2010
Marketing to the different GENERATIONS
Long term strategic planning is one of the most important tasks a business executive must perform. Properly determining market direction can mean the difference between becoming number 1 or edging on the precipice of bankruptcy. There are 5 distinct generations alive today in the United States. The GI Generation This group of the population was born between 1905 to 1924 and at one time accounted for as much as 57 million live births in the USA. This number has now dwindled to less than 5 million.
Tickle your way to better organization
We live in an era of information and often times it may feel like we are being overwhelmed by information. Many years ago, I reached an inflection point in my career. I had reached a point where I was constantly overwhelmed with my tasks and information. I did not know what to do, how to handle it and often felt like my work life was out of control. I decided that I needed to find better ways of doing things and so I embarked on a multi year journey to study and learn as many time management, work management and information frameworks as I can.
Maximizing the power of your professional network
Every once in a while, I meet people who still don’t understand the power and importance of building their professional network of contacts. Considering the state of the economy and changing nature of employment, I wanted to share some of my thoughts about professional networking. In the 50s and 60s, you built a career with your chosen company. There was a silent agreement that if you took care of the company, the company took care of you. Does anyone think that this still applies today?
Employee ideas may save your company
Most organizations are now powered by knowledge (in contrast to the manufacturing era of the 70s). Ideas are the engine of growth in the new global knowledge-based economy and executives are always on the lookout for the next big one. Many of the larger companies are so committed to finding the next big thing that they spend unconscionable amounts of money renting high-priced consultants. Most organizations I work with don’t realize the goldmine they are sitting on. There is a huge fountain of fantastic ideas right under your nose and you probably don’t even realize it.
How to build a top performing team
As a manager, you will be judged on the performance of your team so it is in your best interest to build the best, highest performing team possible. You have undoubtedly heard the aphorism “Nice guys finish last” coined by Leo Durocher in 1939. This is a golden truth that you should recite every morning while enjoying your morning cup of coffee. I had the privilege of working for a GE company under a CEO who had been indoctrinated in the Jack Welch system of management.
Should you reward the good or punish the bad?
The old management mantra says “Reward the good and punish the bad”. The fact is most of you have limited time and often have to prioritize tasks. So which one would you prioritize? The pre-eminent academic paper on the topic is called “Bad is stronger than good” and can be read here : http://www.csom.umn.edu/Assets/71516.pdf They methodically walk you through the research and clearly demonstrate that negative information, experiences and people are far more impactful than positive ones. The ideal situation is where you reward and accentuate the positive and get rid of the negative.
State of my blog - 1 month in
I started this blog about a month ago as a personal pet project to share knowledge with the world. Notice that unlike other blogs, there are no ads or attempts to sell anything. I wanted this to be a two way communication between me and you. I wanted to take a minute to say thank you to all my readers (new and old). When I started the blog a month ago, I wasn’t sure how it would be received. A month in and I am ecstatic about the positive comments, recommendations and words of encouragement.
Managing cultural differences
Note: My series on conversational hypnosis is not yet complete but I decided to change the topic a little to ensure I cater to my different readers. I have spent the better part of the last 10 years managing larger organizations with international footprints. The allure of cheaper labour costs has been too strong to ignore for most organizations. For most, this is a new experience and most are ill-equipped to handle the cultural changes that come with this type of expansion.
Conversational Hypnosis #2
This is part 2 of my series on conversational hypnosis. Please read part 1 before continuing. Let me start by thanking everyone that wrote in with positive comments about my blog and the content. One of the requests was to break the content into smaller nuggets, which I will be doing starting from this entry. I have read lots of books and attended dozens of seminars... Dr Cialdini has really summarized the “Principles of Influence” very succinctly. These are :
Conversational Hypnosis (part 1)
After writing my entry about selling encyclopedias, many readers wrote in asking for more details. I had an internal debate and wasn't sure whether I should write a detailed article about covert hypnosis.... I have spent the better part of my carreer learning the techniques of covert hypnosis. When people read the word hypnosis, they think of a guy with a pendulum trying to get you to do things you normally wouldn't. They think of negative manipulation. Whatever your job or position, you spend your day convincing people to see situations your way.
Build Rapport in 30 seconds or less
In my previous entry (What I Learned Selling Encyclopedias), I talked about overcoming objection. Quite a few of the readers of this blog wrote to me asking what techniques I use. The techniques of persuasion and overcoming objection cannot be explained in one entry and takes years to master. I have spent a lot of time and money learning various techniques and practicing them over and over to get them just right. I will share with you some of those techniques in upcoming entries.
What I learned selling encyclopedias
In my youth, I was full of spunk and illusions of grandeur. While my friends were working at the local theater for minimum wage, I was scoping out more lucrative opportunities. One such opportunity was the sale of encyclopedias. For my younger readers, there was a time when most homes did not have the internet or a computer. During these “dark ages” the only way to find information was to go to a library or buy a set of encyclopedias. The job was simple; we were expected to sell kits door to door.
When change is inevitable
In every organization and at every position, managers are expected to manage change. As the old axiom goes "Change Is the Only Constant". Managing change is not difficult if you have the correct mindset. In this post, I will walk you through some of the high-level steps. It is important that you go into the situation with the proper mindset and realistic expectations. UNDERSTANDING A CHANGE In order to manage organizational change efficiently, you need to first understand what change is.
Modern Science of Employee Motivation
As a manager, you are constantly adjusting your team for optimal performance. There are dozens of different factors that affect employee performance but one key element is motivation. Anecdotally you know that a motivated and enthused employee will outperform a sluggish indifferent one. There are plenty of so called experts selling their own blend of snake oil. Motivation can be as complicated or as simple as you make it. This entry will not be all encompassing and I will likely write future articles to complement this one.
The "YOU" Brand
Of all of the activities you undertake in your professional life, there is one that is supremely more important than all of others. It is the one activity that can differentiate you from everyone else. This activity is You! Most people do not realize that they are a brand. And like any other brand, your goal should be to create the best possible image and perception of your brand. Your brand is what will allow you to stand out. It is what will differentiate you from a sea of competitors.
A new model to consider when hiring employees
Even in the best economic times hiring a mid-to senior-level employee is an expensive proposition. Because the process is usually fairly lengthy, the hiring manager will be extra careful to ensure that they scrutinize every candidate in minute detail so that they make the best possible selection. They do not want to spend the time “getting the candidate hired” only to realize they may have made a bad decision. For these reasons alone, many companies have chosen to go without (jeopardizing the stability of their operations) or choose to go through temporary hiring agencies.
Leveraging the paradox
Since 2008, companies have had to face unprecedented economic challenges in one of the worst recessions we've seen since the Great Depression. While some companies are barely surviving, others are experiencing unprecedented growth. There is no magic formula to instantly transform from one to the other but my research has identified a key difference between these two types of companies: the management paradigm held by the company's executives. The companies that are performing best, are those that have accepted that management is a paradox.