Randy Clark's Blog, page 46

How to Take Disciplinary Action Without Creating Animosity

How to take disciplinary action is a lot more than completing a form an having an employee sign it. Sound familiar. Yep, I’ve done that too. And when sit and sign was my system usually the only thing I accomplished was animosity from the employee. The action didn’t lead to improvement. Just the opposite.

How to Take Disciplinary Action Without Creating Animosity
What

Establish procedures to modify behavior using a plan of activities, expectations, and consequences to improve performance.

Why

If you surf the web under disciplinary action, most sites will define it as methods to use when performance is below standards. Don’t base disciplinary action on performance alone. Before you consider basing the action on performance, determine what behaviors are causing the low performance. You will not improve performance by using a disciplinary action based only on improving performance. To affect improvement, you must know:

Why the performance is below standards
What behaviors should be modified
What activities will change the behavior

When

Often leaders are confused as to when to use disciplinary action. Use disciplinary action when team members have decided not to follow procedures or policies. First, determine:

Were expectations given, are procedures in place?
Has the team member been competently trained, understands, and is able to use the procedures?
Were there consequences outside of the team member’s control that affected the performance?

If the team member was trained, had the tools they needed, and was unhindered by outside consequences, then they have decided not to follow procedures. In other words, when a team member knowingly and willfully breaks or ignores policies and procedures, they have made that decision. Any, and every time a team member decides not to follow guidelines, disciplinary action is not only appropriate but should be mandatory.

How to Use Corrective Action Forms

Corrective action forms should include

Type of action — verbal, written, or disciplinary


Verbal – This is the first warning. If the behavior continues, it will proceed to a written warning
Written – 2nd warning and will proceed to consequences. Do not sugar coat the warning. If the consequences may include termination, then communicate this.
Disciplinary – Before completing the disciplinary suspension consider, has the team member been given the training, the support, and the opportunity to succeed? Were there clear expectations, specific actions, trained competencies, and all within the team member’s control? Did you do everything you could do to help this team member? Is the team member aware of the consequences?

2. Reason for the action

3. Corrective action to be taken by the employee

4. Consequences of not adhering to the corrective action

How to complete a corrective action form

Meet privately with the team member. You may consider another supervisor as a witness depending on the severity of the infraction and the team member’s personality
Explain to the team member that the goal of the meeting is to help
Explain the type of action. Usually, the type of action is equal to the degree of the infraction; however, many use the three-strike rule. One verbal (this should be documented), two written, and three disciplinary actions, which could include suspension or termination
Clearly and succinctly, explain the reason for the action. The reason could include incidents, witnesses, dates, circumstances, and others involved. The reason shouldn’t be performance alone. Base the reason on the activities that led to the poor performance. In this way, the leader and team member have areas to concentrate on to improve the performance.
The corrective action should include the activities expected of the team member, including what, when, and how.
The consequences are what the team member can expect from management if they do not follow the corrective action. The consequences should be clear and specific.
Ask the team member to share their comments in writing regardless if they agree or disagree.

Many times, managers have come to me ready to terminate an employee until I asked two questions.

Have you done everything you can to help this person?
Does the person know their job is in jeopardy? Will they be surprised if they are fired?

If either answer is no, it is not time to terminate.

Ask the team member if they are clear about the reason for the corrective action, actions expected, and the consequences. Have the team member sign and date the form.

If a team member declines to sign the form, explain they certainly have that option. However, only what is currently on the form will be in the records. Advise them to document their point of view in the comment section and sign it to record the information.

This post isn’t about human resource policies. If your organization has a corrective action, form, use it. If you do not, review the form below and tailor one to fit your organization.

Corrective Action Form

Name _______________________________ Date ___________

Type of action Verbal ___ written ____ Disciplinary _____

Reason for the action

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

The employee will take the following corrective actions

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Consequences of not following the corrective action

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Employee comments

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Employee ________________________________________________ Date __________

Manager _________________________________________________ Date __________

Coming from help 

A young manager came to me and asked, “How can I make a corrective action, not confrontational?” I explained it should never be. Coming from an attitude of help, corrective actions should be based on facts and presented in a non-condescending, non-accusatory, non-threatening way. The young manager then said, “Well, could we call it a help form?” I said yes. Other than your organization’s HR procedures disallowing an additional form, why couldn’t a help form be used?

Help form

Team Member [Print] __________________Coach ____________________________

Team Member X_______________________ Date____________________________

 Focus _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
 Expectations___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
 Actions __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
 Consequences __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
 Comments_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

The Sandwich Method

The sandwich is a method of one on one critique. The purpose of using the sandwich is to give constructive criticism without causing the employee to become defensive, angry, or close-minded. When I was introduced to this method years ago, frankly I considered it some sort of trick to be used against employees. If it’s honest and coming from help, it’s not a trick.  You must honestly begin with sharing what you respect about the team member. It has to be real or don’t use it. The first slice of bread should be a character trait that you truly appreciate about that person. It could be their dependability, hard work, dedication, enthusiasm, diligence, responsibility etc.

What if there is nothing you appreciate about the individual? You may not know them well enough to complete the critique, so consider spending time to get to know them or having someone else complete the critique. And if you know them and their work but can’t find anything you appreciate about them, why are they working with you?

The meat is the critique. The critique should be specific. It should be about observable behavior or objective criteria not about personality, and should include what is expected, and the actions needed to accomplish this. It also should include a commitment from the employee to change this behavior.

The bottom slice of bread should again be something you appreciate about the employee or as simple as asking them if they know why you are “going over” this with them. Their answer should be to help them.

Example

I appreciate the commitment to improve that you have demonstrated by reading this blog. However, if you don’t use the information, you’ve wasted time. Do you understand why I am saying this to you? (Okay, I’m having a little fun.)

By using the sandwich method on every critique, you will develop a workforce that is more responsive to “doing it your way”. And when you have more employees on board with you, your job becomes less daunting.

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? 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. I’m also available to conduct training.

Photo by Tim Gouw on Unsplash

 

 

 

 

 

The post How to Take Disciplinary Action Without Creating Animosity appeared first on Randy Clark Leadership Training.

How to Appreciate Your Way to a Healthier You

How to appreciate your way to a healthier you isn’t easy this year. 2020 has been a challenging year for many. I’m one of the luckier ones. Life is good, but that’s how I choose to see it. We all have a choice in how we look at the world. More than 2000 years ago, the first-century Greek philosopher Epictetus said it’s not what happens to you, but how you react to it that matters.” He may have been onto something.

What Side of the Fence Do You Stand On?




When’s the last time you took a moment to reflect on the things you appreciate at home and work?
Do you spend more time complaining about what you don’t have or being thankful for what you have?
Do you share recognition and gratitude, or do you spend more time and energy offering criticism, disapproval, or condemnation?

Ultimately, when we vent, we’re admitting to being powerless and ineffectual. This negatively affects our mental state, stress levels, and general health.

From Psychology Today—

“We all complain many times a day to our families, friends, co-workers, customer service representatives, and even strangers in the elevator. But what many of us don’t realize is that how we voice our complaints can have huge implications for our mental health.”

What’s Your Complaint?
Problem-solving 

While complaining only to vent may damage our mental health, complaining to problem-solve can be the opposite. For example, my wife called the customer service department about a credit card we use. She’d missed paying off the monthly total by 22 cents. The provider charged us $39 in interest. My wife began her problem-solving call by calmly stating that since we didn’t pay the entire amount the company was justified for charging the interest. She went on to explain how much we appreciated their service and our loyalty to the provider.

My wife’s problem-solving complaint resulted in the charge being removed. How do you think my wife felt about that? Complaining to problem-solve can be good for your outlook, mental health, and overall well-being.

Is the opposite true? If venting affects our health in a bad way, does appreciation affect it positively? Yes. Suite 101  shared this about the healing effects of gratitude, “The healing effects of gratitude can be seen in the form of healthier relationships, increased financial abundance, blossoming careers, and improved health.”

How to Appreciate Your Way to a Healthier You
Project Appreciation

Are you a complainer? Do you appreciate the good things and people around you as much as you should? If not, here’s your action plan for change: Every day, for the next 21 days, use one of these sentences and live by them.

Appreciation Sentences

Thank you, I want you to know I don’t take what you do for granted.
What I most appreciate about you is __________.
My favorite thing in the world is __________.
What I most appreciate about myself today is _________.
What I most like about _______ is __________.
Do you know how much what you do means to me?
I couldn’t have done it without you.

Only 21 days, one sentence each day, real and from the heart. Are you ready to appreciate your way to a healthier you? I’m in — how about 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. 

Does your business have a management training plan? 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. I’m also available to conduct training.

Photo by MARK ADRIANE on Unsplash

 

 

 

The post How to Appreciate Your Way to a Healthier You appeared first on Randy Clark Leadership Training.

Social Media Holiday Etiquette For Businesses

Social media holiday etiquette is always important. However, this year it might be more critical than ever. As we near the end 2020 we can all agree it’s been a demanding year. COVID, racism, and the election have divided America. Unfortunately, too many people use social media to vent, berate, and hold forth. Here’s the thing, I’ve watched businesses do this. Using social media in this negative fashion isn’t a good strategy for business; especially during the holidays. There are standards to be followed, considerations to be given, and respect to be shown. Here are eight social media holiday etiquette do’s and don’ts.

Social Media Holiday Etiquette Recommendations
Don’t be too salesy

It’s the holidays, not the “saleadays.” Yes, it’s good to promote your brand during the holiday season but not at the expense of good taste.

Do support local

And not only local businesses but your customers, partners, and vendors. “This holiday season looks a little different, but we can still share joy. Shop Small and support your favorite small businesses… Don’t forget: This year Small Business Saturday  falls on November 28th.

Don’t post inappropriate content

There are too many examples of social media fails during the holidays. It ranges from government agencies to international conglomerates. Be careful.

Do post fresh holiday content

Share photos of holiday décor at the workplace, post a holiday blog, or shoot a Christmas video. Have fun. Here’s one example I’ve been doing for ten years, Holiday Wishes X

Don’t drink and post

No drunk tweeting, especially from the open bar at the office Christmas party.

Don’t ignore your social media

Don’t automate and schedule content without checking in and following up. Be social, reply to comments, and thank people for sharing. Wish people a Merry Christmas and happy holidays.

Do give back

It’s the time of the year to share and be charitable. Give back and ask others for their help. Here’s one way you can help those who could use some love this year, Salvation Army Angel Tree Toy Drive.

Do create holiday themes

Share holiday images and graphics. I love this post and the story behind it. Merry Christmas from 1954: Free Vintage Holiday E-cards and Wallpaper

Remember the Reason for the Season

It’s easy to get caught up in all the holiday marketing, especially if you’re the marketer. However, the reason for the season isn’t only to sell your product or service. So, have fun, give back, and share. And isn’t that what the season is about?

The post Social Media Holiday Etiquette For Businesses appeared first on Randy Clark Leadership Training.

Spend Your Dollars Wisely

Yesterday, I received an invitation to our homeowner’s association annual meeting. I have not attended for three years. The last meeting I attended was a budget meeting. The word “budget” was spelled “buget.” Maybe it’s French, as in, “boo – jeh.” The board spent over an hour discussing where to get the funds for snow removal. I live in Indianapolis. It snows. So, spend your dollars wisely.

The new invitation listed topics for discussion. It seems nearly half of our 300 mailboxes are not 100% uniform (I’m sure mine is non-conforming – more later). The board wants to replace the mailboxes at the cost of $50,000. How can the association go from not having the funds for snow removal to considering $50,000 for mailboxes? Lower my dues. Which board member’s brother-in-law replaces mailboxes? Who’s watching out for my dollars?

Does the Above Sound Crazy?

I guarantee it doesn’t sound crazy to the board. To the board, it is reasonable. What “reasonable” decisions have you made with your business that might seem insane? What have you rationalized? Have you spent thousands to brand your company with no call to action because it “might” work?

Have you stopped social media or completely turned it over to interns? They “might” know what to say. Have you stopped working on your SEO? How about the old Albert Einstein – keep doing the same things over and over, expecting different results? Do you spend without a plan? I mean a real plan – not a “I think it will work” plan. If you could stand outside of yourself and your company, where would you see crazy?

Be Ready for the Opportunity

Twelve years ago, I was pulling into my driveway when my youngest daughter called me on her way to deliver my grandson, Mason. As I talked with my daughter, three women walked down the street with a large dog in tow. The dog stopped at my mailbox, and as the girls tried to dissuade the beast by pulling it away, the chain wrapped around the post.

The dog broke the mailbox post and pulled free from the girls. The girls were laughing hysterically; their mom was beside herself, nearly in tears, yelling at them and the dog, “IT’S NOT FUNNY!” and “PUT IT BACK!” The dog galloped down the street with my mailbox and post in tow.

Mom came my way while I was on the phone with my daughter. My daughter was laughing her head off as I described the scene. I explained to the dog owner I couldn’t really talk but politely assured her it was okay — it was an accident.

It was also an opportunity for a retailer. I’d seen mailboxes and posts on sale at Lowes, so I bought a new box, post, and hardware from them. Here’s a question – do your prospects know what problems you solve? Are you ready for the opportunity?

Postscript

A month later, my next-door neighbors, Butch and Lynn, were at my door. Lynn had her head down when Butch explained Lynn had backed over my new mailbox. The old mailbox post — the one the dog destroyed — had rotted about six inches under the ground. I’d set this new, now broken, mailbox post into two feet of cement.

It was not going to rot, and it was not going to come out of the ground! I almost didn’t get it out. When I finally retrieved it from the ground, I set the old mailbox in the back garden, next to the back gate: my wife and I pass cards and letters to each other. When the flag is up, the mail is in, and I’m ready for the opportunity. Who said romance is dead? And yes, I became a repeat Lowes mailbox and mailbox post customer. They were ready for the opportunity.

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? 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. I’m also available to conduct training.

The post Spend Your Dollars Wisely appeared first on Randy Clark Leadership Training.

But…But…the Internet’s down!?

I work from home. I manage several social media accounts, and I write four or five blogs a week, various case studies, workbooks, web copy, and some fiction. I have a system. I’m organized. I get stuff done. But today, Tuesday 11/11/20, the internet’s down.

Noooooo! The Internet’s down!
What about my Smartphone? 

Well, yes, technically, I have internet access, but it’s not the same. I mean – the internet’s down. Right now, my laptop isn’t much more than a word processor. I can’t do research. I can’t get to my editorial calendar on Google+. WordPress is unavailable to me. I have a file of blog ideas and outlines, but I can’t access the links. I can’t get to my blog. The internet’s down.

What CAN I do?   

So far, most of what I have done has been counterproductive; whining doesn’t reconnect the internet faster, does it? Can’t-can’t-can’t. And the TV is offline too! It could be worse; I’ve already written three of the five blogs for the week and completed most of my social media tasks. I can write about what I know. I’ll write posts that don’t need that mean old’ internet. Okay, where do I start?

However, I wasn’t feelin’ it. I decided to read for a while. But wait! An idea for a blog post came to me.

What I did 

So, after reading for 20 or 30 minutes, I had two ideas and wrote rough drafts of them both, and there’s the point. A friend and I recently discussed how spoiled we all are by Al Gore’s invention. We’ve gone from rotary dial phones to instant access to all the information in the world, and when we lose that access, we act like petulant children. But the internet is down…but…but the internet’s down. We didn’t always have the internet. We used to do things to be inspired, like read. I think I’ll add that to my editorial calendar for Tuesday’s. I’ll schedule time to read, and think, and reboot. Hopefully, the internet won’t go down afterward because what would I do? What do you do when the internet goes down?

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.

Photo by Joshua Sortino on Unsplash

The post But…But…the Internet’s down!? appeared first on Randy Clark Leadership Training.

Leaders Go to Bat for their People—Do you?

Leaders go to bat for their people. They don’t confuse project management with leadership. Projects are managed—people are led. Leaders lead people. It’s that simple. And it’s that complicated. To lead people, one must care about people. To care about people you have to know people. Do you know your people?

3 Ways Leaders Go to Bat for their People 
Listen to your people

Hold discussion meetings. Meet one on one. Conduct employment improvement surveys. Ask for advice. And most of all—listen. Why not take a few minutes every day to casually wander your business and talk to folks? You never know what you may learn, who you might help, and how it can positively affect your organization—until you take the time to stop, talk, listen, and share.

Take action

Listen and learn what your employees need to improve their jobs, to make their lives better, and then implement actions to help. For example, an organization asked me to help with their production departments morale. It seems the attitudes of the personal had changed from good to uncaring, even angry. I sat down one-on-one and surveyed the team. I asked them where they needed help, what additional training  would be good, and what tools or equipment needed updated. Several members of the team shared the need for tool replacement. The business replaced the tools. The cost of the tools may not show an immediate ROI, but rest assured the increased efficiency of functioning tools, as well as the boost in morale, will pay for the expenditure in the long run. People want to know someone is listening, someone cares, and that someone will go to bat for them.

Show you care

Don’t just say you care, show you care. Words are cheap. Share bonuses based on contribution and profit. Give recognition to tenure milestones. Celebrate victories, choose an employee of the month, but most of all listen, and then act. Nothing shows you care more than acting on your employees needs, wants, and concerns.

Is it Time to Step up to the Plate?   

Taking time to get to know your people, understand their needs, and help them reach their goals is one of the first steps in developing an all-star team. Coupled with a clear vision and effective training it can be inspirational. When teammates are inspired they work harder, enjoy their work more, and aren’t looking to replace you. Have you inspired your team? Have you gone to bat for them? We’d love to hear your story.

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. It might help you stop putting off what you want to do.

Photo by Chris Chow on Unsplash

The post Leaders Go to Bat for their People—Do you? appeared first on Randy Clark Leadership Training.

My Top 6 Self-Quarantine Hacks

All my life, I’ve looked for ways to overcome obstacles, find a method to improve something I didn’t like, to save waste, or save money, or both. Today, we know these as hacks. I, like many, have been hacking for a long time. My recent hacks have mostly been driven by COVID-19. Here are a few of my self-quarantine hacks.

6 Self-Quarantine Hacks
Where’d I put my glasses this time!?

So, I have a place for my keys and my phone, because well, I misplace things. The problem with my glasses is I’m nearsighted. I don’t need my glasses to see things up close. My glasses get in my way when I’m reading, writing, or on my phone. So, I take them off, usually paying no attention to where I place them because I’m focused on reading, writing, or texting. Sigh. Here’s my “find my phone” hack, and it works. When I set my glasses down, I say “glasses” out loud as I look at them. I almost always remember where they are. Try it on whatever you tend to misplace.

Lighting the Charcoal Grill

If you’re self-quarantined, and even if you’re not, you’re staying home more and eating out less. I’ve been cooking a lot at home. However, I hadn’t grilled with charcoal yet this year. So, we ordered charcoal and charcoal lighter for the 4th of July. We received the charcoal but not the lighter. We searched online, but none was to be found. I did, however, have a ¼ full bottle leftover from last year.

I cook a lot over a wood fire. When I start a wood fire, I wad pieces of newspaper (Yes, I still take the local newspaper twice a week), then I stack my wood on top of the paper. I use a small amount of accelerant (Hey, I watch ridiculousness and know not to use too much), and voila! It lights. So, I tried the waded newspaper with charcoal. I used small wads about the size of the briquets and built a pyramid.

As I was ready to light the pyre, a sprinkle began, so I quickly covered it and moved the grill to the front porch, which is approximately 6 x 6, roofed, closed on three sides, and open in front.

I lit the charcoal, but as it blazed, it filled the porch with smoke. I acted fast, grabbed a fan, plugged it in, and pointed it at the grill. The smoke wafted outside, but another thing happened – the charcoal went ablaze.

The briskets were white-hot and ready in less than 15 minutes. It was a new record for me. I’ve repeated the fan and paper technique, and I can report with scientific accuracy that the experiment can be duplicated. It works.

Since then, I’ve used a fan on my small wood cooking fire as well. Not only does it fan the flames, but it blows the smoke away from me.

And with temps in the mid-70’s I’m still grilling the first week of November in Indianapolis! This is one of the  self-quarantine hacks I’ll use for years to come.

Soap Slivers

Okay, so, yes, I use bar soap in the shower. My wife shudders at the thought and snickers at me, but I like a bar of soap in my hand. Here’s the thing – I don’t want to run out of soap, remember toilet paper? I know it probably won’t happen, but if it does, I’m prepared to use every sliver of my slathering bar of soap. So, what do you do with the soap slivers, the last bit of the bar that’s not big enough to hold in your hand and use? Until a few weeks ago, I threw them away. How wasteful!

I planned to gather a few slivers (three) and meld them into one. I took the three slivers placed them on top of each other on a cardboard piece, it was the box the soap was packaged in. Next, I microwaved them for 20 seconds. It worked! It’s not pretty, but I’ve been using it for more than a week, and it’s held together.

Hard to get on gloves

This hack is from my wife. She picks up our grocery’s curbside. BTW, she does a wonderful job shopping using four different stores. When she brings the groceries home, she backs up to the garage where I unload them. I have a shelf where I set them for disinfection. I use a 99% spray, paper towels, and I wear those light blue thin plastic gloves.

One day I was having trouble getting the gloves on. It was like they were velcroing’s to my skin. My wife went inside, grabbed some baking soda, and put it in the palm of my hand. After rubbing it a few times, I tried the gloves. It worked! The gloves slid right on. Right on! We might have used talcum powder in olden times, but not since it’s turned up with carcinogens. Anyway, thank you, my love, great idea!

No more clogged toothpaste tube

Okay, so I’m a broken record, but we could run out of toothpaste. It could be a thing. I have one of those plastic bottles of toothpaste that sit on its lid. They don’t clog. It’s like setting the ketchup bottle upside down before you squeeze it. It works. So, we ordered some toothpaste for me, and it came in the standard tube. The kind that clogs and wastes toothpaste besides, potentially making a mess.

So, what to do? I thought about it, and then when I took the tube out of the paper box, an idea formed. I tore one end of the box off and then sat it on my counter. Next, I put the tube in the box upside down with the opening at the bottom. It. Works. Perfectly. No mess, no waste.

The virtual beach

This is my favorite of all the self-quarantine hacks. I wrote a post about in this post. I Created a Virtual Beach Weekend and So Can You! Here’s how I did it.

Ordered beach cuisine and printed a menu
Found a video (YouTube) of our favorite resort and played it on the big screen
Set my laptop to 8 hours of ocean waves (YouTube)at the beach
Placed 8 concrete blocks in a 10-foot square
Put 2 x 4’s on top of the blocks
Folded a 12 x 12 heavy blue tarp under the blocks
Filled it from the hose
Put on a local Spanish music station on my old-time transistor radio
Set up a beach umbrella, two chairs, and three tables (two-foot stools and an upside-down barrel).

It worked. It felt like we were at the beach. You may not have all this junk in your shed as I did, but I’ll bet you can find some way to create a virtual vacation.

As I come up with more COVID time hacks, I’ll update this post. What are your favorite self-quarantine hacks?

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. It might help you stop putting off what you want to do.

Photo by visuals on Unsplash

 

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The post My Top 6 Self-Quarantine Hacks appeared first on Randy Clark Leadership Training.

Is Your Business Reaching Past the Low Hanging Fruit?

So, what’s your low hanging fruit? What are you reaching past while attempting to reach a higher branch? When you ignore your low hanging fruit, you miss one of your best opportunities.

A Seminar

Last summer, I conducted a seminar with a group of healthcare administrators. A member of the group had acquired my book How to Stay Ahead of Your Business Blog Forever. So, based on the book, I was asked to share about content marketing and creating social media campaigns.

I responded with of course I could share ideas, best practices, and warn of common pitfalls. However, I asked them if they would be interested in learning about low hanging fruit that could make an almost immediate positive impact on their marketing efforts. They were interested.

A Cautionary Tale

I said that every action your organization takes with clients creates a positive or negative experience. For example, our furnace at home was making strange noises. My wife said it was the blower, she knows about these things, she’s fixed it before. We contacted a local HVAC company who sent a salesperson who proceeded to turn off the furnace telling us the unit was beyond repair and then pressured us with “buy now or pay more later” tactics to replace the entire unit at an exorbitant price.

The Sales Pitch

During the sales pitch, the salesperson called his “boss” half a dozen times. On the last call, the boss told the salesperson to offer a one-time special offer if we made a buying decision right now. We said no – several times. When the salesperson packed up to leave, he said, “It’s a good thing you have a fireplace because this furnace isn’t going to come back on – ever.” My wife lit the pilot light and got the furnace going.

We called another company who replaced the blower for a few hundred dollars. It’s worked for five years, and for five years, I’ve said nothing good about the other provider. I’ve warned people away from them.

When have you been on the receiving end?  

I asked the participants to share times when, as a consumer, they have been on the receiving end of pain.

One mentioned the time their internet was down, and they were put on hold for 22 minutes by their provider and then transferred to another department.

Another shared attempting to contact a life insurance company about their late fathers’ policy. After an excessive amount of time on hold, they were disconnected.

I heard about providers not showing up at scheduled times without any communication, being asked for unnecessary redundant information, and more.

Then I turned the tables and asked where they caused pain to their customers and prospective clients.

Where does your business cause pain? 

Where do you make it more difficult for consumers than it needs to be?
What are your most common customer complaints?
What actions does your business take that could cause customer pain?
How do your systems and procedures get in the way of a positive customer experience?
What attitudes does your company culture foster that may be damaging to the customer experience? For example, is working with customers seen as a nuisance or a privilege?

Reaching for the low hanging fruit

I ended the seminar by asking each participant to identify one source of customer pain and then commit to easing the pain. So, let me ask you, what low hanging fruit have you reached past? Where do you cause your clients’ pain? Have you been like me and concentrated so much on complicated marketing campaigns that you’ve missed the fruit hanging easily within your reach?

Here’s my goal for this post. That you recognize one place, you cause pain to consumers and begin making it right. If you look, you’ll find more than one, but start with one. Concentrate on it, fix it, and then pick another to champion.

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? 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 Kaylie Humphrey on Unsplash

 

 

The post Is Your Business Reaching Past the Low Hanging Fruit? appeared first on Randy Clark Leadership Training.

The Top Ten Reasons not to Promote Someone

So, what are the top ten reasons not promote someone? We’ve all seen it. People put in management positions that are ill-suited and poorly equipped for a leadership role. But how does this happen? Upper management surely doesn’t want to promote people, who will fail, do they? Poor management, at any level, adversely affects the company and lack of leadership weakens the bottom line. How can this be avoided?

Top Ten Reasons not to Promote Someone
10. They never have been a team player

If an employee is a standalone individual and doesn’t like to work with a team how can they manage a team? It doesn’t matter how good their work is if they’re not ready to be part of a team they’re not prepared to be a manager let alone a leader.

9. They’re not helpful teammates

Any employee that goes out of their way to avoid helping others is not a management candidate. Isn’t part of management helping others?

8. Their lifestyle demands don’t fit the position

For example, if the management position requires travel, but the individual has outside interests that require he or she to stay in one location then it’s not a good fit.

7. Personal finances are out of whack

Someone’s personal finances are a reflection on their decision making and organization skills. Severe debt problems can directly affect performance.

6. Anyone who wants to be a manager for the wrong reasons

When someone wants a promotion only for more money, power, freedom, or less work it will be difficult for them to succeed. Ya gotta want to help your team and the organization first.

5. Lack of people skills

Sounds silly to even consider putting anyone in a management role, who doesn’t have people skills, doesn’t it? But it happens more often than one might think. When a promotion is based on an employee’s ability to complete tasks, not on their ability to lead, grave mistakes can be made.

4. Can’t let go

Anyone who says they have to do it themselves if they want it done right will face huge obstacles in a management role. Until they learn how to let go, train direct reports, and delegate tasks, they will continue fall behind and not understand why.

3. They hate the job

When someone hates the job, they may jump at being the boss, if for no other reason than to get out of the work. This is a formula for failure.

2. Promoting someone based on performance alone

Just because someone is good at sales, running a machine, or installing product doesn’t mean they will succeed in leading a team.

And the number one answer is, Survey says …Tenure alone

Individuals promoted primarily based on tenure may lack the skills needed to manage a team. A tenured employee may know the job, show loyalty, and understand the business, but that doesn’t mean they can lead.

Bonus Reason

(Okay, I had a top 11—so sue me) Convincing someone to take the position. You don’t need someone you have to talk into the role. You want candidates that not only will accept the job, but want it. This may be one of the top reasons not to promote someone. However, don’t confuse someone who absolutely doesn’t want the job and responsibility with someone who does, but is afraid or intimidated.

So, how does your organization promote managers?

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? 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 Birmingham Museums Trust on Unsplash

 

The post The Top Ten Reasons not to Promote Someone appeared first on Randy Clark Leadership Training.

My Top Ten Indicators that Winter Has Arrived

Okay, I know I’m early but winter will be here before you know it. I just want you to ready. When you know my top ten indicators that winter has arrived you can go into the season prepared.

As some of you might know, I love winter. I love it almost as much as I love autumn. I love snow, bunches of it, piles of it, layers of it — before and after the holidays. Yes, I understand my #ProSnow position isn’t a popular stance. But there are  snow days and ski trips — heck, I even like driving in the slick white stuff (unless there are major delays and accidents).

I’ve driven TO the snow when it didn’t come to me. Let it snow, let it snow, let it snow. This morning, when there was frost on the pumpkin and on my butternut squash plants, I took my coffee on the back patio and began looking for the signs of winter.

My Top Ten Indicators that Winter Has Arrived 

10. The woolly worms are doing something… somewhere.

9. Squirrels are hoarding and storing their nuts.

8. It’s dark for the first hour in my home office — I should turn on the lights.

7. Christmas merchandise has been displayed in stores and online for about 128 days.

6. My right knee has stopped working — a sure prediction of impending snow.

5. The furnace went out. It really did. We got it temporarily fixed. My wife is gathering estimates for a new HVAC system.

4. The leaves from my neighbor’s trees are ALL in my yard now. I’m at the bottom of a wooded hill, so there’s a lot.

3. The weather people talk about wind chill — a lot.

2. Our cats are bulking up — seriously, they really do.

And the number one answer is…

In the northern hemisphere, In 2020, the winter solstice arrives on Monday, December 21, 5:02 A.M. EST, marking the first day of winter in the Northern Hemisphere and the shortest day of the year.

Sometimes I like to have a little fun here. So, shoot me. I hope you enjoyed this post and keep in mind I’m passionate about leadership development … and having fun.

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.

Photo by  Randy Clark

 

 

 

 

 

 

The post My Top Ten Indicators that Winter Has Arrived appeared first on Randy Clark Leadership Training.