Following are some management musings generated from books I’ve been reading:
I’ve been reading a book
At the intersection of rock and classical music sat Mike Oldfield. His creation, Tubular Bells (in the movie, The Exorcist), wasn’t a rock band playing classical music. Instead, Oldfield created a blend of rock /classical themes and instruments that resulted in a truly innovative musical piece.
Change in the business world is unavoidable, and a competitive necessity for a business enterprise to survive. “There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things” (Machiavelli, 1532). Since the time of Machiavelli’s quote, considerable scholarly effort has been invested studying approaches to change management, developing theories, and building models for change. From the dozens of theatrical models, let’s look at just a few.
Abraham Maslow’s Hierarchy of Needs
Diabetes. High blood sugar. Isn’t that an ‘old people’ disease? Doesn’t that only cause problems for your grandparents or other elderly relatives and friends? Is that the disease where you have to give yourself shots every day? That’s the disease that you get from eating too much sugar, right? Isn’t it true that only fat people get that illness?
The mechanics and techniques for managing your time and activities are very simple and well known.
A good book
What is not so simple are the underlying beliefs, attitudes, and motivations of different types of individuals as they learn to use these tools and techniques.
People manage their time and activities in two very different ways according to Myers-Briggs Personality Type differences. One type of person plans far ahead, starts early, works methodically, is systematic in their actions, and completes tasks quickly.
Whether you are outsourcing your recruitment or your own human resource department is recruiting your management team, it is important to gauge if your candidates possess the skills and meet the recruitment standards you have set out.
Let’s look at the important recruitment standards you should be utilizing to find and retain the right people and some of the questions you need to be asking.
How Proactive Are Your Management Team Recruits?
Praise is often given to groups of people in recognition of a group achievement. This is a good thing. When we’ve all pulled together to meet an objective, that recognition helps extend the “feel good” moment that comes with achievement.
Unfortunately, individuals within the group can be left feeling anonymous, not sure that their individual contribution has been noticed.
A number of years ago, the Vice President of Marketing asked me to help him write a speech. Our company, a major energy corporation, had been sold, which resulted in some substantial internal changes. Consequently, our department was being disbanded, and the people dispersed to different departments and functions. The speech was to be made at the end of a special dinner in honour of us all.
We’ve all been in situations where irritating things or people can get you to start gritting your teeth to hold your temper in check. First, it’s bad for your teeth when you do that, so take pity and stop it. However, it’s also not good for you to bottle up that irritation. Here are some tips to deal with your irritation without committing murder:
Some things you shouldn’t say in sales because they make you less believable. Take this classic. Customer, ‘Will this phone work in Europe?’ Reply by salesperson, ‘It ought to.’
What does that mean? The question is simple enough, When I get off the plane at Frankfurt, will I be able to use this item?’ What she or he wants to hear is either, ‘Yes, it will’ or ‘No, that one won’t, let me show you one that does.’