Archive for the 'leadership' Category

Published by Paul on 11 Feb 2010

But that’s my idea!

What would you do next?

She’s done it again. The Marketing Director, Jane Shaw has just taken credit for another one of your ideas. It first happened soon after you arrived in your post as Head of Sales.  On that occasion you decided to take it as a compliment, a way of currying favour with your new boss and an opportunity to build up brownie points with someone who would probably turn out to be your ally for the radical agenda that you were hired to execute on – to increase individual client spend. But in the last nine months it has happened again and again. Today it was during a Board meeting when she essentially trotted out the outline of an idea that you had floated past her just a couple of days before as part of a strategy for achieving your objectives. Having said that, there was no denying that Jane sounded incredibly plausible and actually added usefully to the idea with her own input – she really knew how to get John on Board!

Would you…?

Would you confront her with an assertive statement ? Would you let it go and just have more good ideas? Would you communicate empathy with her position as a Marketing Director under pressure? Or would you stop telling her your ideas and go to the MD first? There is certainly more than one right answer – each of us can carry different things off by force of personality, choice of words and by moral conviction.

Different strategies carry different levels of short and long term risk. What would you do next? Let me know with a reply or go to www.originalsoftskills.com for some options and the answer.

Published by Paul on 04 Feb 2010

Looking after the Human Machine

I was doing a spot of wiring at the weekend and whilst grovelling around through piles of dusty (and terribly itchy) ceramic insulation, in a part of the attic that I had never to, I stumbled across a large control panel bolted to the wall.

This shoebox-sized box sprouted a wild assortment of about twenty cables and was covered with an array of red LEDs – all lit. This large gadget had evidently been hanging there for the past three years, since we bought the house, fully powered up, doing it’s thing. What’s its ‘thing’ was I have not discovered but I do know that it did it quite without anybody’s help. No reset buttons to press, no dials to adjust, no displays to monitor. How clever of it, how resilient and independent; what a little stalwart. Not all machines are like this. The more we design machines to do, the more help they seem to need from us. Computers need upgrades, software needs patches, cars need servicing (oh, how they need servicing), bikes need mending and microwaves, well they just get thrown away – sorry. But we fully accept this maintenance burden; when we buy a machine we buy an uncertain future and usually a big fat warranty to ‘protect’ us from that future. But people, ah, now you’re talking.

Broken down car

"Come on ol' girl"

The beauty of buying, or as we like to say these days, ‘hiring’ people is that you just get them in the building, tell them where the coffee machine is (they always manage to find the toilets by themselves) and let them get on with whatever it said in the advert. Job done. Sometimes. The tricky ones need maintenance (oh gawd, here we go – should have bought another bloody machine instead).

Fear not, here is the Quick Start guide to help you get the best from your new person or ‘human’ without wasting valuable business hours.

1.  No need to read a book about ‘leading people’ instead ask it what it needs to operate properly: what turns it on and what makes it malfunction. Then believe it and do as it asked.

2.  Be aware that it will need a reasonably nice place to work properly: space for its cables and attachments, daylight, access to fresh air, a chance to eat and freewheel for a few minutes a day; in essence, somewhere that it is pleased to come to.

3.  If you are going to connect it with other people units make sure that all of them know why they are being connected and find out from them, or at a push, tell them, which person is going to do what. Of course, do make sure they are talking the same language. It doesn’t matter that they are different (you probably chose them that way), it does matter that they can make sense of each other.

4.  If they start getting dusty or crusty it is probably because you haven’t been near them for ages. As with any good machine, the better you get to know your person (and the better they come to know your preferences), the more productive and maintenance-free you and they can be.

5.  Preventative maintenance. This comes in a variety of forms; here are 3 critical ones:

  • Communication. If there is an instance of good productivity or a malfunction – talk (like with the car).
  • Time to think. If you load your machine with ‘stuff’ don’t expect great results. Like a washing machine – put too much in and it all comes out dirty.
  • Be nice to it. We all talk to our cars and that works really well on an icy road or on a cold morning doesn’t it? (I hum to the microwave too – it helps the food to heat quicker). So be nice to your person and they will be nice back to you.

But if you are not entirely satisfied with your person, whatever the model, simply return them to where you got them and there is a good chance that there is someone out there who can successfully give them a more suitable home where they can function at their peak.

Published by Paul on 14 Jul 2009

Is team conflict all bad?

Getting caught up on the wrong side of a bad team dynamic can be hell – under normal circumstances it’s enough to get people to jump ship. But can the in-fighting and disagreements have a positive purpose?

Join us live at 9.30am on Tues 21st July and hear what Martin Down has to say on the subject. He specializes in helping teams to learn how to put conflict to their advantage – and he has done it for real too, skippering across the Atlantic in nasty weather!

Just send us an email at enquiries@pec.org.uk to reserve a place and visit http://www.pec.org.uk/events.asp for details of this and other past seminar recordings.

Published by Paul on 01 Apr 2009

Motivation and performance – hots words, boring answers

Everyone wants to know how to motivate their people to perform better in the current climate. It’s a pity they weren’t as interested before – had they been they would have been in better shape right now. What they should be doing now is no different to what they should have been doing originally, only now, it’s not really optional.

In brief – there’s more to each of these than meets the eye, BTW, so think before you dismiss ; ‘ )

Exceptional performance in tough times – what does it take?

The boss needs to know these few things:

1.    What is the No.1 preoccupation of each individual who works for me – ‘insights’ that start with “I think…” don’t count.
2.    If my people were unpaid volunteers what would I need to do to keep them? Am I doing it right now?
3.    Do I tend to clear the way or get in the way? How?

The report needs to know these few things:

1.    What frightens me?
2.    What feeds me?
3.    How to get through to the boss

  • The report with their own people needs to know all those things.
  • The boss and report both need to be prepared to act on what they know or to work at why they won’t.

Published by Paul on 23 Feb 2009

Leaders: people will do right – if you let them

I saw this National Lottery booth the other day on Charing Cross station and it made me smile because it reassured me that even when the external incentive to ‘do the right thing’ is almost completely absent (no bins), people will in general still try to make good decisions.

Bin there, done it

Not a bin in sight but resourceful commuters had stuffed their wrappers in the booth’s microscopic receptacle rather than throwing them on the floor. Now I know that I have no way of knowing how much did end up on the floor but…

Bin there, done it

There’s something in there for you if you are planning to run some sort of management development or leadership growth event. Something about trusting people and not only staying out of their way but making it a key leadership job to keep obstacles out of the  way of one’s team. No mean feat in this climate I image.

How many times have you gone to an event, undergone some management development or some sort of self-improvement only to return to normal life to find that every bugger seems to want to want to get in your way. The Board who won’t think creatively, your team who hate change, your colleagues who just don’t want the jip – especially not now.

The leadership and team-building question of the moment: Whose way am I getting in today?

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