Randy Clark's Blog, page 50

What Should You Do? What Could You Do?

If you’re like me, you’ve been asking yourself if you witnessed the horrifying brutality, we saw last week to Mr. Floyd, what could you do? What would you do? What should you do?

I like to think I’d do something, but what would that be? So, I began researching, beginning with what you or I could do.

Bear Witness

To begin with — bear witness. One of the recent statements I’ve heard several times that has moved me is that this type of brutality isn’t new. What’s new is it’s being recorded. Until recently, there have only been a few isolated cases of documented police brutality, such as the amateur recording of the Rodney King being beaten by LAPD in 1991. However, the world has changed. According to Pew Research, 81 % of Americans have smartphones.

“Paige Fernandez, policing policy adviser for the American Civil Liberties Union, recommends what many in Floyd’s case did: bearing witness, recording the event, advocating for the detainee and communicating with other officers on the scene to try to convince them to intervene.” — USA Today — Bear witness, record, de-escalate: How race may affect what bystanders are called to do in cases like George Floyd’s

Let it be Known

Let the police know you are recording and encourage others to record and to verbally share that they are also recording the incident. The more, the better. Another thing you can do is to remind all officers at the scene that they have a sworn duty to intervene when procedures aren’t being followed.

Call 911

I’ve found this recommended several times. In each case, they suggest you call 911 and ask for a police supervisor to come to the scene of the incident. But that might be too late so, ask the operator to have a police supervisor radio the officers. You may need the patrol car number or badge numbers of the officers. Ask others to call 911 as well. I’ve also read that it may be helpful to know the number for local Law enforcement and call there also.

Contact Local New Media

Most news media have hotlines. For example, in Indianapolis, you can contact local TV affiliates for a scoop via email, phone, or twitter.

Post it

Post it live on social media. Use Facebook Live, Twitter, Instagram, or whatever social media you’re most comfortable with.

Be Prepared

Prepare yourself by first understanding what you can do and then by having the resources you need. Phone numbers you may need:

Local police
Local news media hotlines

Should You Attempt to Intervene? 

Almost everything I’ve read recommends not to intervene because it may put you directly in harm’s way. I’m not sure that faced with watching a man die, I could stop myself. So, what could you or I do?

“I’m hesitant to say anybody should step in because I don’t want people’s lives to be risked, but I do think there is a role, especially for white allies. If they see an incident of police brutality happening, I think they absolutely have to step in and say something, just because officers often interpret black and brown people as threats for absolutely no reason, other than deep-seated racism.” — Paige Fernandez, policing policy adviser for the American Civil Liberties Union

If you approach the officer stay calm, be professional, do what you can to deescalate the situation. Use respectful speech, call the officer sir or ma’am. Say please and thank you, and ask permission to approach, to talk, to ask a question. But only if you’re white. Be an ally.

My 14-year-old granddaughter and her mother Face Timed me last night. My granddaughter wants to go to a peaceful daytime demonstration so she can be an ally. Her mother is taking her.

Take Action for the Future of Law Enforcement in Your Community 

In this white paper, the ACLU lays out what you can do to make an impact in your community. ACLU — FIGHTING POLICE ABUSE: A COMMUNITY ACTION MANUAL

So, What Should You Do and What Would You Do?

The truth is I don’t know what I’d do because I haven’t faced it. However, what both you and I can do is be ready. Be ready to bear witness, alert authorities, inform the officer involved, share on social media, and get involved in community action. I’m ready, are you?

You may also appreciate these posts.

Prejudice is Alive and Well in the 21st Century – Unfortunately

Learning the Truth about Privilege

Photo by Clay Banks on Unsplash

 

 

 

 

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Employee-Centered Leadership isn’t always Warm and Fuzzy

I believe in employee-centered leadership—hiring for character and rewarding the same. When I was a new manager I didn’t. I thought being a commander, a dictator was the way to get results.  It was a hard lesson for me to learn. I eventually realized fear based motivation was counterproductive, and that expecting people to just do their job without direction was a formula for failure. And then I learned that rewarding people for excellence as well as holding people accountable could be systemized. I learned that employee-centered leadership isn’t always warm and fuzzy.

Employee-Centered Leadership Isn’t Holding Hands and Singing Kumbaya

Building a team is about motivation, training, recognition, and team involvement, but it’s also about holding teammates accountable. Many managers don’t know when corrective action should be taken. Early in my career my management style could best be described as inconsistent. One day I might yell at someone for a matter out of their control and the next day ignore poor behavior. Since my leadership approach was largely fear-based, I expected interactions to be confrontational and therefore often avoided them rather than hold teammates accountable.

“I have run off, hindered, and ruined more direct reports than I want to admit. Too often, I told myself I was being a “nice boss,” because I didn’t hold people accountable. I didn’t want the confrontation. It would be unpleasant, and I wanted a pleasant work environment. As long as I viewed it as confrontational, it probably would be, but I began to realize it wasn’t confrontational if it came from the desire to help. Have you ever lost an employee you shouldn’t have lost because you didn’t hold them accountable? How many employees have you ruined?” — How Many Employees Have You Ruined?

When is Corrective Action Called for?

It’s simple. Ask these four questions. Stop when you find the answer. For example, if they’re untrained then train them. No tools? Give them the tools. And if they’re trained, have the tools, and nothing interfered with their activities then corrective action is the next step.

Are they trained? If not train them.
Do they have the tools? Supply the needed resources.
Were there consequential obstacles out of their control? Can the consequences be controlled? If so, how?
Did they decide not to follow procedure? If so, corrective action is called for.

How to use the Sandwich Method of Critique

The sandwich method of critique has been much maligned; even I thought it gimmicky when I was introduced to the procedure. And when it’s improperly done it is gimmicky, but when it’s true—it works. The first slice can’t be phony it has to be real — from the heart. If you don’t know anything you truly appreciate about the teammate, you can’t use the sandwich. 2-minute Video: How to Critique without Creating Animosity–Using the Sandwich Method

First slice. Share a character trait you appreciate—it must be real.
The meat. Tell the truth, straight forward without apology or emotion. Explain the expected activities needed to change the behavior. Get a commitment to following the procedures.
The final slice of bread. Use another positive. My favorite is to ask if they understand why you’re critiquing them. If your teammates know you have their best interest at heart, they’ll answer that you’re trying to help. That’s not confrontation — that’s help.

When and How to Terminate an Employee

Earlier this year two managers came to me for advice on terminating an employee. I asked if they believed they had done everything they could to help the employee succeed. Their answer was no. I followed by asking if the employee knew his job was in jeopardy. Once again, they didn’t think so. The next step was to sit down with the employee, share expectations, offer help, and be up front about the consequences. A thirty day period was set to review progress. At the end of thirty days, I suggested the managers ask the employee to grade his progress. Although he wasn’t making the desired amount of progress both managers doubted he would admit it. When asked, he admitted he hadn’t met expectations and agreed it would be better to look for another position. There was no confrontation.

Have you done everything you can to help the employee succeed?
Does the employee know where they stand?
Does the employee understand the consequences?

Employee-Centered Leadership is based on Common Sense

Whether its conflict management or behavioral modification, the key to employee-centered leadership is using common sense, cutting emotion out of the equation, and using a system. This system works for many, The New Managers Workbook: A crash course in effective management

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. 

Photo by Gabrielle Henderson on Unsplash

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Why Time Management Improvement Activities Aren’t One Size Fits All

I’ve presented, facillated seminars, and written about time management. I’ve shared time management improvement activities as if they were one size fits all. However,  I’ve recently come to the conclusion I went about it wrong. Like most human beings I believe the majority of people are similar to me. Too often I base my expectations of others on how I would act. And although I know others process information differently than me, I don’t always apply that knowledge. Time management improvement activities training has been one of those areas where I haven’t stopped to consider the differences in the human brain.

What Time is it?

For more than 25 years my wife and I have miscommunicated about time. I have a strong time sense, I almost always know what hour it is, how long activities will take, and the best time to take action. For example, it’s easy for me to plan a meal with several dishes, and have them finished at the same time. On the other hand, I never know what direction it is. I was driving in Florida with my youngest daughter when she told me to turn east, confused, I asked which way was east, and she said, “Towards the ocean.” I wander the world in a lost daze most of the time. My point is, our minds are different, and that should be the first consideration before conducting any training. Time management improvement training isn’t the same for everyone.

We Don’t All Think Alike

There are people who think in images, others who excel at prioritizing, but flounder when attempting to juggle multiple processes (a common management task). Still others are verbal processors, like my oldest daughter and I, while others process information internally. The point is all of these thought behaviors affect how individuals relate to time. For some of us planning and the effective use of time is clear, almost effortless while for others it can be anguishing, torturous, or seem nearly impossible. If that’s the case, what can someone do to improve their time management?

Recognize Your Strengths and Weaknesses

I understand my challenge with directions; therefore I always travel with a GPS unit and my phone. If time management is a weakness find tools that help you manage your time. Use notifications, and try other tools such as these, 9 of the Best Time Management Tools.

You Don’t Have to Do it Alone

Ask for help. Effective time management is a talent. Not everyone has the same skills, thank goodness. For example, if you need a graphic design and you personally have trouble staying between the lines in an adult coloring book you wouldn’t hesitate to seek the help of a graphic designer, would you? Nor would you feel diminished by the idea that you had to go to someone and ask for help. But too often people with a poor sense of time or weak planning skills, regardless of how intelligent they are or what others talents they possess, believe that somehow it lessens them to ask for help with time management. It doesn’t.

Learn What Works for You

Time management skills and planning can be learned, but it’s different for everyone. For example, as I’ve stated, I have little or no innate sense of direction, but if I’ve been to a place before I’m good at remembering landmarks, so I focus on that. I just don’t know if they’re on the north or east side of the street. Try different methods of time management and learn what works for you, and then practice and practice some more.

 What Time Management Improvement Activities are Best for You?

Time management isn’t one size fits all, it’s not a checklist that can be passed from person-to-person for each to follow thus becoming perfect at time management. It doesn’t work that way. Each of us has individual talents and strengths as well as weaknesses. For individuals, time management can be a shortcoming or a competency. Regardless, time management skills can be improved. It begins with an understanding that we are all different and planning may or may not be your strength. Once one understands this, they can work on improving they’re time management skills. It just takes time.

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. And … there’s a chapter on time management. Check it out.

If you’d like to read more on this topic, I recommend this Harvard Business Review article. A Way to Plan if You’re Bad at Planning.

Photo by Sonja Langford on Unsplash

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How to Manage Off-Site Employees

Many businesses and managers, with little experience managing off-site employees, are now faced with leading a team that have hunkered down at home. Some businesses have essential personnel on the premises, but even those organizations have teammates who are working from home. So, how do you manage off-site employees?

I don’t have all the answers for successfully managing detached employees. Chances are I’ve never worked in your industry and I certainly don’t know the challenges you and your business face. What I can do is share a few of the activities that have worked for me over the years, and some links I’ve found helpful, and then hope one or two might help you.

Use the Tools Available

Thirty years ago I managed detached salespeople — salespeople who worked and lived in territories not covered by a sales office. These sales reps only occasionally visited an office or attended meetings. I didn’t have today’s multiple methods of communications. We had pagers and pay phones. Today, using video conferencing, mobile devices, and multiple networks, managing off-site personnel may be more convenient, but it’s still a challenge. In many ways, it’s just as difficult today as it was thirty years ago.

Where Do You Begin?    
Talk about communication

Not only should you reach out and converse, but establish communication expectations. How, when, and where you plan to share information. For example, I once had a teammate send me three emails of an urgent nature that I did n’t respond to. The last Email was in all caps. I didn’t respond because I check email three times a day, and it was between checks. I hadn’t communicated how to share important information with me. In my case, if it’s urgent, call or text me. I didn’t set communication expectations.

“So, how do you set communication expectations that work? One of the problems with modern communication is there are so many medias available. Phone, text, email, and face-to-face are just a few of the options. No single communication network works universally. If you’ve ever missed an urgent email because you were off the grid you know the frustration. You may have thought, why didn’t they call or text me, but the question is, did you give them your communication expectations?” — How to Set Communication Expectations that Work

Make them part of the team

Involve remote teammates in team meetings and initiatives through video conferencing. Don’t leave them out.

“Don’t assume because you know how to use online video conferencing tools like Zoom, that everyone else in the office knows how to use these tools. Ask a member of your IT team or someone in the office who is a pro at using remote collaboration tools, to host a webinar and invite employees to attend. Record the webinar so that people can refer back to it, should they need to do so.”

How Leaders Can Keep Remote Employees Engaged And Productive During Tumultuous Times

“Not being able to work together in the same room with colleagues may become a major challenge in the next few weeks. To make virtual meetings work, you might need to adjust how your team conducts them. But a small investment in preparedness now could have a huge impact if that time comes.” — Harvard Business Review — What It Takes to Run a Great Virtual Meeting.

Video conferencing has it’s own set of acceptable and unacceptable behaviors. Entrepreneur — These Are the Biggest Dos and Don’ts of Video Conferencing

If you’d like to learn more about what’s available for hosting video meetings try this post, Staying Social: How to Video Chat

Listen, seek advice, and ask how you can help

One of the best ways to stay connected with employees that are working from home is to seek their advice. Asking for their opinion and help keeps employees engaged.

“Individualization is key. The best managers have always individualized their coaching to the worker, but doing so at a distance requires greater intentionality. Managers need to ask each team member to describe the conditions under which they perform best, their concerns about their workflow and their emotional response to the situation.” — COVID-19 Has My Teams Working Remotely: A Guide for Leaders

Let people know what they do matters

“People want to know that they matter and that what they do has meaning. We spend hours marketing to customers to explain the benefits of our products and services, the problems we solve, and what that means to them, the customer. Shouldn’t we do the same with employees? Shouldn’t we let employees know that what they do has meaning as well as how it impacts the business, and what it does for them personally?” — Why You Should Treat Your Employees Like Customers

“Burnout, which is affecting more and more employees, may be something we associate with working in an office, but for employees who are adjusting to a work-from-home schedule, burnout remains a possibility. Without a commute to bookend the day, employees may struggle with officially “ending their day” in a way that feels natural and satisfying. Work with your team members to help them establish boundaries to their day in a way that is both productive for the team and helps team members avoid costly burnout.”

How to Effectively Manage Remote Teams during COVID-19

Give clear expectations

Clarify your expectations. Share deadlines and milestones then follow-up as frequently as needed. Review their responsibilities, let them know what they control and where they need approval, and share how you are available to help. “If you want people to meet your expectations you have to share them, and provide the tools necessary to achieve them. Because if you don’t set expectations what can you expect?” — If You Don’t Set Expectations What Can You Expect?

Offer constructive feedback

With off-site employees it’s easy to put off criticism until it’s too late. If criticism is based on objective criteria, numbers, stats, and observable behavior, then presenting it in a business-like and non-accusatory manner will make an impact. Coming from help, even over the phone, is better than waiting until a problem reaches disaster level.

Share Goals

Put goals in writing, tie them to activities, and follow up — not only on the results but the activities. “Are you a manager? Do you set and review goals with your team daily? I’ve been involved in more corporate team and individual goal setting sessions than I want to remember. Because, many of them were a waste of time, and I knew they were, until I learned a few keys to successful goal setting. Goal setting directs behavior, not results. Although the goal must focus on measurable objective criteria, activities achieve goals. Goals should include an activities plan and clearly defined objectives.” — You Cannot “Do” A Goal – You Can Do Activities

Managing off-site employees takes planning, consideration, and effort. It may not be as easy or convenient as managing employees who are in the next office, but it can be done and if someone can accomplish their tasks working from home — it’s the right thing to do.

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 Dylan Ferreira on Unsplash

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Should You Hunker Down at Home?

Indiana, where I live, like most states, is gradually opening back up. I heard someone on the radio last week say that we should remember that COVID – 19 is a health emergency that has caused economic hardships. It’s true. The quarantine has been difficult for many and disastrous for some. I understand why people want the world to reopen. So, should you hunker down at home or not?

I’m fortunate in many ways, I work from home, and I get to spend my time with my best friend, my wife. However, I remember times when we lived paycheck-to-paycheck. In those times, I don’t know how we would have survived a shutdown. So, although I’m blessed, I can appreciate those who want to go back to work, go out to eat, go to church – I get it, but is it time?

Our Governor, Eric Holcomb, and Indiana State Health Commissioner, Dr. Kristina Box, have strongly urged that those who are at higher risk continue to hunker down regardless of the status of the quarantine. “If you’re 65 and older with underlying health conditions, you’re going to be living in a new normal for a while,” Holcomb said.

That’s me — over 65 and chronic conditions. Don’t get me wrong, I work out, and my health issues are under control. Before the quarantine, I was playing half-court basketball ball with teenagers at the YMCA. However, If I contracted the virus, the odds aren’t in my favor.

What About You?

So, should you hunker down at home? If you’re over 65 or have underlying health issues, yes, without a doubt, you should not be out. But what about the rest of you? Is it safe?

My 14-year-old brilliant, pretentious, and smart-ass granddaughter called COVID – 19 the Boomer Remover (Her mother told her to quit being mean, but that’s another story). As on-point as that statement might be, it’s also dangerous. You see, we don’t know if it’s safe at any age. Those who go out are the Guinea pigs, the canary in the mine.

Last week I heard stories of young well-conditioned victims of the virus. And yes, the odds are against healthy young adults succumbing to the disease, but it can change and change quickly.

For example, the flu pandemic of 1918 began less deadly and mutated into a stronger virus. (I am not a virologist, so if you are and I get anything wrong, please correct me – thank you.) It’s called drift, which is a slight mutation, and shift, which is a mutation so complete that antibodies may no longer recognize the virus.

As the 1918 virus became stronger, it affected younger, healthy people more, exactly because they were young and healthy. According to John M. Barry, in his book The Great Influenza the segment of the population that was hit the hardest and had the most deaths was 20 to 25-year-olds. Many would have their first symptoms in the morning and be dead by nightfall. The reason was their immune system attacked the virus so ferociously that it clogged their lungs and took away their ability to breathe. They drowned in their own immune system.

The Truth is – We Don’t Know 

Should you hunker down at home or not? There’s a lot we don’t know about COVID-19. There’s much conjecture, comparison to other viruses, and speculation, but at this point, that’s all it is.

Epidemiology

The epidemiology of a disease is how it behaves and how it spreads. We know COVID-19 is an airborne virus, but we don’t know much more than that. Does it require direct contact from a sneeze or cough or is it in the air? For example, it has been found in the stool of infected patients, so, can we breathe it in if we use the same bathroom? Maybe. How long does it last in the air and how far can it travel haven’t been definitively answered.

How about surfaces? There were reports that on some cruise ships, the active virus was found days later. Does  the type of surface make a difference? Can it be passed on paper? What about deliveries? The bottom line is we don’t know enough about how this virus behaves or how it spreads to tell anyone exactly what to do other than avoid it.

Pathology

The pathology of a disease is the course it takes within the body. Although there are similar cases of COVID-19 patients, not all those infected experienced the same symptoms or to the same degree.

“The severity of COVID-19 symptoms can range from very mild to severe. Some people may have only a few symptoms, and some people may have no symptoms at all.

Some people may experience worsened symptoms, such as worsened shortness of breath and pneumonia, about a week after symptoms start.

Other less common symptoms have been reported, such as nausea, vomiting, and diarrhea.” —  Mayo Clinic – Coronavirus Symptoms

So, should you hunker down at home or not? 

It’s difficult to combat any disease until the pathology is understood.

To create a vaccine to prevent the disease, or a serum to cure it, we need to know more, and that takes time.

For me, the answer is easy; I have time. I can wait. Can you? Should you? Is not waiting worth the risk? I don’t know, but I’d rather err on the side of caution. Stay safe.

Photo by Breno Assis on Unsplash

 

 

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10 Ways to be a Better Boss

I don’t think anyone wants to be a “bad” boss. I know when I was younger I wasn’t a good boss. Not because I wanted to be poor at my job — I just hadn’t thought about how to be a better boss. My excuse was I wasn’t trained; I wasn’t given direction. Until I realized there was more to management than meeting deadlines and hitting quotas, I was an ineffective boss. Here are 10 ways to be a better boss that I learned the hard way (and I’m still learning.)

Have a mission

People work harder when they believe what they’re doing makes a difference. I once read a story about a leader who challenged his janitorial staff to make a difference in their co-workers lives by maintaining the cleanest restrooms possible. Understanding the impact of clean restrooms on the entire operation took the task from drudgery to mission.

Share a vision

Explain where the organization is headed, but more importantly, what that means to the individual. Share the possibilities and potential; help them visualize a career path. See more in your team members than they see in themselves.

Tell the truth

Even if it hurts. One lie leads to another, and your reputation doesn’t become that of the protector who shields his team from the truth, but that of a liar who misleads his direct reports. Practice transparency.

Learn what others need

Take the time to ask what motivates people, their learning style, and communication preference. Everyone doesn’t think, learn, or process information the same as you.

Seek advice

People appreciate being asked for their opinion and input even if it’s not used. And sometimes your team will have a better idea than yours.

Train

Offer in-house and outsourced training. Teach your team what you’ve learned including pitfalls to avoid. Your goal should be for every member of your team to know everything you know and more.

Listen

People want to be heard not talked at, interrupted, and ignored. If you want people to work harder to reach team goals — listen to them. Acknowledge their importance by showing the respect to hear what they have to say.

Recognize positive behavior

Give recognition often and share  how the individual wants it shared. Some people want recognized in front of their peers, others would prefer a thank you note. Regardless, recognize positive results, actions, and character.

Give a damn

If you don’t care about your people. If you don’t get a feeling of accomplishment watching others improve. You’ll never be the boss you could be.

There you have, 10 ways to be a better boss. Although you probably can’t embrace all ten overnight, you can start on them right now. Pick one and commit to it for the next 30 days. What have you got to lose?

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 Brooke Lark on Unsplash

 

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Sitting on Your. . . Self and other Hazards of Aging

I’d heard about aging men painfully sitting on their scrotum but had never experienced this geriatric phenomenon. This morning I nearly did. As I sat on the toilet, my boy parts exposed to the cold porcelain, my testis rested on the seat as my left thigh and buttocks approached. Only by quickly (okay, I wasn’t that quick) rebalancing myself on my right rump did I avoid squashing my sac. With age come lifestyle adjustments. It’s one of the hazards of aging. 

Evolution In Action

Do you remember the evolution diagram in your 7th grade science book? I know the boomers do. Anyway, it shows the progression from monkey to man beginning with a knuckle-dragging primate and slowly straightening up to a posture perfect tall standing man. My wife recently commented, after I took several minutes to get up from the couch, that I went through every phase. She may be right. My knuckles are scratched. It’s another one of the hazards of aging.

It Ain’t All Good, And It Ain’t All Bad

My eyesight has digressed (my left eye has the beginning of a cataract.) My reflexes are slower, and my hearing isn’t what it used to be. And my memory is shorter. (Now where was I?) But there are things about growing older that I enjoy and appreciate.

It Sure Beats The Alternative. Or Why Growing Older Is A Good Thing

You know the theory about needing 10,000 hours of practice to become an expert? I have a lot of 10,000-hour categories: management, presenting, performing, and more. And by the time you’re in your 60’s you will too.

I’m not seeking the BIG score I sought in my youth. Whether its income, power, or prestige being on top isn’t as important to me as doing what I believe in and enjoy. Most of what I do, I do because it makes me happy. Life is good.

I’ve heard for years if you have your health you have everything, but never embraced this philosophy. However, being fortunate to be in good health at my age — I now subscribe to it. As American composer Eubie Blake said, “If I’d known I was going to live this long I would’ve taken better care of myself.”

Yes, there are Hazards of aging but…

I concern myself less with what others think of my actions and beliefs. I probably will always make some concessions, but I find myself caring less if I conform to others opinions. It’s freeing.

Yes, my back may be bowed, my eyes squinted, and my memory has holes in it, but aging doesn’t only bring regression. It is filled with wonders and joys that when embraced can set your soul free. And besides, I haven’t sat on my balls — yet.

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.

This post was originally published on Erik Deckers’ Laughing Stock

Where, if you need a good laugh form a thoughtful post,  you will find many.  Thank you Erik.

Photo by Johannes Plenio on Unsplash

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Top Ten Management Responsibilities

Where do managers’ responsibilities lie? What takes priority and what should be secondary? Understanding the hierarchy of management responsibilities and obligations is fundamental to the success of any team. The importance of one task over another might vary by industry, organization, and culture but these ten management responsibilities will always be key.

10 Activities of Responsible Managers  
Gets the Job Done

Whether it’s production, design, installation, or sales, the bottom line responsibility of any manager is to produce and to do consistently as well as profitably. There may be nothing more important than getting the job done, but that’s not always true. For example, completing the job but losing valuable employees in the process isn’t a good strategy. Likewise, finishing a task but not to the satisfaction of a client isn’t the best plan.

Builds a Team  

Without a productive team, it’s difficult, if not impossible, to get ‘er done. Team building begins with good hiring practices and a commitment to continuous improvement. “Building a great team takes time, trial and error, and patience.  So… how do you build a great team? It begins with the interview process by hiring people of character who fit the culture, and who fill a role on the team.” —  13 Steps to Building a Great Team.

Never Stops Training

Training should cover policies, procedures, and best practices, and it should be formatted to fit the learning style of each trainee. “Achieving your business and personal goals is directly connected to the team you build through dedicated recruiting and ongoing training. One of the keys to becoming a trainer that builds a high preforming team, is learning how not to train people.” — How not to Train.

Creates a Positive Environment

To get the most out of people, you must make the workplace a place where people want to be — not one they dread. Do this by being transparent, helpful, and honest. Become a boss that teammates can talk one that is in touch with his or her team. Can a Boss be a Friend?

Follows Procedures

A ‘do as I say not as I do’ manager is destructive because not following any procedure means all procedures are open to interpretation. So, be a manager who leads by example in procedures, ethics, and thought processes.

Shares a Vision

Share a vision. People want to know their work has a purpose and that it has meaning. So show them what they do matters, and why it does.

Motivates

The best teams complete tasks not because they have to, but because they want to. Motivation isn’t one size fits all. People are different and so is what motivates them. So, if you want to learn what motivates someone — ask them. “The first key to motivating anyone is to understand WHAT motivates him or her. Too often, well-intentioned leaders attempt motivating their team with what motivates the leader. What motivates the leader seldom motivates every individual on a team. And to complicate matters people combine motivational factors.” —  Are You a Motivator?

Holds Teammates Accountable

Part of a manager’s job is to hold the team accountable. Excusing team members for poor performance doesn’t help anyone. Avoiding accountability for fear of conflict doesn’t help, it makes it worse, and it’s unfair. “To hold someone accountable, they must first understand the expectations. Clear cut plans of action, as well as the expected results, must be defined and communicated…” How to Hold Yourself Accountable to Accountability.

Delegates

No manager can do it all alone. The manager who tries to do it all severely limits the team’s ability to produce. And delegation is central to leadership development. How to Delegate Even When You Don’t Want to.

Supports Good Customer Service

Every department, team, and manager impacts customer service. Regardless whether the manager has direct contact with customers what he or she and their team does affects clients.

What Are Your Management Priorities?

It’s good to know your management responsibilities and priorities. However, what’s even more crucial is knowing if your priorities are well-placed. For example, I’ve seen managers work long, hard, productive hours on tasks that might be better suited to being delegated. Are You Working on or in Your Business? Is it time to take a hard look at your management priorities and responsibilities? Are your priorities in order?

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 Zan on Unsplash

The post Top Ten Management Responsibilities appeared first on Randy Clark Leadership Training.

COVID-19 Hasn’t Killed Networking – How to Network from Home

Want to hear something funny? At the end of February, I was about to publish my latest book. Can you guess the topic? It was about networking. You know, going to networking events, what to wear, who to talk to, and what you needed to take, how to shake hands… Not how to network from home. So, no, I haven’t published it.

I’ll either wait until networking events are a thing once again, which could be longer than a lot of people think, like never. Or rewrite it as a virtual networking book, How to Network from Home. It’s more likely I’ll rewrite the book. With a rewrite in mind, I’ve been researching, practicing, and looking for ways to network online. Here’s what I’ve found on how to network from home, so far. If you’ve used other methods and apps please share with me what you’ve learned.

Virtual Meetings

In the last two weeks, I’ve been in several meetings using Microsoft Teams, Zoom, Google Hangouts, Google Meetings, FaceTime, and WebEx. I’ve attended, as well as hosted virtual gatherings. Yesterday, I gave a leadership meeting to a company in Prescott, AZ, Adventure Auto Glass. Before the meeting, I asked for their management challenges, and we discussed actions they could take to meet those challenges. BTW, if you’re interested in a free leadership video conference, contact me. I need the practice.

Podcasts

The leadership development company, Abilitie reached out to me, and we recorded a 30-minute podcast that will air this summer. I hope to make new connections from this. It was a good experience because creating a leadership podcast of my own is on my to-do list. If you’d like to be part of my future podcast, let me know.

Twitter Chats

I can’t tell you how many friends and connections I’ve made on Twitter chats, especially #DigiBlogChat, hosted by @Carol Stephen and Larry Mount. This group has helped me solve problems, promoted my business and books, and opened my mind to new possibilities; besides, they tolerate my skewered sense of humor, Sorry Larry, I mean sense of humour. Where can you start Twitter chatting? Join us any Tuesday at 4:00 EST!

Networking Groups Gone Virtual

Several years ago, I was part of a group of friends that almost organically became a networking group. The sole purpose of the group, called Friend Up, was to help each other. We’d meet once a month over dinner and drinks and brainstorm how we could assist one another. Eventually, a second monthly meeting was added as a brunch. We haven’t met face-to-face for more than 45 days. However, we have met.

We’ve held two meetings, one using Zoom another with Google Meetings. We’ve scheduled a third meeting for Saturday. Not only have we been able to help one another, offer advice, and just listen, but we’ve also been able to include friends who have moved away.

We’ve networked with friends from Colorado, Florida, and Michigan. The video meeting also has opened the door to the inclusion of friends who haven’t been able to meet face-to-face for various reasons. A monthly virtual Friend Up will continue to be part of what our group does long after the quarantine. Friend up: Randy Clark at TEDxFortWayne

Virtual Coffee

One of the best strategies I know for effective networking is to meet one-on-one, often over coffee. Over the years, there have been too many networking events where I gathered cards and did little with them. Only when I’d connect with someone after an event, invite them to coffee, and ask how I could help them, did I truly make a connection. In the last couple of weeks, I’ve chatted with several friends using Zoom, FaceTime, and Google Hangouts. If you’d like to Hangout – just let me know. We can Zoom right to it.

As Indiana Governor, Eric Holcomb said, it shouldn’t be called social distancing. It should be called physical distancing. I couldn’t agree more. We may need to meet over coffee more now than ever before – even if it’s virtual, not the coffee, the coffee must be real. I’m on my fifth cup of the day. If you’d like to meet for coffee, please reach out to me. I like coffee.

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.

 

 

The post COVID-19 Hasn’t Killed Networking – How to Network from Home appeared first on Randy Clark Leadership Training.

Do You Know What Motivates Your Team?

At a meeting with several front line managers, I asked each, “Do you know what motivates your team?” Some admitted they weren’t certain. Others said they didn’t know what drove every teammate, and some had a general idea. One manager stated his team was only motivated by money. He shared that when he asked them why they worked for this particular company, they said for the paycheck. The manager was convinced money was their only motivation. He was probably wrong.

Almost everyone needs a paycheck

People work for a paycheck, but that doesn’t mean it motivates them other than to put in their hours and collect a check. What motivates folks to work harder and smarter? What is it that sets some employees apart? Why do some employees go above and beyond? What makes teammates care about product quality, hitting deadlines, or demonstrating excellent customer service? Is it money? The answer is yes sometimes it is, but not for most people. Money gets people out of bed but doesn’t always make them work harder. Motivation does that. Do you know what motivates your team?

Defining workplace motivation

Motivated people buy into the goals of the organization, believe in the companies’ vision, and do more than the minimum needed to collect a paycheck.

Common Motivators
Money

For some money is the primary motivator that will push them to do more, especially when effort is tied to financial rewards. However, leadership is often disappointed when financial incentives don’t inspire teammates to do more. Those primarily motivated by money will overachieve for increased pay, but only a small percentage of workers are motivated to do more for money alone.

Recognition

In this article from Psychology Today, Study shows recognition matters more than money they state, “…BadgeVille, a gamification company, surveyed 1,200 U.S. employees from a broad cross-section of industries. Among the study’s highlights: 83% of respondents said recognition for contributions was more fulfilling than any rewards or gifts; 76% found peer praise very or extremely motivating; 88% found praise from managers very or extremely motivating; 90% said a “fun work environment” was very or extremely motivating”.

Teamwork

Being part of a functioning, collaborating team is a tremendous motivator for many workers. Feeling that they are an integral part of the operation can be empowering.

Communication

Having team members, and a leader who listen, who are approachable as well as considerate, are key motivators for a large number of employees.

Flexibility

Flex time, schedules that fit individual lifestyles are great motivators for many, but flexibility isn’t only scheduling. It can include some flexibility with procedures, policies, and systems when employees are given choices and leeway.

Benefits

People expect traditional benefits such as health care. However, they’re seldom a motivator to do more. However, added benefits such as wellness, child care, and education are the biggest motivators for some.

Your team isn’t you

One of the most significant flaws in human thinking is the belief that others think as we do. Not the case. Don’t fall into the trap of only using motivators that work for you. They may not work for your team. How do you find out what motivates them? Ask them as a team and individuals.

So, what motivates your team?

At the end of the session, I asked if anyone had ever left a job to take a position at lower pay. Everyone in the room raised their hands. I asked what motivated them to leave. Money wasn’t mentioned. I heard:

“Work I believed in.”
“They had a gym.”
“I liked the boss because I could talk to him.”
“I thought the company was outstanding.”

Do you know what moves your team to achieve more than the average bear? If not, try asking them. It might surprise you.

If you’d like to read further on this topic I suggest this Psychology Today post, Myths and truths about employee motivation.

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.

The post Do You Know What Motivates Your Team? appeared first on Randy Clark Leadership Training.