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Will You Add? - Don't Throw Your New Managers to the Wolves -- Train Them!
Entrepreneurs and their businesses have a tendency to ambush themselves when they aren't looking. This affects how much revenue they can generate, how fast their business rises, and even if they survive after the first few years. If you feel there is a possibility you are getting in your way to success, review these elements to see if any of these items might
9. Realize that when the reprimand is over, it's over.
It's the boss' job to manage, and to remember that to manage is an active verb. The worst kind of boss is the kind that is not willing to say to the employee's face what they so often say to fellow managers behind the employees back. This kind of management behavior is time consuming and unproductive.
Managers are doing neither themselves or their company any favors when they don't take advantage of employee behavior as an opportunity to teach. After all, managing people requ
It’s fun to imagine dramatic change to your career where everything is different and exciting. A bigger challenge may be to alter your job situation right where you are. To consider whether to stay in your current role, reposition at your company, or move on to a new job, here are the points to consider:Stay Where You Are* Because your current job isn’
Businesses are notorious for throwing its newly appointed managers to the wolves, many times failing to provide even the most basic management training. When this is the case, organizational productivity is certain to suffer.
Perhaps the shortest and easiest to read high quality management book ever written is The One-Minute Manager by Kenneth Blanchard and Spencer Johnson. While this little management book was first published in 1981, it is still available from your local bookstore.
The authors provide two basic management principles that I believe every new manager should understand and be prepared to practice -- the One Minute Praising and the One Minute Reprimand.
The One-Minute Praising
The One-Minute Praising enables managers to help their people realize their full potential by catching them doing something right. The One Minute Praising works really well when you:
1. Tell people up front that you are going to let them know how they are doing.
2. Praise people immediately.
3. Tell people what they did right -- be specific.
4. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
5. Stop for a moment of silence to let them "feel" how good you feel.
6. Encourage them to do more of the same.
7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.
The One-Minute Reprimand
The One-Minute Reprimand works well when you:
1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. The first half of the reprimand:
2. Reprimand people immediately.
3. Tell people what they did wrong -- be specific.
4. Tell people how you feel about what they did wrong -- and in no uncertain terms.
5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.
The second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance in this situation.
9. Realize that when the reprimand is over, it's over.
It's the boss' job to manage, and to remember that to manage is an active verb. The worst kind of boss is the kind that is not willing to say to the employee's face what they so often say to fellow managers behind the employees back. This kind of management behavior is time consuming and unproductive.
Managers are doing neither themselves or their company any favors when they don't take advantage of employee behavior as an opportunity to teach. After all, managing people requ
I'm often asked if I could just do either the print side or the website side of a brand design project. And while that's certainly possible, I don't recommend it.Splitting a branding project typically results in a lack of consistency between pieces in your marketing kit. All of your brand materials should have similar design elements. When a project is split am
The One-Minute Praising
The One-Minute Praising enables managers to help their people realize their full potential by catching them doing something right. The One Minute Praising works really well when you:
1. Tell people up front that you are going to let them know how they are doing.
2. Praise people immediately.
3. Tell people what they did right -- be specific.
4. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
5. Stop for a moment of silence to let them "feel" how good you feel.
6. Encourage them to do more of the same.
7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.
The One-Minute Reprimand
The One-Minute Reprimand works well when you:
1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. The first half of the reprimand:
2. Reprimand people immediately.
3. Tell people what they did wrong -- be specific.
4. Tell people how you feel about what they did wrong -- and in no uncertain terms.
5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.
The second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance in this situation.
9. Realize that when the reprimand is over, it's over.
It's the boss' job to manage, and to remember that to manage is an active verb. The worst kind of boss is the kind that is not willing to say to the employee's face what they so often say to fellow managers behind the employees back. This kind of management behavior is time consuming and unproductive.
Managers are doing neither themselves or their company any favors when they don't take advantage of employee behavior as an opportunity to teach. After all, managing people requ
Each year, millions of individuals make the decision to change jobs and sometimes even careers. If you are looking to become one those individuals, you may want to think about a career as a mold inspector. Mold inspectors are important because some mold is dangerous to those who regularly come into contact with it. If you are interested in examining a career as a m
5. Stop for a moment of silence to let them "feel" how good you feel.
6. Encourage them to do more of the same.
7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.
The One-Minute Reprimand
The One-Minute Reprimand works well when you:
1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. The first half of the reprimand:
2. Reprimand people immediately.
3. Tell people what they did wrong -- be specific.
4. Tell people how you feel about what they did wrong -- and in no uncertain terms.
5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.
The second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance in this situation.
9. Realize that when the reprimand is over, it's over.
It's the boss' job to manage, and to remember that to manage is an active verb. The worst kind of boss is the kind that is not willing to say to the employee's face what they so often say to fellow managers behind the employees back. This kind of management behavior is time consuming and unproductive.
Managers are doing neither themselves or their company any favors when they don't take advantage of employee behavior as an opportunity to teach. After all, managing people requ
Starting a business is not complicated if you are aware of what to do, and more importantly, what to avoid. It is my hope that these two lists will work together and serve as a solid guideline when you start your own business, no matter what industry you're in.Top 10 DO's of Starting a BusinessIn the planning stages of any new business, optimism u
2. Reprimand people immediately.
3. Tell people what they did wrong -- be specific.
4. Tell people how you feel about what they did wrong -- and in no uncertain terms.
5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.
The second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance in this situation.
9. Realize that when the reprimand is over, it's over.
It's the boss' job to manage, and to remember that to manage is an active verb. The worst kind of boss is the kind that is not willing to say to the employee's face what they so often say to fellow managers behind the employees back. This kind of management behavior is time consuming and unproductive.
Managers are doing neither themselves or their company any favors when they don't take advantage of employee behavior as an opportunity to teach. After all, managing people requ
Times are, um, interesting: companies are either stripping down to the bare necessities or recreating their business models so they can be ready for the future in new ways. In your company, you may be creating new strategic initiatives or hiring/firing/reorganizing staff. You might be adopting CRM technology or extending your current technology into other departments.
9. Realize that when the reprimand is over, it's over.
It's the boss' job to manage, and to remember that to manage is an active verb. The worst kind of boss is the kind that is not willing to say to the employee's face what they so often say to fellow managers behind the employees back. This kind of management behavior is time consuming and unproductive.
Managers are doing neither themselves or their company any favors when they don't take advantage of employee behavior as an opportunity to teach. After all, managing people requires many of the same skills as raising children. The most effective managers care enough about their people to develop them.
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