If you are just on the path to leadership and you have no idea what you should do, “The One Minute Manager” is a great start to untangle the big string ball that is leading people.
I have probably bought close to 100 copies over the years since I first read the book (you’re welcome Messrs. Blanchard and Johnson). They have been gifts to friends, students, and mentees with whom I have shared any meaningful conversation on leadership.
There is no guarantee that leadership will make a company successful, but I can almost guarantee a company will fail without it.
I had a surprising conversation with an HR director in a European branch office of a US company about leadership and its role in the company.
This person was a very experience executive, I’d estimate 10-15 years of work experience and responsible for HR policy and recruiting. After the usual background exchange I asked about the biggest leadership challenges the company faced. Were there issues of recruitment or development or mentoring?
The HR director looked at me and said that there were no problems, we don’t use leadership in this company.
I discussed performance recognition in earlier posts and have a few additional comments.
Genuine, honest praise pays dividends in morale, performance, and retention.
Reinforce the recognition.
Take the opportunity to recognize achievement at each lower level.
I mentioned several ways of recognizing performance: individual recognition, peer recognition, formal group recognition, industry awards, industry travel and conferences. Continue reading
The term “turnaround management” may bring to mind the corporate white knight who rides in to save the day and get a business back on track. An element of truth gives it a certain romantic appeal.
But the term more accurately refers to that point after a company has filed for bankruptcy and has entered receivership. In other words… creek… no paddle.
Cash flow and prioritizing payables
Cash is King (thank you Luis Pereiro). You can have an unprofitable company, so long as you are able to meet your cash obligations. You can have the best company in the world with high profits, but if you cannot meet your payments the company will fail. Continue reading
(Continued from “Recognize Performance, Part 1 of 2“.)
It is a real challenge to be a good boss.
There are a number of actions you can take that can make you the “best boss” someone ever had.
One of the most important, and perhaps one of the simplest, means of connecting with subordinates is the simple process of performance recognition. In a previous post, I outlined reasons why a recognition program is important.
So the question now is: how do you set up recognition program and what are the mechanisms? Continue reading
It is a real challenge to be a good boss.
There are a number of actions you can take that can make you the “best boss” someone ever had.
I believe one of the most important aspects of leadership is expressing emotion to subordinates. It is through emotion that meaningful reinforcement (both positive and negative) is conveyed.
The key emotion is trust.
One of the most important, and perhaps one of the simplest, means of connecting with subordinates is the simple process of performance recognition. The foundation of recognition is that underlying authenticity of the recognition. Continue reading
It isn’t always the “Big Ideas” that are the most satisfying, but the simple ideas with the big impact.
Idea Aikido so to speak.
One of my favorite examples was with a startup company in Barcelona Spain.
For Want of a NailFor want of a nail the shoe was lost.For want of a shoe the horse was lost.For want of a horse the rider was lost.For want of a rider the message was lost.For want of a message the battle was lost.For want of a battle the kingdom was lost.And all for the want of a horseshoe nail.– anonymous proverb
K.W. Wrede 