It’s hard for anyone to admit to themselves or to others that they aren’t perfect. In this ‘keep up with the Jones’s generation it makes it that much more ridiculous to even consider getting off the treadmill. For businesses, this might seem like cultural suicide.
Common sense may go so far as to dictate that companies have a commitment to their stakeholders, internally and externally to strive for the closest thing to perfection. While this may hold true in many situations there is a paradigm shift that is needed: in order to be best in class at something you have to dig down and recognize that you must also accept that you need a counter balance of being worst in class at something.
Wow. So the bandage is ripped off now. NOT good at something….Its really just an emotional obstacle, one that can be removed with a team prepared to look at the business differently and that is prepared to bravely go forward with a fierce and united discipline. What can you afford to give up or stop doing? Or rather what can your business do better than the competition. What is essentially unique to your company and what do you not need to be better at than them? Reverse engineer what the company wants to be great at and it will be easier to decide what you can stop focusing on or remove all together. The upside is that your company will be transparent to the marketplace, customers will self select and your internal team will feel happiness and pride in their work. This is powerful because deeply satisfied customers will further fuel your team’s culture.
Once clear on what you are prepared to be good at and not good at it is easy to move the team into alignment of a clear and united mission. Until a company is totally clear on it’s ‘great at’ and ‘bad at’, it is hard to move the team forward. There will always be a disparity of focus and competing interests within the team. Out in the open and exposed, the team can really see the company for all that it is and that it can be.
There is nothing stronger culturally than a team with a united mission. Company – forward MARCH.
~ Sarah McNeill
photo credit: midiman
Human behaviour. Fascinating. And with it comes challenges. In our day to day travels with our client companies as well as with our applicants we get a constant theme about people challenges. Some of these management mistakes were obvious ‘no no’s. Others however were enlightening.
Want an engaged team? Try this formula : Management Excellence = Awareness + Desire to Change.
Every manager will want to review this list of universally used, but ultimately ineffective, management practices—and prescriptions for how to change them.
Read on to learn about a baker’s dozen of widespread misguided management practices and how you can correct them, courtesy of Aubrey Daniels’ Oops! 13 Management Practices That Waste Time and Money (Performance Management Publications, 2009).
~ Sarah McNeill
I had the privilege to see Stephen Covey speak on the topic of Effectiveness to Greatness and how it can apply to the relationship between employee and employer. While a remarkable speaker and author, some of the things he spoke of were not new so much as he brought our attention to what we should have known all along.
Most employees experience considerable emotional pain working in their organizations, he says, because they are treated as objects, not full human beings. To find full engagement Stephen described this new paradigm as the Whole Person Paradigm: mind, body, heart and spirit – not just the part that works from nine to five. This paradigm allows an individual to harness their unique ability and find their ‘voice’. Essentially an individual who finds their voice is in alignment with clarity. Individuals focused with clarity are most able to achieve corporate goals set out in front of them.
And speaking of habits, at McNak we think chocolate is our 9th habit!
~ Sarah McNeill
photo credit: Bob.Fornal
With my years of ballet training and participating as a board director for the Vancouver Opera I have a natural appreciation for the orchestra and for the magic of the conductor . Earlier this year I posted the Benjamin Zander’s TED.com talk on The Art of Possibility. There seems to be a pattern to the creative world of the orchestra and its ability to have a very cohesive, inspired team. On further notice, even one of our team members pointed out that our own Recruiters job titles are named Conductor. Such an appropriate fit as our Conductors are responsible for the smooth running of recruitment engagements! Our team chose this title many years ago when we looked at our business from 150 feet to see what the whole experience should look like.
Below are some of the key lessons Roger Nierenberg learned in his 14 years directing the Jacksonville Symphony Orchestra in Florida.
- Lead, don’t cheerlead
- Share your perspective
- Encourage listening
- Say more with less
- Verify assumptions
Click here for the entire article.
“Leadership is really about listening and encouraging people to find their own creative way to perform,” Nierenberg says.
~ Sarah McNeill
In the workplace, the key to happiness is not to have a job, it is to have a purpose.
Being successful is not necessarily what we need to focus on. Being significant is what matters. With your contributions in the workplace, success automatically happens, and you will be appreciated. Surround yourself with people who know how great you really are, and this fuels your energy to make a difference.
I consider myself to be a happy person. I love my job, but most of the time, it does not feel like a job. It feels like I am meant to be here, and make my contribution, and make a difference.
I feel significant.
~ Jessica Rozitis