrate on the HOW?) do you think is most productive for the business? For living life? For the personal and professional growth and development of the people involved?

[If you’re not with me here,you’re a 9 to 5 guy and should just stay there, and must have gotten to this blog by mistake, and you should probably “X” out now and go get your rocks off by visiting Facebook or Disney or ESPN or something not so threatening to your mindset.]

     Is PLACING BLAME the answer in your organization? Does it seem to be an S.O.P goal? Maybe it’s time to hit the road and find a place that respects your efforts? Many of the world’s most successful and fastest-growing organizations actually REWARD what most corporate executives would certainly regard as “FAILURE.”

     Not succeeding at reaching a legitimate goal is not failure. It is instead a positive step in the direction of achieving success because it eliminates one pathway that doesn’t take you to where you want to go. So it serves to narrow down your pursuits more meaningfully.

     Still doubtful? Think about the answers you get from any human on Earth when you ask the question “WHY?” Go ahead; think about it! You get excuses, right? “WHY?” is a breeding ground for excuses.

     Try instead asking “HOW?” as in “HOW” can we perform this task more effectively next time (vs. “Why did this happen?”). HOW? “What three steps can you recommend to prevent this problem in the future?” will provide much more actionable information than a long, time-wasting autopsy which will only show what happened and who did what to whom. 

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Hal@Businessworks.US or 931.854.0474

“The price of freedom is eternal vigilance!” [Thomas Jefferson]

Thanks for visiting. Go for your goals. God Bless You.

Make today a GREAT day for someone!

Okay, Boss…where

do you rate yourself?

     Where do you rate yourself on a scale of 1-10 (10 being highest) in motivational skills?

     You’re a business owner or manager. When’s the last time you put your brain in a blender and flipped it on “Puree”? (Er, never, I hope, but then you wouldn’t likely be reading this, right?) Well, here’s the point: what methods do you use to get people to sit up and pay attention? To jump? To dive in? To follow? 

     How aware are you of the fact that if your associates and employees have the same “take” on your business that you have from the control tower, they wouldn’t be associates and employees. They’d be running their own businesses, and maybe even competing. Sooooo, maybe it’s a good time to consider some new approaches.

     Let’s start by trying something you’re probably afraid to do (most entrepreneurs are): Tune in to other people’s sensitivities, and show them that you are aware of their feelings by directly or indirectly addressing them in the meetings you run, the directions you give, the requests you make, the emails you send, the phone discussions you have.

“I realize and appreciate that some of you may feel uncomfortable about having to share the burdens of this benefit plan reduction we’re making. I know because I am experiencing this cutback as well, but for now we all need to pull together in order to survive and grow. I fully understand the added stress this decision may put on you and your family and can assure you we will make some mid-air corrections at the first possible opportunity” is better than an announcement slip in the pay envelope!

     This is not to suggest you mollycoddle (I do love that word!) every employee sensitivity or cave in to every wimpy request. But it does mean that it’s important to the cardiovascular and musculoskeletal health of your organization to recognize and appreciate that leadership is often defined by one’s ability to relate to and mobilize others. The “relate to” part has to do with sensitivity.

     True leaders know their followers. They know their strengths and weaknesses, and they play to the strengths. They know how and when to challenge, and how to get the most productive efforts from each because they start with sensitivity…and then apply detective skills.

     You cannot motivate others for maximum effectiveness without knowing what makes them “tick” and without knowing what their current needs are. A trophy or plaque means nothing to someone struggling to afford new tires. A cash bonus is meaningless to someone who’s just inherited a big bank account.

     It doesn’t take as much effort as you might think to stay in touch with what your peoples’ lives are all about, and you need not step off the deep end of socializing to know how to reward and challenge appropriately and productively. 

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      . . . I’m open to your input anytime: Hal@TheWriterWorks.com (”Businessworks” in the subject line) or comment below. Thank you for visiting. Good night and God bless you! halalpiar  # # # 

FREE BLOG SUBSCRIPTION? Click on ”Posts RSS Feed” (Center Column). FEELING CREATIVE? Visit the daily growing 7-Word Story (That’s now 233 days in the making) and add your own 7 words: http://halalpiar.com/?page_id=157