Get your hidden agenda

out of the closet!

• CLIENT or BOSS or PROSPECT: Here’s a project we’d like you to do. Please tell us how you would do it, how long it would take and what kind of budget you’d recommend.
• CONSULTANT or MANAGER: Who’s the project for? What’s the purpose? Who or what’s being targeted? When do you need it done? What’s the budget you have to work with?
• CLIENT or BOSS or PROSPECT: Don’t worry about that stuff. We’re not sure of the target and we have no due date or budget; you tell us what you think.
• A WEEK LATER: “We’ve reviewed your proposal and we don’t like the target you selected, we think it should be done quicker and it’s too expensive.”

Whaaaaaaaaat?

     Every business or organizational group works on two levels: The level of the task represented on the surface, and the level of the “hidden agenda” — the undisclosed needs and motives of individual group members.

     Personal goals, values, attitudes, and fears impact the ways that individuals react to or respond to the group’s surface task. Hidden agendas siphon off valuable energy that can be used to accomplish the task at hand.

     People play power games by withholding information. By not telling the person(s) on the receiving end of an assignment, what the parameters are for a particular project, the CLIENT or BOSS or PROSPECT undermines prospects for success. By assuring him or herself of increased personal control, she or he is simultaneously dooming the project to failure.

     Hidden under the surface, you’re likely to find many individual conflicting pushes and pulls. Group members (according to a University Associates Handbook for Group Facilitators) have personal and subjective needs for belonging, acceptance, recognition, self-worth, self-expression, and productivity.

     The needs of one disgruntled or over-zealous or manipulative or misdirected individual can block the needs of another, or of the entire group, or the entire project. These blockages can be resolved in a minute, or drag on for years…in some rare instances, a lifetime.

     The Pfeiffer & Jones Group Facilitator Handbook suggests:

I wonder if we have said all that we feel about the issue. Maybe we should go around the table and ask for individual comments so that we can open up any further thoughts”

…as being the kind of statement a leader might ask anytime that hidden agendas appear to be threatening progress. 

     When you detect a hidden agenda, get it out of the closet!

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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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Ready to roll your gasping,

bleeding business into the ER?

     At a  9AM meeting you asked for a copy of an old 12-page report by the end of the day. That didn’t seem unreasonable, did it?  

     Probability is that your headache only came on when you realized that not only was your request ignored, but that the employee who smilingly agreed to provide the copy actually took a two-hour lunch and then left for home early.

     Of course you needed some icing on the headache cake, so your eager-to-please employee obliged you while you were on a conference call by dropping a “Sorry, the copy machine’s been down all day” note on your desk for you on the way out!

     How many times have you asked someone who works for you to get something done quickly and then discovered that the task ended up in the “SLOW” pile? Okay, every one’s not “Charlie Hustle,” but assuming that you’re making your “RUSH” requests in a reasonable and courteous manner, maybe the person on the receiving end simply doesn’t share your sense of urgency?

     Do you find more evidence of this in your observations of employee dealings with customers and clients? Perhaps it’s time to recruit your people into developing or up-dating your business mission statement and –in the process– to make sure that some key reference is made to “responsiveness.”

     Why not just repremand and push everyone to move quicker? Because you need your people to buy into the way of thinking you want the business to have if you’re interested in having them behave more responsibly than hired temporaries. After all, doesn’t the government aspire to be in a position of simply dictating change?

     Ah, but the government knows nothing about running a business. In fact, the government seems unfortunately destined to experience that rude awakening soon… the reality that change cannot be dictated anywhere with any degree of success by anyone, except perhaps at gunpoint in a dictatorial regime, is not far from discovery.

     People accept change more quickly and more wholeheartedly when they have a hand in designing the ingredients and/or the parameters of what behavior is expected of them. Giving them at least the opportunity to suggest recommendations for inclusion in the revitalized guidelines for conducting day-to-day affairs makes them part-owners.

     People who are business owners and those who have risen to the occasion and accepted at least the conduct–if not the roles of part-owners–are the same people who accept an ownership mindset. These are the people who you can count on to be responsible, to have a sense of urgency about them in all that they do. And businesses with a sense of urgency succeed.    

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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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  Is Your Business   

Half-Pregnant?

     I am convinced that the number one reason for business failure is not the economy, not insufficient capital, not poor management, and not over-regulation by government, though all are symptomatic.

     Government interference is of course particularly irksome because it’s being crafted, dictated, and delivered by an arrogant socialist stampede of naive, incompetent leaders whose total business experience equals zero.

     So, what IS the number one reason for business failure?

     Dig deeper.  

     In the past few years, I personally experienced or had first-hand reported more than two dozen incidents involving owners, operators, and managers of sizeable, established businesses hurtling their business interests the wrong way down one-way streets with reckless abandon.

     All have either since collided or failed or are on their way

All have or had the following characteristics in common:

• Lack of follow-through and a vested interest in maintaining the status quo (amazingly, even after hiring outside consultants to ignite, stimulate, and motivate!) 
• Disregard for and disrespect of their employees, with tokenism providing the prevailing wind 
• Disregard of the very talents and solutions they were outsourcing to shore up their own shortcomings (hard to believe, especially after paying for services, but true!) 
• Complete resistance to initiate two-way “partnership style” communicating
• Not having a sense of urgency.    

     I reduce all of these weaknesses to driving a business the wrong way on a one-way street. It’s noteworthy that many of them talk(ed) the good talk…but to themselves: Mission Statements with no teeth!

     Without keeping open to and encouraging two-way communication by exercising strong listening and feedback skills, by making assumptions instead of addressing differences, and by disregarding the very consulting input they were paying for (and then not providing feedback), they were/are setting themselves up for failure. 

The economy, under-capitalization, poor management, and over-regulation are excuses. Businesses succeed–even with all of these factors working against them–by communicating openly at all levels all of the time. Communicating openly at all levels all of the time is the ultimate trigger for business transparency.

Transparency, like pregnancy, cannot be half-way.

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 Hal@TheWriterWorks.com or comment below. Thanks for visiting. 

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

Life is more like baseball

                                                           

than any other sport.

____________________________ 

This post, repeated from a year ago is dedicated to one of my softball league buddies, Jimmy Travers, whose great sense of fun and spirit left us this weekend for his next life.

Thanks for the laughs and the hustle. Hit ‘em where they ain’t, Jimmy!

___________________

   With every inning a decade long, where only a few of us actually get into extra innings, life is more like baseball than any other sport! 

     We walk, strike out, we get some foul tips, and sometimes manage to get big hits in the clutch.  We make errors.  We tag others whenever we can, and avoid those who come barreling home. 

     We get cheered when we perform.  We get booed when we don’t.  There are times when we need to get a glove and get in the game, and other times when we need to step up to the plate.  All of us have to sacrifice from time to time, and a few of us steal when no one is looking. 

     Those who are exceptional travel inside the park and make round-trippers.  And have you ever balked?  When did you last set the table, or be in a clean up position?  We relax on deck, and work when we’re in the hole, and we work even harder to stay away from arbitration, appeals, getting thrown out, and avoiding the bullpen or —heaven forbid— being shut out! 

     We go through different coaches, and we fire managers, but no matter how much money we make, we still always do what the owner and general manager order us to do. 

     Usually in our later decades, we bring in short and long relievers, and of course the eventual closer.  But reality is that we only live life in the National League . . . because we never get to have a designated hitter! 

     If Shakespeare was right that “All the world’s a stage . . .” he had to be talking about our love affair with the diamond.  Diamonds are, after all, forever!

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 Hal@TheWriterWorks.com or comment below.

Thanks for visiting. Go for your goals, and God bless you!  

T.E.A.M.

Together Everyone Achieves More

–World Renown Olympic Gymnast Coach Bela Karoli

Q. Why invest money, time, and energy in leadership and teamwork training now, in this sucky economy, when everyone knows that management and staff training programs are not bottom-line contributing factors?

A. A rudderless boat in calm seas can drift quietly and aimlessly along for long periods of time and remain relatively safe. The same boat in stormy seas hasn’t a chance. Today’s global economy is anchored in stormy seas.

It takes leadership and teamwork to keep your vessel — even with a rudder– upright enough to conquer raging tides and currents. Without leadership, there can be no teamwork. Without teamwork, there can be no leadership. Training provides the opportunity to strengthen both essential traits.

Oh, and though it may be no more discernible than the many intangible factors that contribute to sales and profits, training does in fact, by the way, add significantly to the bottom line. Look at the businesses that have fallen victim to the economy and you’ll find organizations that discontinued or discounted training or did too little too late. If you find any exception, I’d love to know about it.

Q. Why pay for training people in skills they should instinctively possess anyway?

A. Just because you hire or retain people with leadership and teamwork track-records from good economic times, is no insurance that they’ll evidence these roles when called upon in adverse circumstances. There are probably skills you once evidenced in earlier career situations that you no longer maintain either. It is not true that once a leader, always a leader.

Q. Who is to say what makes for effective leadership and team training?

A. We are. All of us who are involved. Owners and managers as well as staff. We all need refreshers and reminders and positive encouragement to resurrect and polish up the qualities and abilities and attitudes that are instinctively present in our personality and character make-ups. Plus…”No man is an island,” my Father used to say.

Q. Why do some say training must be ongoing?

A. Ongoing efforts serve to refresh, remind, invigorate, teach, and put things in proper and positive perspective. One-night stands do not a marriage make. Remember that the average adult today is reported to have a less than 12-minute attention span. The values of training without follow-up and continuing efforts will dissolve away over a few weeks, days in many cases. We humans need booster shots. And frequent short sessions are more productive than infrequent long ones. Follow up a weekend retreat with some short weekly meetings and reminder efforts.

There are plenty of studies confirming that leadership and teamwork training produce increased productivity and that increased productivity produces increased profits. Training must be viewed as an investment in maintaining a competitive edge. No training is an investment in the status quo. Corporate Entrepreneurship Training is an investment in thinking and doing that’s smarter, quicker, more profitable, more productive, and more fun!

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Hal@Businessworks.US    931.854.0474

Budget-bashed?

Go for the GOLD!

You thought “Working Under Pressure” was a power-wash business? (I know, enough jokes; get to the free champagne part; OK, keep reading!) 

     Let’s imagine you’ve got a bashed budget in one hand and are limited to the Northeast. Well, that’s not a strangulation script all by itself, but now add to the mix that you’ve just gotten requests from above (in your other hand) to pull off a spectacular meeting at a spectacular location. Sound familiar?

     So how in the world do you find that top-quality all-inclusive, stunning property with less money than you had last year? Like the elusive butterfly that will land on your shoulder when you stop chasing it, STOP looking! This is a time for greatness. And you came to the right place. The champagne’s on ice, waiting for you. Read on. 

     This is a time to rise above the clutter and clamor, to find the exact right place at the exact right price and book it. It will come to you. Close your eyes… no, wait, don’t close your eyes; you’ll miss getting the answer. Here it comes… are you ready? Here it is:

     Take those meager budget dollars out of your sweaty little fist and count out what’s left. Go ahead; I’ll wait. Okay, good. Now, pick up the nearest phone and dial: 1.800.222.2909 and ask for Kristy, Kevin or Dan. If they’re not in, leave a message with your name and number and best times to call back.

     When you get one (or all) of them, tell he/she/them your sad story. Ask what’s possible… and remember to tell them you got their contact information from Hal’s Blog… they’ll throw in a free champagne toast to start or end your meeting (200 people? No problem!).

     Not only will you get everything your boss ever dreamed of and more in a truly spectacular setting with experienced top professional meeting support, food and room service staffs, plus every amenity imaginable, you can meet in private paradise just a 2-hour drive from Manhattan, 3 from Boston.

     From executive ropes course to golf and racecar-driving school to canoeing and kayaking, spacious clean rooms and top-rated casual dining with fresh EVERYthing, even homemade ketchup! The people you bring to this property will never stop talking about it, and they’ll never forget their meeting experience. What more can you ask?

     You want a taste before you call?

     Go to www.InterlakenInn.com right now. See for yourself why top meeting planners have been booking at Interlaken since the Berkshires had Foothills.        

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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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You still need “Meeting Magic” 

but your budget’s been bashed!

The boss expects you to arrange your next meeting at a 5-star resort with 5-star service in 5-star surroundings at ONE-star prices?? 

     Talk about meeting planners having an impossible job… You’re expected to work miracles without a wand or a prayer… and now, to top it off, your budget’s been bashed. Right? Or am I just imagining things? In the “old days” you could book fancy meetings at fancy locations for fancy prices and get top management compliments left and right. Right? No more.

     In fact, if you’re still on the job, and your organization is still having off-site meetings, you may be what little kids used to call a “lucky duck”! Maybe that’s not a reassuring thought, but what I’m about to tell you can be the most reassuring option you’ve had in years.

     Here it is:I have designed, delivered, and facilitated nearly 2,000 management training sesions, workshops, seminars and meetings nationwide and in Europe and the Caribbean. The sessions I ran took place in some of the world’s finest hotels, conference centers, and campus and cruise facilities.

     I understand the importance of having an experienced, competent, and reliable on-site support team on-call, of not having technical glitches, of having personable engaging staff services from people who know when to provide quiet top level performance behind the scenes and out of the spotlights.

I appreciate the need for knock-out facilities and inspiring surroundings where participants can be both relaxed and challenged.

     I know how good it isto have facility services that are so outstanding that the chef actually visits tables (not while meetings are in session), that someone shows up at your door with a replacement toothbrush five minutes after you call the desk, that nice weather prompts a last-minute request to meet for golf or car-racing or ropes course experiences, or to relocate a session to poolside or lakeside or gardenside and it’s quickly and cheerfully accommodated.

     Yeah, right, you say, at six gazillion dollars per person. Nope. The best-kept-secret location—known for hosting America’s top executive management teams— is available at far less than you paid for your last exotic location booking, and probably far less than you paid for your last boring one-dimensional location booking.

     And odds are, by the way, if the absolute perfect setting and services you seek are likely to be just a couple of hours drive from Manhattan or Boston Commons, transportation expenses will be a whole lot less too!  

     If you’re interestedin knowing more about this no-gimmicks/no-strings-attached opportunity to book the best world-class service facility and location for the least amount of money I’ve ever experienced, return here later this week for the details. If you just can’t wait, email me as noted below.  

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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  # # # 

FREE BLOG SUBSCRIPTION? Click on ”Posts RSS Feed” (Center Column), or now on your AMAZON Kindle for just $1.99 a month after a free trial. BE A CO-AUTHOR: Add your own 7 words to the end of the daily 255 days old growing tale! Click under “7-Word Story” (center column)

“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! 

How REASONABLE is the risk

of combining client interests?

It may very well be that when you decide to merge the activities of two or more clients who you think have compatible interests, you will get stung! You may be setting yourself up to suffer the consequences of their inadequacies.

It’s not just what you see on “COPS”–Odds are that more police officers will be killed and injured in response to a “domestic (family fight) call” than even a robbery or high-speed car chase. Why? Because battling relatives often turn on the police who are entering their home. They see the officers as invading their space and interfering in their private dispute.

Police crisis intervention training calls for officers to immediately separate warring or arguing members of a household to physically go to different rooms, or at least different sides of the same room as a tactic for diffusing the anger, preventing themselves from being set upon, and for setting the stage to encourage reasonable discussion and negotiation.

When you attempt to combine interests of different clients you service on the grounds that you see some mutually beneficial commonalities, you need to be careful in your assessment that you are not an unwanted invasion of one or both clients’ privacy.

Maybe, for example, they simply don’t WANT to work with one another. Maybe they’ve tried it or talked about it in the past (even generations ago) and decided NOT to combine interests. Maybe one suspects the other of undermining. Maybe there’s some professional (or industrial) jealousy present. Maybe one of them suspects you of having ulterior motives. Maybethe employees of one business don’t like the empoloiyees of the other business. Maybe…

ASK each client to be forthright about the idea…what each thinks of it, what each thinks she or he can gain by it, how–exactly– each feels about the other entity. ASK each to reassure you that each is totally supportive BEFORE activating any part of the plan. Meet ahead of time with each separately, and then with both together. Make sure they share the same understandings and goals.

Starting to sound like pre-marriage counseling?Absolutely! In fact, if you perceive even the slightest edge to any of these discussions, a pre-combined-interest agreement might even be in order. OR you may simply decide the winds are not favorable, and back off the deal before anyone steps up to the plate.

Let the track-records of the clients and your personal instincts be your guide in deciding between pursuit, abandonment and modification. Make certain the risks to all involved are “reasonable.”

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Hal@BUSINESSWORKS.US

Thanks for visiting. Go for your goals and God bless you! 

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!