Randy Clark's Blog, page 27

Okay, You’re Empathetic and Sympathetic but Are You Making it Better?

I think I’m an empathetic person and can be sympathetic. However, I do my best when focusing on making it better, bettering the situation, because empathy, understanding, sharing, awareness, or sympathy don’t always make things better. Sometimes they can make the situation worse. I’ll give you an example.

If a friend loses their job, and you say “at least,” it minimizes the severity of the loss.

“At least you can collect unemployment.”“At least you’ll have time for your hobbies.”“At least your partner still has a job.”

Instead of trying to lessen the gravity of losing a job with lame reasons that losing the job is a good thing when it’s not, ask what you can do to make it better.

“How can I help?”“What can I do?”“Would you like to meet up and talk?”A Broken Foot  

This week one of my closest friends, a musician I’ve performed with for nearly 50 years, called to tell me he fell. The first thing I did was ask what I could to help. I took him to the doctor. We learned later that he had broken his foot. I’m taking him to a surgeon next week. Later I might commiserate about the time I needed surgery to set my broken hand or when my dad broke his foot, but having that understanding, without adding action, wouldn’t have made it better for my friend.

In the Workplace

I was having dinner with friends when I asked one friend about their recent promotion. They were delighted with the new position and the team. They mentioned that their boss from the previous position was a good and kind person but overwhelmed. One of the old team members came to my friend, frustrated. The boss was over their head. There were multiple mistakes, they were behind schedule, and it wasn’t getting any better. Instead of commiserating, because my friend had faced the same challenges, she asked what she could do to help. The teammate said, “Get us more help!” My friend went to the VP of the division and explained that when she left the position, it left a hole. The VP moved two associates to that team. My friend was bettering the situation.

Are You Making it Better?

The reason I wrote this post is I keep hearing we need to be empathetic to others needs. Often it’s about co-workers, teammates, and direct reports. I will not argue with this, but empathy without action is empty and misguided action can be harmful.

Feeling Sorry for Someone May not Help

If all you do is feel sorry for someone, how does that help? The answer is it probably doesn’t. Instead of stopping at empathy and sympathy, take the next step. Ask what you can do, how you can help, and what they need, and then follow through with help. It might only be small steps to begin, but those steps are toward bettering the situation. Are you making it better?

If you liked this post, you might also enjoy, You Can’t Talk Shit Done.

 How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by Christian Erfurt on Unsplash

 

 

The post Okay, You’re Empathetic and Sympathetic but Are You Making it Better?   appeared first on Randy Clark Leadership Training.

You Shouldn’t Network if…

So, you shouldn’t network if. What? Now I’m telling you not to network? Hold the presses. This blog has an entire category dedicated to networking and social media. In it I promote networking. I share proven networking strategies. The blog is pro-networking for goodness sake. And now I’m telling you not to network? What gives? I’m not telling you not to network; I’m telling you when you shouldn’t network.

You Shouldn’t Network if…

When to stay away from the fray. There are times, places, and situations where networking should be the last thing on your mind, but too often folks disregard the signals and forge ahead often making them look inconsiderate and out of touch.

Don’t Network…At inappropriate events

I was approached at a funeral about job prospects at my employer. It included an extended elevator pitch. Really?  Although there may be a time at such an event to briefly inquire and exchange information, this wasn’t the time, place, or strategy to land a job. Before networking at a non-networking event ask yourself—is it appropriate?

If you’re seriously sick

I don’t care how important a conference or networking meet-up is. If you’re ill and contagious—stay home. It’s the considerate thing to do. Do you want to be remembered as the person who was coughing and sneezing and spreading germs?

If you’re grumpy, depressed, or irritable

Effective networking takes a positive state of mind. In some circles, I’m thought to be Mr. Positive. My very close friends know that’s not always the case; there are times I should not be around people…or cats. If your head isn’t in the game, don’t take the first pitch.

If you hate networking

The best answer for this is to get over it, but until you do, if you dislike networking it will show—so don’t go. If you can’t find one thing to focus on at an event that you like and appreciate, please give your ticket to another.

And Be Ready for Another Day

I believe in the power of networking; I’ve made friendships and connections I would never have found without a networking opportunity. If you read this blog, you know I extol give-first or help networking. Networking is so much easier when you’re focused on helping others, but even so, there are times and places I don’t or won’t network. Before you make an inappropriate networking mistake stop and ask yourself, is this the right time, place, and person? Am I being considerate? How do you want to be remembered?

Are You a Good Networker?

I’d always considered myself an effective networker. I’m friendly, easy to talk to, and I’ve never met a stranger. However, none of that makes me a good networker – it makes me outgoing. If I wanted to be the most effective networker I could be, I needed a plan. That’s how my networking workbook, Help Networking started.

If you enjoyed this post you might also like Creating a Networking One-Pager. 

Image by Mojca from Pixabay

The post You Shouldn’t Network if… appeared first on Randy Clark Leadership Training.

Angels & Doves Anti-Bullying Program

A couple of weeks ago, I was privileged to travel with my Friend Kim Harvey. Kim and her mother founded the Angels & Doves Anti-Bullying Program more than a decade ago. During that time, she’s spoken with more than 25,000 students at 113 schools and over 100 youth organizations. Her message isn’t only about calling out bullying. She shares four types of bullying: how to identify a bully, recognize victims, intervene, and prevent bullying.

Angels & Doves Anti-Bullying ProgramWhat is Angels & Doves? 

“Angels & Doves is an anti-bullying program that travels across the nation to educate about the harms and consequences of bullying. The program is designed to empower individuals to stand up and speak up against bullying in any setting or organization.

We speak to groups of all shapes and sizes. The Angels & Doves anti-bully program is flexible for all ages and all demographics! We’ve been successful at schools, churches, youth organizations, colleges, and businesses.” – Kim Harvey.

A Road Trip 

As I rode with Kim to Southern Indiana, she surprised me by asking me to introduce her and talk for a few minutes. We started the presentation with a video of Pharrell William’s “Happy.” The first group was middle schoolers. We were in the gym, and the boys & girls danced in the bleachers. It was awesome. After the song, I talked for a couple of minutes about choosing to be happy or choosing to be mad. I asked the kids if they had a choice, and several said yes, but it’s hard not to be mad when someone does something mean. I asked them to try something. The next time they are about to be angry to stop, take a deep breath, and think of the song Happy.

The Presentation 

Kim talked for almost an hour about anti-bullying. It was enlightening; more importantly, I saw Kim get through to the children. She continually involved them by asking questions. During the presentation, Kim mentioned suicide hotlines. As I watched, one pigtailed 13-year-old girl had a tear rolling down her cheek. After the presentation, she came to talk to Kim. She shared some disturbing information about her home life. Kim listened and then directed her to a school counselor.

Near the end of her talk, Kim asked the students what they had learned and their takeaways. Several children said they would stop bullying, especially on social media. They hadn’t realized how destructive it could be until Kim brought it to their attention. More than one said they were ready to be friends again with people they were mad at. More than I would’ve guessed admitted to being a bully and promised to stop, and several raised their hands that they were being bullied and would commit to going to a school counselor. One little boy raised his hand and said, “When I’m about to get mad, I’m going to think of the song Happy.” Wow, I can’t tell you how happy it made me to hear that.

The Second Session 

The second session was with the high school kids. They started slow but warmed up as the presentation progressed. Like the middle schoolers, they began sharing, asking questions, and getting involved. When Kim asked the group if anyone had been bullied, more than half raised their hands. Bullying is not an isolated small problem in schools.

Book a Presentation 

If you’d like Kim to speak to your group, you can Book a Presentation. You can also find all the materials you’ll need to lead an effective discussion and presentation about bullying with the Angels & Doves Anti-Bully Box. “This box is built to be flexible and is suitable for all ages.”

If you’d like to Donate to Angels & Doves, “Your contribution goes towards materials, No Bully Shirts, The Bully Book, The Adult Anti-Bully Manual, Anti-Bully Box, and more!”

As I write this, I received a text from Kim asking if I’d like to join her on a presentation in November. Absolutely!

How I Help You?  

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

 

 

 

 

The post Angels & Doves Anti-Bullying Program appeared first on Randy Clark Leadership Training.

What Makes a Successful Sales Relationship?

What makes a successful sales relationship? Whether your job title includes “sales” or not — you’re in sales. Everyday, you attempt to persuade and influence the decisions of others. This includes peers, subordinates, bosses, customers, prospects, friends, and family. Just because sales isn’t in your title doesn’t mean you’re not a salesperson — so don’t stop reading. I believe there’s something for everyone in this post. 

What Makes a Successful Sales Relationship?1. Friendship — People prefer to buy from friends

Find common ground. For example, if you visit your customer’s or prospect’s place of work, look for family photos, awards, memorabilia, hobbies, interests, schooling, etc. Always look for opportunities to begin conversations, whether face-to-face, phone, or electronically. Most people enjoy someone who listens. Ask open-ended questions about them. Remember, friends share, so tell a little about you as well.

A few years ago, I was having a difficult time connecting with a customer — until I visited his home. I’m a bit of a gear head (I enjoy motorsports). The client showed me his trophy room. It was four walls full of racing trophies — he raced as a hobby. This shared interest developed into a friendship, which overshadowed the professional relationship. I wanted to help my friend.

2. Trust — People will not buy from someone they don’t trust

The client must trust you and your company. Make a list of your organization’s strengths. What makes you and your company a trustworthy partner? Be transparent; I don’t believe most of us trust people who have never made a mistake. Consider sharing a mistake, how you fixed it, and what you learned.

About a year ago, I had a very disappointing retail experience, My Dad, Water Jugs, and Customer Service. However, when I privately contacted the company, they used the information to remedy the problem by repairing equipment and training employees. Their reaction to the problem, turning it into an opportunity, has made me an advocate.

3. Need and desire — Although people buy for other reasons, this is a good place to start

Ask questions about the client’s needs and wants. Gather information and advise the client as if you were trading places. What would you suggest if you were the customer? Make recommendations with the client’s best interest in mind. Be an advocate not a salesperson. Put the customer first.

4. Communicate

Customers want updates, and they don’t want to have to initiate the contact. Customers have communication preferences, and it’s up to you, the provider, to find out if they prefer an email, call, or visit. They don’t want to be put off or ignored; when a client asks for information—they wanted it an hour ago.

5. Follow up

Send a customer satisfaction survey, call or visit, and ask for criticism. Learn what you and your company could do better, what else you should offer, and where you fail to meet your client’s expectations.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by LinkedIn Sales Solutions on Unsplas

The post What Makes a Successful Sales Relationship? appeared first on Randy Clark Leadership Training.

The Customer is NOT Always Right

While conducting a meeting with front-line managers at a small business, I said, “The customer is not always right.” One of the leaders of the company disagreed with me. I asked him if a customer ever asked for products or services that wouldn’t help them, anything unethical or illegal, or demanded work not in the contract, therefore, not paid for. He said yes. The customer is not always right.

The idea that the customer is always right is accredited to several early 20th-century retail leaders. It was a time when customers often weren’t treated with respect and dignity. The philosophy of the day was more buyer beware than customer care.

This customer service philosophy was never meant to be taken literally. It wasn’t about letting customers get whatever they wanted, no matter what. Rather, it allowed employees to listen to their customers with empathy at a time when consumer protections were virtually nonexistent.

You’re working with a customer. You’ve done your homework, and you understand what they hope to achieve. You’ve asked a hundred open-ended questions, and you know what they need. Then, when you’re ready to get the ball rolling, they tell you they want something else. You know that “something else” is a mistake. It won’t meet their needs; it’s not cost-effective, practical, or may create customer service issues. The customer is wrong. How do you tell them?

The Customer is NOT Always RightHow to Tell a Customer They’re Wrong

The customer isn’t always right, but should always be treated with respect. The customer may ask you to do something outside of your expertise. If you can’t do it, tell them no. A customer could ask you to do something unethical or illegal. Tell them no.

One time, I stopped taking a medication my physician had prescribed because of something I’d read online. When I told my doctor, they informed me that although the study I’d read had merit, the positives of the medication far outweighed the chance for adverse reactions for a man my age. I was misinformed. My doctor told me no. I still take the medication.

I work with several retail organizations. Occasionally a customer becomes abusive. When a customer uses inappropriate language or threatening actions, leadership should step in and tell that customer no. One organization I work with bans such customers from their store.

Don’t make it personal. Never attack. Instead of using personal pronouns, talk about the plan. Discuss the project, not the person. Remain objective.Use your experience to teach them. State the facts, give evidence, and share insights. Lead them to the best choice.Offer alternatives. Fine-tune their idea to make it work or include their thoughts in the initiative.Blame misunderstanding on your miscommunication and use the opportunity to re-communicate what will best serve their needs.Make it their idea. After explaining what they need and why seek input. If their input is positive and they’re receptive, establish a buy-in by agreeing with them.Be direct, not blunt or combative. Rather than dwell on why the plan isn’t their best choice, talk about how the proposed project fits their needs.

Telling your customer they’re wrong isn’t easy. I mean, ultimately, they pay the bills, don’t they? However, the alternative may cause more difficulties. Allowing a customer to make the wrong choice, which leads to an ineffective solution or worse, creates more problems than it solves and exposes you for precisely what you are—a salesperson more concerned about the sale than the customer. Advising your customer on the best fit for their needs will establish you as a customer-centric consultant and form the basis for a long-term relationship.

How I Help You?  

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Christiann Koepke on Unsplash

 

The post The Customer is NOT Always Right appeared first on Randy Clark Leadership Training.

Employee Personality Assessment Profiles Can Be Misleading

Here’s a personal example of how employee personality assessment profiles can be misleading. Years ago, when I was a sales manager, the company I worked for brought in an expensive management and personality profiler. I wasn’t a fan from the beginning when she arrived late, holding up more than twenty busy managers, and then complained about working past 5 PM to a group who would be working for several hours after she departed.

Regardless, her assessment of my sales abilities finally convinced me to call her out. After taking her personality profile exam, she concluded that I wasn’t cut out for sales. To put this in perspective, I had been a record-setting salesperson and now was managing one of the top sales teams in the nation. She was wrong.

Employee Personality Assessment Profiles Can Be Misleading  

And here’s when and why management assessment and personality profiles don’t work; when they’re taken as absolutes. They don’t work when they’re interpreted too rigidly. Management assessment profiles aren’t always right.

When I facilitate management assessment and personality profiles, I begin by sharing the story above. Then I explain that, at best, these exams might help us understand a little about what makes each of us tick. These quizzes aren’t a be-all and end-all, and they’re not 100 % correct. They can offer small insights into how we react, think, and communicate, which can be helpful.

It’s not an Exact Science

Although management assessments and personality profiles are often based on mounds of gathered data, it doesn’t mean they work the same way for every individual every time. It’s not one size fits all. To attempt to categorize individuals into four or five arbitrary categories is ludicrous. Think about this. Scientists are only in the early stages of mapping the human brain and don’t understand every function and interaction. Therefore, how can we possibly use a quiz or survey to segment folks into groups?

Most Aren’t Straight Forward and Simple

When we present these tests as absolute fact, and pigeonhole employees into categories, it doesn’t work. People are complicated, and one exam will not determine how one person will react in every circumstance. Most of what human beings do isn’t a simple this or that.

Most of what we do isn’t dichotomous. It’s much more complicated. And answering 20 or 100 questions like “Would you rather blank or blank, or blank”? Or, “What best describes me is blank”, can lead us to clues about ourselves — not absolutes. If that’s what you’re looking for, you’d be just as well off consulting the stars or using a Ouija board.

So, How Should Assessments be Used?

You shouldn’t take management and personality profiles too seriously. They should be taken with a grain of salt and not as absolutes. So, be wary of personality and management profile tests. They can be helpful when you use profiles for development, not to define someone. Don’t let a profile define who you are. Use it to help you be a better you because management assessment profiles aren’t always right.

How I Help You?  

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Ben Mullins on Unsplash

The post Employee Personality Assessment Profiles Can Be Misleading   appeared first on Randy Clark Leadership Training.

How Significant Is Employee Engagement to Workplace Satisfaction?

How significant is employee engagement to workplace satisfaction? It’s crucial to employee retention, consistent, top-notch performance, and increased production. Although most organizations know and understand this, only a few follow through with the activities necessary to create an engaged company culture of satisfied employees.

How Significant Is Employee Engagement to Workplace Satisfaction? It Takes More Than Lip Service

Some managers give lip service to the importance of workplace satisfaction; others deny the need for employee engagement, and many underestimate the significance of employee engagement to job satisfaction.

What Does Your Business Care About? 

Engaged employees are more satisfied with their work, and happy employees accomplish more. When an employee believes an organization has their best interest in mind, that employee is generally willing to do more for the business because when a company cares about its employees, employees care about the business.

“Showing up and staying: Engaged employees make it a point to show up to work and do more work — highly engaged business units realize an 81% difference in absenteeism and a 14% difference in productivity. Engaged workers also are more likely to stay with their employers.” — Gallup — Employee Engagement vs. Employee Satisfaction and Organizational Culture

Disengaged employees are usually the opposite and won’t willingly take on more or go above and beyond. Quite often, they could care less about quality, deadlines, or following procedures because when a company doesn’t honor their employees, the employees don’t honor the company.

Increased Engagement = Job Satisfaction = Higher Performance

It’s not complicated. Engaging employees increases job satisfaction, lowers employee turnover, and improves productivity. So, how can an organization engage employees? Here are 13 ideas. Some of these ideas engage teammates directly. Others are more indirect. Not all may work for your organization. However, all can be impactful.

Workplace Engagement Checklist 

Where does your workplace rank as far as employee engagement and satisfaction? Score what your business offers from a high of ten down to zero.

10 always, 5 sometimes, 0 never. (Use all numbers 0 through 10) 

___Continuous training

___Clear Expectations and a mission

___Daily feedback and direction

___Providing the tools needed to complete tasks

___Wellness initiatives

___Employee surveys and one-on-one reviews

___Group participation in charitable events and volunteer opportunities

___Flexible scheduling

___Performance-based rewards

___Recognition for achievement, milestones, and character

___Transparent management

___Memberships, such as gym and fitness

___Dress up, casual, and themed days. Luncheons and pitch-ins

The last company I worked with that took this survey scored a 70. They saw areas where they were strong and places to improve, which they focused on.

What’s Your Employee Engagement Score?

What did your business score? Where could you do better? Do you believe employee engagement directly impacts job satisfaction, and do you believe employee satisfaction, or the lack thereof, affects performance and production? If so, what are you going to do about it?

How I Help You?  

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Photo by Mimi Thian on Unsplash

 

 

The post How Significant Is Employee Engagement to Workplace Satisfaction?  appeared first on Randy Clark Leadership Training.

Failing to Cross Train leads to Failure

Failing to cross train leads to failure. Here’s one example. A few years ago my father was in the hospital for an extended stay. It was serious. Although he was cared for by personable and professional staff, there was constant miscommunication. Instructions from the doctor weren’t carried out by the nursing staff, the pharmacist forgot to fill a prescription, and the doctors didn’t read the nurses notes. At one point, my father was moved from intensive care without the attending physician’s knowledge. They moved him back. How does this happen among highly trained professionals? Could it be because they don’t really know each other’s jobs?

I don’t want to misrepresent myself. I know little to nothing about healthcare professionals. All of my experience in healthcare is as a patient. I appreciate, admire, and respect the people in healthcare and the challenges they’ve tackled in the last three years makes them hero’s. Thank you all. Having said that, from my perspective my dad’s stay was a good example of people not working together as best they could.

Failing to Cross Train leads to FailureCross-training or Chaos? It’s Your Choice

Yes, of course, doctors know what the nurse’s job is and vice-versa. I’m certain any anesthesiologist can quote a radiologist job description and pharmacists know what housekeepers do. But do they understand the day-to-day challenges of each position? Does each department consider how what they do affects the other departments? Do they truly know and understand what the others jobs are? My guess is—probably not.

Not Everyone Can Learn Everyone’s Job

OK, I get it. If nurses were cross-trained as doctors, they’d be doctors, but that level of training isn’t required. Allowing a nurse to shadow a doctor for an hour, making it mandatory for doctors to spend an hour following the nursing staff, asking an anesthesiologist to observe housekeeping clean two rooms all leads to better understanding. It doesn’t have to be hours and days. It only takes minutes.

What about Your Business?

So far, I’ve talked about hospitals and health care professionals but what does that have to do with your organization? How would cross-training affect your business? Cross-training  improves organizations several ways.

It promotes camaraderie and understanding between departments which, improves morale, reduces turnover, and increases production.Cross-training can focus departmental teams on interdepartmental efficiency fostering the development of standardized systems and procedures.It can be used to cover for absent employees by moving team members where they’re most needed.It reduces the exposure caused by over reliance of indispensable employees. Where Do You Start?

It begins by accepting and supporting the importance of cross-training. Too often, management gives lip service to promoting cross-training but does little to implement it because there just isn’t enough time. But is there? In the long run cross-training saves time. The next step is to make cross-training part of new employee orientation. Take new hires on tours explaining how the departments interact. Have them spend an hour in each department that works directly with their department. Commit to ongoing interdepartmental team sharing and training.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.

Image by Silas Camargo Silão from Pixabay

The post Failing to Cross Train leads to Failure appeared first on Randy Clark Leadership Training.

How to Replace Bureaucracy with Adhocracy in Your Business and Why You Should

What does adhocracy in your business mean? I was introduced to the idea of business adhocracy by Alvin Toffler in his 1970 publication Future Shock. After completing their BS degrees Mr. Toffler and his wife Heidi moved to the Midwest, where both invested five years as blue-collar laborers. The futurists used this experience to help them understand industry from the ground up. They saw first-hand how the speed of change was forcing adaptation. Bureaucracy was the system needed to organize the machine of the industrial revolution, but the world was moving faster; too fast for bureaucratic systems to function properly.

What Does Adhocracy in Your Business Look Like?

In the book, Toffler shares this scenario. A machine malfunctions; the operator contacts his supervisor, who in turn contacts the head of repair, who then informs the repair person. When the pace of change could be measured in decades—bureaucracy worked. Employees expected to work 30 years at one company, and managers held enough direct knowledge to make decisions at every level. In an adhocracy, the machine operator contacts the repair person directly, saving time and improving communications.

Today’s bureaucratic structures don’t work, at some level, in most organizations. Unlike the plant manager of a manufacturing operation at the turn of the 20th Century, today’s CEO isn’t qualified to manage every task in every department. How could one person possess the knowledge to accomplish this? Professionals, such as chemists, computer programmers, and engineers, need to work independently, or they’ll be perpetually slowed. Modern marketing professionals, social media administrators, and copywriters have a complete grasp of their disciplines compared to the working knowledge of the COO or CEO. So, what’s the C-level staff to do, give up control?

Leadership in the 21st Century

Yes and no. When C-level staff micro-manages activities, processes may be impaired. However, when leadership shares a vision allowing those with direct knowledge to form the process, another level of effectiveness may be realized. It was easy to understand how Toffler’s example of machine repair was inefficient. Still, managers may not realize they do the same thing when they interfere with processes outside their expertise.

How to Create Adhocracy in Your Business Stop micro-managing

One sure tactic for getting in the way, slowing things down, and causing mistakes is to micro-manage. On top of that, it can lead to indecision by the team, who begin second-guessing themselves. Rather than make a decision or come to a conclusion, they go to management for answers, which slows the process and may lead to a poor decision when not based on the knowledge of team members directly involved with the task. Here’s more, Are You Sure Your Not Micro-Managing?

Share power and responsibility 

Hand out responsibilities to teammates who earned your trust and give them the tools they need to complete the task successfully.

Teach problem-solving 

Teach your team how to solve problems. When they know how you would approach a problem, they don’t have to come to you. WWTBB What would the boss do? 7 Steps to Problem Solving and More

Allow failure

In his book, Failure: The Secret to Success, Robby reminds us what failure can become, “What do Michael Jordan, Coca-Cola, the Panama Canal, Warner Bros., and Ulysses S. Grant have in common? They were all miserable failures.” None of us are perfect. We all make mistakes, so don’t expect your ad hoc team to be mistake-free. Because if you set that expectation, they’ll stop making decisions. What you should expect is the failure becomes a learning experience.

Create a culture of adhocracy 

Make it the norm for the machine operator to go directly to the repair person. Apply this expectation to everyone on your team. When a team member doesn’t make an ad-hoc decision, use it as a teaching moment.

Business Adhocracy or Bureaucracy?

Most organizational charts are outdated before they’re finalized; people and positions don’t fit into smooth flow charts, and too many things are happening too fast. Ad Hoc leaders keep up with the ever-increasing rate of change in today’s business world, do you?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. Check it out.

Image by Michal Jarmoluk from Pixabay

 

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How to Host an Awesome Networking Event

Your organization has sponsored networking events as an affiliate, and you, as well as your team, are active networkers. Is it time to create, manage, and host a networking event? And with so many events available to attend why would you need or want to host an event?

Why You Should Host an Event

Hosting a well-planned networking event sets you above the competition. The key phrase here is well-planned. A poorly managed event might hurt your reputation, not boost your prestige. So, why chance it?

Recognition as a Leader

Being the host will position you as a leader in the community. Whether the community is geographic or based on common interests, hosting an event places you and your organization as movers and shakers.

Identified as an Innovator

It identifies you as an innovator who takes the initiative supported by a team of trail-blazers and ground-breakers.

Seen as a Connector

You’ll be known as a connector. If you host a successful event, you’ll bring people together, and they’ll remember you for it.

Exposure

You and your organization will receive recognition that money can’t buy.

Branding

Managing a networking event is an opportunity to brand your business and add to your businesses brand. Potential partners and clients will not only see your brand but will associate it with all the positive take-aways from the event.

Lead Generation

Yes, there’s that too. What better introduction to prospects than to be seen overseeing an outstanding event.

How to Create a Successful Networking Event

A successful networking event doesn’t just happen. It takes forethought, planning, implementation, and management. It also takes a team.

Building an Event Team

The first step to an awesome networking event is building a team. Recruit four to six members of your organization to help you with the event. Look for the following skills and qualities.

Recruit people who want to be on the team. Do not order or cajole someone to join the teamLook for outgoing people. Everyone on the team doesn’t have to be an extrovert, but it helpsSelect folks with special skills such as a copywriter, social media person, and graphics artistInclude salespeople; you want someone to take the lead on lead generationTarget your Audience

Who do you want to connect with? What communities do you want to reach? Knowing who your ideal attendee is will inform the creation of the event. Considerations such as where to hold the event, what day and time, and whether to include speakers will be determined by the audience you want to reach.

Pick a Venue

Choose a place that fits your target. I attended a monthly after-work networking event held at a brewery. It was well-organized, includes two informative short presentations, and the beer is great. Would this venue have worked for every audience? No, it would not.

Choose a Theme

What is your event about, what’s its purpose? Once you have that in mind, you can think about possible presenters and other activities to fit the bill. Determine your objective to create a purpose-driven event.

Spread the Word

Regardless of how well-planned the event is, if people don’t show up it won’t matter. Post on social media, send an opt-in email blast, and ask your team to help spread the word. Last year I received one networking invention via a snail mailed, handwritten card. I attended the event.

You also might consider partnering with other businesses and organizations.

Don’t Play Hard to get

Don’t make it difficult for people to sign up. Use established accepted applications such as Eventbrite. Don’t try to reinvent the wheel by setting up some hard to find page on your website.

Make Check-in Fun and Friendly

Make check-in easy with name tags, and add a few fun promotional products. Be certain you have smiling faces at the gate.

Stay on Schedule

Start on time and end on time and assign a time for every activity between.

Be a Social Butterfly

Gather your team pregame and make a commitment to meet everyone. The team could divide and share the sign-up list. Consider who to introduce and connect, and have a plan to engage the inevitable standoffish wallflowers.

Follow-up

After the event, reach out to attendees; consider conducting a short survey as to how the event could be improved.

Repeat

If it worked, do it again. I host a monthly networking/brainstorming group that’s been meeting every third Thursday since October of 2010, TED Talk Friend Up.

Is it Your Time?

Are you ready to host a networking event? Do you have the team and wherewithal? Would hosting add to your leadership in the community, your brand, or develop leads?

If the answer is yes, please invite me.

Are You a Good Networker?

I’d always considered myself an effective networker. I’m friendly, easy to talk to, and I’ve never met a stranger. However, none of that makes me a good networker – it makes me outgoing. If I wanted to be the most effective networker I could be, I needed a plan. That’s how my networking workbook, Help Networking started.

If you enjoyed this post you might also like Creating a Networking One-Pager. 

Image by Steve Cliff from Pixabay

 

 

 

 

 

The post How to Host an Awesome Networking Event appeared first on Randy Clark Leadership Training.