Are you a good boss or a bad boss?

If you’ve already downloaded my brochure, Coaching for Enhanced Business Performance, you’ll have noticed I included a quote in there from Daniel Goleman, expert on Emotional Intelligence, that goes as follows:

“Self-awareness of leadership abilities was greatest for CEO’s of the best-performing companies and poorest for CEO’s of the worst performers…”

Goleman’s book, The New Leaders, was published in 2002 and it turns out that this statement is substantiated by the more recent findings of Robert Sutton, Professor of Management Science and Engineering at Stanford University.  In 2010 Sutton published a book entitled Good Boss, Bad Boss: How to be the Best and Learn From the Worst about which I recently saw an interesting introductory webinar.

Sutton says good bosses find ways to be in tune with their people and understand what it feels like for others to work with them. In his presentation, he summarises it thus:

“To be a great boss, you’ve got to be remarkably self-obsessed.  Not for egotistical or selfish reasons, but because staying ‘in tune’ with your people is a hallmark of great bosses.”

You can watch Sutton talking about the key themes of his book in the You Tube video below.

Once you’ve watched the watched the video, you may want to ask yourself, how well aware are you of what it feels like to work for you?

Another of Robert Sutton’s observations about good workplace performance is that “bad is stronger than good” and, therefore, that “it is more important to eliminate the negative than to accentuate the positive.”

You may have come across the statistic about positive interactions needing to outnumber negative interactions by at least five to one in romantic relationships and marriages.  Well it turns out that workplaces operate along similar lines.

Sutton draws on previous research, including that of the “bad apple” phenomenon, suggesting that negative people and experiences have stronger impacts than positive ones. As he puts it in his presentation:

“Negative emotions, laziness, and stupidity are destructive and contagious.”

How would your boss fare in being assessed against Sutton’s criteria? – You can find out here http://goodbadboss.com/ in his Boss Reality Assessment Survey System.

If you’re really daring, you could even ask your team to rate you and report back with their findings!

One of the areas to which I insist we allocate sufficient focus with a new coaching client, is  the importance of the “why” in setting any career or workplace goal.

Indeed, the head of an international training organisation I spoke with recently says, “When you know WHY, the HOW will follow.”

So make sure you brainstorm your big objective.

What is it you’re trying to accomplish, professionally  (and personally)?  At this step, we’re trying to get to your highest-level goal, so when you name something, ask yourself, “WHY?”

For instance, if you say, “I want to feel more appreciated at work,” then ask yourself, “Why?” You may answer, “Because I think I’ll be more successful in an environment where I feel valued.” Though that may seem like a logical endpoint, don’t stop there. You need to go further.

Next, ask yourself WHY you want to be more successful, and you’ll soon find that there are a variety of possible motivators. You may hear yourself say something like this:

• Because I KNOW this department can be so much more effective and I can contribute to that.
• Because I want to acquire enough money and experience to fund a start-up of my own in the future.
• Because I’m feeling stifled now, and I want to fulfil my potential.
• Because I know the new product we’re developing will be the best in the marketplace.
• Because I want to earn more money to pay off debt and provide my family with greater security.
• Because I want to become the CEO one day and I know I have that capability.
• Because I want to be able to develop and use my strongest skills more.

Each one of these higher-level objectives is slightly different, and is going to result in a slightly different goal or path to success. Knowing your “WHY” helps you determine your “HOW.”

Keep going until you get to the logical endpoint, state each goal in well-specified, quantifiable terms and you ill find achieving them much easier!

The Surprising Truth About What Motivates Us At Work and at Home

You can decide for yourself whether or not this is surprising to you.

If you’ve come across motivation-hygiene theory, some of the ideas of Buckminster Fuller, or intrinsic and extrinsic motivation, some of the concepts will be somewhat familiar; but the video comes at this from the perspective of economics, rather than psychology.

The presentation also illustrates how higher pay actually leads to a reduction in performance.  And that bad things can result from this.

I have some personal opinions about remuneration which includes a high proportion of performance-related pay, precisely because of the short-termism I have witnessed in some such circumstances.  But take a look and make up your own mind.

The video presentation walks through these concepts in a fun and clear way, and I’m sure you’ll find it well worth the 10½ minutes it takes to watch.

Enjoy!

Given the great challenges of the electronic market, web consultancy is a more than useful service for managers in search of online business solutions. The contribution of a web marketing company to the evolution of a business is relevant but hard to get sometimes, because of lack of safety and the incidence of fraudulent schemes.  air bug convertible wind deflector

Even when you find a web marketing company that provides very convincing features for very convenient rates, don’t jump to signing a contract right away. Only an agency with work history and verifiable background could qualify. References are essential for determining the reliability and the professional achievements of a web marketing company, and it is important that you may contact former clients and see how satisfied they’ve been with the services. HCG Diet Weight Loss Express Seattle Lynnwood Everett

First contact with the people who run the web marketing company could be relevant to eliminate your fears or make them worse. Once you decide who to work with, you should move on and discuss your marketing plan. You have to be informed on the strategy the web marketing company intends to use and on its implications for the growth of your business. If your ideas and the plan promoted by the company do not coincide, do not sign a contract because it may be a failure in many ways.  chair slip cover rental Seattle Everett Lynnwood Belleuve Marysville Arlington

Much compromising information can be dug up on the Internet, therefore, if you search well you’ll come up with answers about one service provider or another. Therefore, if there is a problem you have to learn about, bringing it to light should not be that difficult. A good collaboration with a web marketing company is also built on trust. It is wrong to constantly assume that the people you want to hire are wrong all the time when they don’t support one of your marketing plans.

If you don’t have professional marketing training, it is very possible that the strategies you have in mind are not adequate or correct for your business. If several experts point out to the lack of perspective of the strategy you want to implement, be a little more critical with yourself and see whether you are wrong. All in all, open communications and flexibility are two other ingredients for a successful collaboration with a marketing company.

Effective teambuilding features a common and meaningful purpose that gives direction, momentum and commitment for members.

Stephen P. Robbins, Author of Essentials of Organizational behaviour

Creating effective teams needs to be a carefully considered systematic process. Starting a work team involves more than just putting together some individuals and handing them an action. A team needs an effective team process in position for this to use to the very best of its ability. A powerful team process involves providing clarity, proper guidelines for the teamwork, precise role definitions, adequate resources, well considered appraisal systems and punctiliously designed teambuilding program and training programs. Without having a well planned process, complete team will be a pipe dream. Organisations have to spotlight making a whole system around a team as well as identifying the correct team mix. That&rsquos when a team may start functioning effectively. The next check-list targets bringing method into madness and provides may well guideline for the steps involved with establishing a winning team.

12 Point Check-List For Creating an efficient Teambuilding Process

Mission Clarity. What are business objectives behind constituting this team? What do we would like they to perform?

Set Of Skills. Which are the necessary qualifications, experience, and expertise? Which are the thinking patterns and personality traits necessary to do this task?

Identification and Matching. Who will be those who match the skills that people need on the team?

Performance Goals. What are specific goals how the team will work towards from the framework from the overall mission? What are the desired results from the team?

Role Definition. Do you know the individual roles within the team? What are their responsibilities and that is anticipated to perform them?

Guidelines. Is there a day-to-day work system for that team? Exactly what is the system for sharing information? How often will the team meet? What’s the method to be utilized to keep one another informed? What are procedures within an operational level?

Performance Assessment Parameters. Do you know the performance benchmarks for the team in general and individually? Is there a appraisal system for your team overall and individually?

Feedback Mechanisms. Exactly what is the process for monitoring the progress in the teambuilding and what kind of feedback is critical to perform this?

Organisation Input. Which kind of orientation program is important to the team? Exactly how should we crystallize and communicate the company goals for the team? Exactly what are their on going and initial training needs?

Resources. Exactly what is the support structure this team requires to assist them to accomplish their task? Financial, manpower, technology, software tools, expert guidance, etc

Recognition and Reward. Exactly what is the reward system just for this team all together and individually?

Team Building. Which are the team oriented programs that is to be relevant for this team to generate cohesion and enhance its performance? How many times do we must conduct these programs?

The 12 Point Check-List outlined above is supposed to help an organisation facilitate the c’s effort and stimulate great. Most successful teams thrive and excel when they’ve definite, meaningful, realistic and measurable performance goals to work towards.

The support structure in terms of resources, appraisal systems, team building programs, and rewards, all operate in tandem to facilitate the output of powerful teams. Assessment and reward are intrinsic that will get the most out of the team process. Any outstanding work done by the group has to receive due recognition. Monitoring individual progress is every bit important. Many people who are place into teams, possess the fear their work won’t be noticed knowning that personal recognition may never come their way. Phone connection, and for team leaders to keep an eye on what each one is doing within the team.

Rules work more efficiently when they are based on the team members themselves. Setting the floor rules is certainly a useful method of organising work flow. The c’s members themselves could be asked to lay out the principles before they kick-start the teamwork. Guidelines play a vital role in making sure they has certain procedures that they all agree upon and follow. Celebrate their work more organised looked after produces a level game for the team process. More to the point, it minimizes potential for interpersonal conflict.

Whilst the key issue in a team may be the profile and capabilities of those selected, it is the whole package is very important if you’d like teams to work and high performance. The finish goal ought to be to make a complete system throughout the team so that you will leave no stone unturned in making a team along with a relevant system that might be impressive for the business task.

What are the advantages and disadvantages in business consulting that affect your sales? Each growing and rapidly progressing company will always have to improve their performance, primarily through analysis of existing organizational problems and development of plans.  In order to do so, the organizations may draw upon services from expert business consultants for several reasons which include gaining external insights and advice that are specialized on their expertise.  Business consultation has its pros and cons that might affect greatly on your growing company.  The vitality of these advantages and disadvantages must need to be reviewed for each company owners to avoid conflicts or confusions.  Mostly, business consultants are of great benefit to the company.  One of this is having someone to consult with special expertise that focuses on specific industries, functional areas, technologies or certain sections on your sales that need improving.  Another one uses of a business consultant is you can use them as needed and can save on benefits, which means instead of stressing yourself much about how would you think that is probably best for the company, you can always consult your consultant any time, while saving the benefits.  But having a consultant has also has its own disadvantages.  You may have to pay high fees for the consultant.  Most consultants ultimately view their job as a money-making venture.  One way to avoid such expense is the company owner may use his or her internal resources, the employees, which is another form of a business consultant.  In that way, not just it can save expense, but you can also get to know your employees and may motivate them to increase the sales more, for they understand and know the situation of the company.  Another disadvantage is that they have limited control over their consultants.  Unlike a true employee, the company owner has only had a limited hold of their consultants.  Employees or the internal consultants may last long than external consultants. 

How business consulting affects your sales?  The increase in your sales will depend on the business consultant’s ability to make the company prosper.  If you hire a business consultant who is very knowledgeable and equipped with skills, of course you will have a good result and probably there will be an increase in your sales.  But if you hire a business consultant with less knowledge and little know-how of being a business consultant, then you are just wasting your time and money because it is expected that your company will never prosper and will never reach to the top and worst of all, it will not increase your sales. With the advantages and disadvantages of having or hiring a business consultant, it depends on you on how to make use of your consultants in a way that it can benefit not only the company but also the workers. Improvements of sales may likely arose to a company using business consultants, but it is also important to consider that disadvantages of it to avoid putting the company at stake.