Manage. Lead. Inspire!
This program lays the foundation for the relentless pursuit of excellence.
Our invoices are presented at the first of each month and payable upon receipt. You may cancel the program at any time by written notice. Payment received for a monthly workshop that has not been delivered will be refunded upon notice of cancellation.
We expect you to be 100% satisfied with our services, but if you are not, notify us in writing and we will refund your payment for the last class.
The first order of business is to present the facts that prove poor management practices are guilty of robbing small businesses blind. Then,we will lay out the hard, cold evidence to convince the participants that peak performance people practices add serious ka-ching to the bottom line. This is making the business case for best practices.
Organizational cultures are as varied as personalities. In fact, culture is personality. Culture is the unspoken, taken for granted, non-negotiable set of values and priorities that describe what is important, how we get work done, and how to succeed around here. It might have nothing to do with the framed aphorisms hanging on the lunchroom wall (which may explain the nausea epidemic). Cultivating a positive, nourishing culture where everything grows (like the warm goo in a Petri dish) is where we are going. Participants will embrace the power of personal example and influence.
Throw your empty Starbucks cup in a Barnes and Noble and you will hit a book on leadership (even one for dummies and complete idiots; required reading for legislators). The truth is that leadership is a role, not a person, and effective leadership can be learned. When every member of a team takes responsibility for leading by positive example an organization will grow – it is a principle. This class will inspire everyone to always be a leader–no matter their position.
We are not all the same. This observation is so obvious that you should ask for a refund. If we know that why do groups have so much trouble working together in peace and unity? One reason is a lack of understanding about ourselves and others—what makes us tick. The first step in learning to work together is to identify and appreciate our fundamental differences. Then we can learn how to complement each other to minimize conflict and explode productivity.
There is a familiar saying that if the only tool you have is a hammer–you better hope all your problems are nails. Or, if you wish to have a beautiful set of custom cabinets crafted for your home and the only tool your cabinetmaker owns is a belt-sander–you may want to get another bid. Nonsense? Not any sillier than treating a diverse group of people all the same all the time. When leaders and managers have a complete set of tools and know when to use them, massive productivity gains are possible!
True or false? Money is the primary motivator for employees. The answers, which might surprise you, are: Yes and No; and, It depends. Here’s another quizzer: Do you want team members who are intrinsically self-motivated or require that you beat them with sticks and tempt them with carrots? Finally, true or false? You want self-motivated professionals who never need positive reinforcement—like R2-D2 (Artoo-Detoo for Star Wars purists). Understanding motivation is a key to attaining peak performance.
Most new managers think delegation is simple. “I am the boss so I tell you what to do. You are my employee so you do it.” Easy? Yes, but wrong-headed. The thrill-of-command, “Father-knows-best” method of getting work done through others may appear to succeed for a time–if you want to rent someone’s back and hands. But it takes skill and awareness to touch the heart. To compete in today’s global economy requires that all team members be fully engaged and give their all—every hour, every day. Learn to properly delegate for peak performance.
Noted leadership author (and exceptional CEO) Max De Pree wrote that we should be in awe of human potential. The best leaders and managers create a place of realized potential, an environment of trust, growth, and the unrelenting pursuit of being one’s best. It is amazing how many times unprepared employees are promoted without having any clue about the new skill set required for success. We take the hardest working, most productive widget maker and “Peter-principle” them into management. Then we act surprised when they fail. Strategic, wise succession planning is tied to engineering hands-on, real-work growth opportunities. Taking effective delegation to “Super-delegation” is a key to superb, sustained growth!
AP Headline: Most People Want to Do a Good Job. But many managers are not good at communicating expectations and giving helpful feedback. Having people craft their own goal statements and measure their own progress is the charmed marriage of empowerment and accountability.
World-class teams do not form by accident. They are carefully assembled and practice ad nauseam. And practice makes perfect, right? Wrong! Perfect practice makes perfect. Who mentors, models, exhorts, teaches, demonstrates, comforts, corrects, and fires up a disciplined, winning team? A great coach. Learn how to get max-performance out of your team and turn heavy, potentially negative situations into positive, teachable moments.
The purpose for an appraisal is to find value. If we managed correctly a formal, periodic appraisal meeting would be superfluous, like tonsils. But we are mostly human so it is helpful to have a scheduled, formal, documented meeting to discuss job performance. When conducted skillfully, a performance appraisal is an excellent way to close the loop on goals, measurement, training, and rewards. And it sets the stage for an outstanding future.
Assessing results in education is hard to do because practical learning demands improvement. How do you measure learning? By measuring results. Testing, or mental regurgitation, proves there is normally a significant drop off in retention after very short periods of time if knowledge is not reinforced by doing. Real learning requires hands-on, real-world, wash-up-before dinner, hard work. It is time to serve up a review of the highlights of the program seasoned with shared stories of success—a celebration—a commencement—a prologue to a lifetime of learning.