The Red Phone - Management Consulting in 30 Seconds or Less
Modern business faces complex problems; management often calls upon highly-specialized consultants to help them address these difficult problems. If you're ever called to help identify these most pressing issues, one of the easiest and quickest ways to start is to talk about the "Red Phone". You know which phone I'm talking about -- it's the red phone that sits on it's own special corner of the desk. Lights flash when it rings; when you answer it, the person on the other end isn't in a good mood, he's not pleased, he thinks everything is your problem and he wants you to fix it! (And ... he's right! It is your problem and you do need to fix it!) What I want to know is -- when this phone rings, 1) Who is it on the other end, and 2) what are they upset about? This spotlights a manager's hot spots, his points of pain. These are the frustrating tribulations that vex his day. If you can identify who's on the red phone and what they're calling about, you've identified the most pressing problems a manager deals with. Of course, there likely isn't a real physical "Red Phone" -- but everyone knows what you mean when you talk about it! Find out about these calls -- and you'll cut through all the clutter to identify the areas you should address. Spend your time and direct your efforts to solve these problems -- or even just ease them some -- and you'll have the greatest chance of success. Joey Robichaux rides the weekly consultant road warrior circuit. He speaks at management conferences and maintains dozens of web sites, including one of the oldest and largest free sheet music websites on the internet -- Free Sheet Music at http://www.freesheetmusic.net.
Related News
|
 |
|
|
RELATED ARTICLES
The Significance of the Mundane
This article begins with a tip of the hat to a scholarly publication called the Journal of Mundane Behavior. Unlike other publications, which herald important issues, this one trumpets everyday, but rarely noticed, behaviors. It sees what the rest of us overlook because that stuff is so, well, mundane (my dictionary defines 'mundane' as being ordinary or common).
What is Data Visualization?
Data Visualization is Interactive
Radical Creativity from Incremental Creativity ? large movements from small changes
Positive radical movement is the holy grail of nearly every decision maker. Every CEO wants to radically shift his profit and loss statement into the black, every inventor yearns to find the next killer gadget and every screenwriter wants to make the next significant leap in film.
Turnaround or Terminate? How to Deal with Problem Employees
Do you struggle with a "problem" employee? If so, join the
crowd! Many of my coaching clients - businesses owners or
managers - tear their hair out over one or more toxic
employees. In our business environment, we tend to recreate
the dynamics of the family we grew up, so no wonder problems
develop.
Are you NICE or do you CARE?
Are you NICE or do you CARE?
Most people and most managers want to be nice. After all, it's easier to be nice than to not be nice. But when we talk about being a manager, there is a difference between being nice and being NICE. A NICE manager can be pleasant to be around. They're friendly and helpful and avoid even the most remote semblance to confrontation.
How do you spot a NICE Manager?
When someone brings them a problem, a NICE manager provides them with a solution.
When a report is late because the employee in question and their spouse went to a movie instead of completing the assignment, a NICE manager understands. After all, it's important to balance work and home.
When the presentation lacks clarity, or the conclusions aren't supported by the facts, a NICE manager thanks them for their efforts and doesn't dig any deeper.
And when the production numbers for the month are down for the 3rd consecutive month, a NICE manager clearly understands the reasons that are causing the problems and knows that they are not the fault of the employees.
A NICE manager avoids the controversy and confrontation that goes along with employees who are not quite performing up to par. A NICE manager defends their employees regardless of the situation, because there are always extenuating circumstances.
And that's the problem with a NICE manager. They always understand and always relieve the employee of the responsibility.
What does it mean to be a NICE manager?
N - Nothing
I - Inside
C - Cares
E - Enough
Nothing inside cares enough to hold the employee accountable for their own actions.
Nothing inside cares enough to tell the employee when they are falling behind or failing.
Nothing inside cares enough to be willing to upset the employee even if it is for their own good.
Nothing inside cares enough to help the employee achieve everything that they are capable of achieving.
Frankly, being a NICE manager doesn't really help the employee, because it leaves them without any accountability, and it does no good for the manager either, as they now have more work to do.
Being a NICE manager is a "lose - lose" scenario.
As a Manager, it is your responsibility to the company and to your employees to see that peak performance is achieved. You also have a responsibility to your employees to maximize their talents and growth, to see that they are ready for the promotions that may come their way, and to ensure that they learn the skills to achieve and succeed at higher and higher levels. You owe it to your employees to give them honest feedback on their performance so that they can develop their own skills and prepare for their future. And you can do it all in a positive, reinforcing manner.
That's the difference between being a nice Manager versus a NICE Manager.
Instead of being NICE, I suggest that you CARE.
A Manager who CAREs will coach an employee on a problem, not assume the work for him.
A Manager who CAREs will communicate with an employee when their work does not meet expectations and coach them until it does.
A Manager who CAREs will identify the talents in their people and help cultivate those talents to even greater levels and coach them in areas where they can still develop.
What does it mean to CARE?
C - Coaching
A - Allows
R - Real
E - Excellence
So you have two clear choices. You can be NICE to your employees, or you can CARE.
Which will you choose?
How Bad Communication Can Hold You Back and How to Break Free of It
The reason jobs are often not done right and employees are fired is because of lack of skill. Right? Wrong! Poor communication and ineffective human relations are the major causes. Remember: Communication is a "meeting of meanings." It's getting through to the other person what you mean in a way that they understand. In fact, you want them to do more than understand, you want them to act on the information in the correct way. Effective communication is talking and listening to create that understanding. The end result is to get things done in a way so that you, the organization, and the employee will all be satisfied.
Riding the Waves to Success
Last week I was confused and frustrated about a few things
related to one of my businesses, and a bit upset with myself
and "The Universe." As a result, I went into a deep
meditation to get some clarity and help.
Instantly Uncover Your Corporate Culture
Best Definition of "Corporate Culture"
Project Management - The Traveling Product Manager
Various studies ? and common sense ? indicate that involving customers increases the likelihood that your product will meet customer requirements (I hope these studies weren't funded with my tax dollars!)
Looking through the Glass Ceiling - Women in Management
Women have made tremendous contributions to society at every level; consider Joan of Arc, Golda Meier, Indira Gandi, Condalezza Rice.
Tales from the Corporate Frontlines: Creating a Culture of Empowerment
This article relates to the Culture & Climate competency, commonly evaluated in employee satisfaction surveys. AlphaMeasure defines climate as the effect an organization has on the employees, while culture refers more to the acceptable behaviors, attitudes, and habits of the organization as a whole. Some relevant topics include employee values, attitudes, and morale throughout your organization. Knowing and understanding workplace culture and climate leads to a better understanding of what factors influence employees. In relation, the level of service your customers receive is almost always influenced by the culture and climate of your organization. Evaluating this competency can be especially useful if your organization is experiencing customer service related issues or problems working together internally.
Invite Self-Managed Staff
"Treat people as if they were what they ought to be, and you help them to become what they are capable of being." -Goethe
Are You Ready to Sell Your Business
Make Sure You Understand Your Motivation for Selling
Business Innovation ? Organizational Culture
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.
Management Procedures Usability ? How to Improve
Are your people consistently following your procedures? Each year, organizations lose thousands of dollars through common mistakes and lapses in usability. But what does that mean for business owners and executives?
Business Relationship Germs
In management seminars I often compare debt to an infection. A reasonable amount of debt will not kill a business, but too much debt will. While most businesses carry a substantial amount of debt from time to time, it must be maintained in an acceptable relationship to stockholder's equity.
4 Simple Steps to Successful Delegation
Last month, my featured article was about creating a "Stop Doing" list. Hopefully, if you followed my suggestion, you now have a list of tasks that you are looking to delegate away. It seems a natural progression that I now disclose a few simple steps that will ensure your foray into delegation is a success.
Plan for Business Success - 6 Reasons to Succession Plan
Succession Planning provides many valuable assets to your business. Yet it is easy to do, with a game plan. Here are some reasons why the business leader will find it a useful issue to put some focus on.
Dont Hire Squirrels to be Your Top Dogs
Bad hiring decisions cost organizations, both in dollars and lost opportunities. But getting the right people in the right places doing the right thing is not easy. It requires painstaking efforts and objective information. Mergers, acquisitions, downsizing, and growth all require an unprecedented need for information about how to hire top performers and a framework for assessing the competencies required to lead people during extraordinary times. Therefore, hiring the right people involves more than guesswork and subjectivity. The formula is simple but not easy: know what a squirrel is and set a trap to catch them.
Five Steps to Increase the People Power in Your Business
Take some bold steps and help your employees and business partners open up to real change and help them start thinking again to the longer term. Send a message that you are ready to commit to new ways of thinking and that that includes a commitment to the success of your employees in the changing workplace.
|
