Posts made in April, 2014

Analysis Must be Implemented by People to Provide Value

Posted by on Apr 3, 2014 in Curious Cat Management | 0 comments

Guest Post by Bill Scherkenbach

photo of W. Edwards Deming with a cat

Every time I look at this picture, I think of Dr. Deming’s words to drive out fear and take joy in your work. We were talking in my home office when Sylvester saw a good lap and took it. Our conversation immediately shifted when both Dr. Deming and Sylvester started purring.

The greatest statistical analysis is nothing if it can’t be implemented by people. But people learn in different ways. Some like good stories, others like pictures. Only a few like equations. Dr. Deming always liked a good laugh; and a good purr.

By what method do you get your analyses implemented?

Bill Scherkenbach taught with Dr. Deming at the Deming 2 day seminars and received the Deming Medal and the author of several books on Deming management principles.

Related: How to Get a New Management Strategy, Tool or Concept Adopted part 1 and part 2Getting Known Good Ideas AdoptedRespect People by Creating a Climate for Joy in WorkPlaying Dice and Children’s Numeracy

Read More

How to Quickly Position Yourself as a Trusted Advisor

Posted by on Apr 3, 2014 in Jill Konrath | 0 comments

How can you quickly position yourself as a trusted advisor when meeting someone new?

Here are 3 strategies you can use to immediately be seen as a credible, potentially invaluable resource:

Read More

15 Ways to Set a Positive Example as a Manager

Posted by on Apr 3, 2014 in Great Leadership By Dan | 0 comments

“I’m not a role model… Just because I dunk a basketball doesn’t mean I should raise your kids.”

– Charles Barkley

When you’re a manager, like it or not, you ARE a role model. All eyes are on you. The example you set has an enormous impact on your direct report employees and those around you. If you are a newly promoted or hired manager, your employees will watch, listen, and learn about what matters to you, what’s important, what to do and what not to do. If you’ve been a manager in the same role for a while, they already have learned, and the norms you’ve perhaps unconsciously established are more powerful than that “Our Company Values” poster on the wall.

In addition to influencing your employee’s behavior and attitudes through your day-to-day behaviors, you’re also having an impact on their long term development. We all learn powerful leadership lessons from the examples – both positive and negative – from current and former managers.

Do you want your employees to conduct themselves with the highest level of professionalism? You may want to review following list and ask yourself the following questions:

Is this what I would expect and want from my employees? Am I setting the right example? What kind of lessons am I teaching?

Note: none of the items on the list below are made up – all are from the Great Leadership files of actual manager behaviors. Hopefully not my own.

1. Arrive to work and meetings on time, and don’t make a habit of leaving early.

2. Pay attention to your own development. Be a humble and continuous learner, and be transparent about your development needs and what you are doing to overcome them.

3. Ask for feedback – be open to it and listen – and be willing to give caring, constructive, and frank feedback to others.

4. Be open to change – especially when the change isn’t your own idea. When a change is announced, employees will be looking at you to see how they should react.

5. Don’t participate in gossip, spreading rumors, or speaking poorly about your boss, fellow managers, or about another one of your employees.

6. Be discreet and respect confidences.

7. Keep your non-work related business to a minimum. And don’t ask your employees to assist with your non-work related business (i.e., picking up your clothes at the drycleaner).

8. Treat everyone – regardless of their level or degree of influence – with respect.

9. Tell the truth – be a straight shooter, with no white lies. Own up to your own mistakes.

10. Keep the cynicism and sarcasm to a minimum. It poisons the work environment.

11. Maintain a sense of humor – about yourself – but never at the expense of others.

12. Pitch in and lend a hand doing the dirty work now and then.

13. Watch your language – with few exceptions, don’t swear. I don’t care what the studies say – there’s no place for F-bombs in the vocabulary of a professional manager.

14. Don’t lavish yourself or your management team with perks that are off-limits to the rank and file.

15. Maintain a professional distance from your employees – you are their manager, not their friend.

While you may not agree with every item on the list, wouldn’t you prefer to work for a manager who follows most of them?
Read More

Message to Management: Are You Losing Your Top Talent?

Posted by on Apr 3, 2014 in No More Cold Calling | 0 comments

note-important-message-hiIf your sales reps are overwhelmed, they might decide the job’s not worth the stress.

The job of sales reps is to sell—to maintain strong sales pipelines and spend their time talking to clients. When you force them to spend hours entering data, coaching new hires, and attending long, boring meetings, they’ll leave.

More than 60 percent of organizations report that a top priority is dealing with “the overwhelmed employee,” according to Sales Benchmark Index. Sales leaders who fail to address this issue run the risk of losing top performers. They also miss the opportunity to increase sales productivity for their teams.

The High Cost of Turnover

Retaining top talent has been a priority for years. We all know the huge expense when salespeople leave. The cost of losing a talented employee can be 1 to 1.5 times that person’s salary plus benefits. Others need to take over until a new hire is found and brought up to speed. And customers resent having to “train” a new salesperson once again. Not always addressed is the danger that other top performers will follow them out the door.

Keep Your High Performers Happy

Check out the Sales Benchmark Index report, “Top Priority: Retaining Top Sales Reps.”  It includes a diagnostic tool to help you identify the time-management challenges of your top performers, and strategies for addressing the problem.

Connect with No More Cold Calling

Follow Joanne on Google+ or Twitter @ReferralSales, or connect on LinkedIn and Facebook.

Comment Here

How do you ensure that your top sales reps aren’t overwhelmed?

Read More

How to Begin Dramatic Change the Right Way

Posted by on Apr 3, 2014 in Change Your Thoughts | 0 comments

The world changes around us everyday. We experience change as an outsider all the time. Yet, when we want to create a sustainable change in our own lives we often struggle.

Why is change so hard for me? It’s a question that we ask ourselves when we can’t seem to change to be the type of person that we truly want to be. To change, we must decide to change. We must choose to change. It’s said different ways from different writers and bloggers, but I’d like to elaborate on the type of choice necessary to instill a change deep within who you are. To change your very being and naturally live life in a way that supports the change every day, whatever the change may be.

Dont Change a Thing Change Everything Advice SayingMore Than a Thought

Choosing to change has to be more than a thought. It has to be more than a mental choice to change. You have to live the choice.

One tip that accompanies choosing to change is to tell everyone you can about your change. I argue that you shouldn’t have to tell anyone. The type of choice necessary for deep, true change means you’ll be living that choice every second of every day. It sounds dramatic, but that’s what we want. We want a dramatic change.

In reality, I’d shoot for more of a 90/10 split. Live the choice 90% of the time, and relaxing your discipline 10% of the time to provide a change of pace and keep things interesting.

Your choice to change should be evident in your daily life. When I wanted to improve my posture, I took the back off of my work chair. Did it work? You bet. Did people look at me funny or ask me what I was doing? They sure did, and I explained my reasons for doing so.

If being different and encountering resistance or inquiries worries you, then you lack confidence. That’s okay. I had extremely low confidence in myself and my choices at one point in my life. My confidence dramatically increased when I started practicing my power to change.

I chose to get in better shape and eat better, and I lost 70 pounds. It was a very empowering experience.

I admit it is circular logic. Confidence comes from choosing to change, and choosing to change takes confidence. Once you wiggle your way into that circular logic you’ll realize your true power and begin rapid growth.

Important Realization

You aren’t special. You are capable of what any other person on the planet is capable. If one tactic doesn’t work for you, that’s okay. It doesn’t mean nothing will work for you. Keep experimenting and trying different strategies until you find what works. You will get there if you keep trying.

Think of it like this. Every day you take a step in the right direction, you are one step closer to the destination. It is a simple, unavoidable fact.

Start to think of how to do things instead of why you can’t do them. Change your thought patterns attached to new experiences and change the way you react to them. Instead of adding another item to the list of the impossible, start adding items to a list of the will do’s or have done’s.

The following mantra finally kicked me out of inaction straight to inaction:

“If you always do what you’ve always done, you’ll always get what you’ve always gotten.”

Empty your bucket of know how, and fill it with a new way to live.

Read More