Empowered or Powerless?
If you’ve read about Zappo’s, then no doubt you’ve heard of the incredible support Tony Hsieh provided employees to ensure they met each and every customer’s needs, regardless of how far fetched the need may seem. Tony’s philosophy was that employees were in the best position to satisfy customer needs, and that doing so consistently […]READ MORE
Strategy and Success: Not mutually exclusive
Photo courtesy of iStockphoto.com/IvenlinRadkov Whether you manage a small business or a multinational corporation, having a meaningful and powerful strategy is the key to achieving your desired future vision. In my experience there are three key differentiators between those strategies that are successful and those that become a bookend. In this brief video I outline […]READ MORE
Inspirational leadership: Mostly art with no science
Are you an inspirational leader? As a leader, how we act, react and respond in all situations (both on the job and off) forms the basis for the culture of the organization. Are you inspiring to your employees? More importantly, do you set the stage for employees who are motivated by your approach to work, […]READ MORE
Adaptive leadership: Less telling and more asking
There are two fundamental approaches to leadership: “telling” employees what they should do, and “asking” employees what they think they should do. I call this Prescriptive leadership (“here is what I want you to do next,”) and Adaptive leadership (“what do you think you should do now? How can I support or help you?”). I […]READ MORE
Technology Can Kill Productivity
If you’ve been researching tools to support your journey towards Operational Excellence, there is no doubt in my mind that you’ve come across various technologies that suggest they are the key component to achieving Operational Excellence. This is false advertising at it’s best. In reality an operation of any kind can be broken down into […]READ MORE
Introduce change AND engage employees
Initiating change in any organization can be a challenge, particularly when the “idea” for the change evolves from “management” and not the employees. I’ve found repeatedly that the changes identified and introduced by employees have the greatest chance for long-term success. This said there are really only two directions any change can take once introduced: […]READ MORE
Poor performance is the plague.
Engaging employees requires quick action. In essence feedback, either positive or constructive must be provided quickly and decisively if it is going to have an effect on employee behavior. The same then holds true for dealing with poor performing employees. Speed and decisiveness result in a diminished impact and higher engagement of the balance of […]READ MORE
Bo Knows Satisfaction
I recently watched a biography on Bo Jackson during a flight to Edmonton. Raised by a single mother in a family of ten, Bo’s upbringing was less than glamorous, with he and his siblings surviving off what can only be described as a pittance. In the area where Bo lived many other families were in […]READ MORE