HomeContact Us

Five reasons why most new managers fail

Five reasons why most new managers fail There are few things more exciting to the earnest and dedicated employee than the day they are called into the boss’ office and told that they have received a promotion into a managerial or supervisory role.  After all, for many people, “management” has been a goal since they started work. But what happens between those first exciting few days and 6 to 12 months later when they are struggling with the objectives of the job, their boss is unhappy with their performance, and their direct reports are frustrated and resentful of their former comrade? While there may be many different variables to this situation, there are a few common reasons most newly promoted managers fail.  Here are the top five! 1. Most new managers are moved from a position where they were skilled and talented to a position where they may not have the right competencies or behaviors for... Read More

Finally get results from your team

Finally get results from your team In your previous article we discussed the first three dysfunctions from Patrick Lencioni’s book “The Five Dysfunctions of a Team.” The first three dysfunctions were: Absence of Trust Fear of Conflict Lack of Commitment Without gaining others commitment, you have an… 4) Avoidance of Accountability – Have you ever gone to someone for something they promised you and it’s not done?  What usually happens?  You get a lot of excuses.  And when you try to pin them down to when it will be done, it’s like nailing Jello to the wall.  This is a sign of someone that wasn’t truly committed to the outcome.  It’s impossible to hold people accountable if they haven’t really committed. And if you can’t hold people accountable, you will have… 5) Inattention to Results – You either get excuses or you get results.  You never get both. So if you’re getting excuses when you’re... Read More

Is your team dysfunctional?

Is your team dysfunctional? Think of the best team you’ve ever been on?  What were some of the qualities the team exhibited?  Trust?  Communication?  Supportive?  Leadership?  Accountability?  Fun?  Vision?  Clear goals and objectives?  Development opportunities? Now think of the worst team you’ve ever been on?  What were some of the qualities of that team? When it comes to working in teams, it’s supposed to make our lives easier.  We’re supposed to be able to accomplish more together.  Yet how many times have we experienced that teams are a cluster of different personalities, work ethics and ideas that end up in more conflict than collaboration.  More “work” than “team”. So what is the secret to team harmony and productivity? In the book “The Five Dysfunctions of a Team”, Patrick Lencioni discusses five different areas of dysfunction that hinders teams.  They are: Absence of Trust Fear of Conflict Lack of Commitment Avoidance of Accountability Inattention... Read More

Branding or people development – where to spend your money?

Branding or people development – where to spend your money? Back in 2008, at the beginning of the economic downturn, Pepsi decided to pour $1.2 billion over three years into a rebranding strategy that included sweeping changes to its logos, packaging, marketing, etc. I’m always amazed at what companies choose to spend their money on – even more so during tough times.  Jim Collins, author of Good to Great, said, “Leaders of companies that go from good-to-great start not with ‘where’ but with ‘who’.  They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.  And they stick with that discipline – first the people, then the direction – no matter how dire the circumstances.” I’m not sure a re-branding even qualifies as the “where” (perhaps it is part of a new vision or direction) but it definitely doesn’t have anything to do with the “who”.... Read More

What do your employees really want?

What do your employees really want? When I worked for a consulting company prior to starting my own company, I was hired at a salary about $5000 less than I wanted to make. This company was very focused on the professional and personal development of their employees.  They gave me many opportunities for advancement, a great working environment, and flexibility in my work schedule.  Do you think I harbored resentment because I was making less than I wanted?  No, I actually felt blessed to go to work every day. After September 11, 2001, when the company had to take a 10% pay cut across the board, do you wonder if we became a bunch of disgruntled employees?  No again.  We all recognized what a good thing we had and committed to pulling together to improve the financial situation of the company. On the flip side, I have a client who has continued to pone up... Read More

Do employees really just want more money?

Do employees really just want more money? When asked what do employees really want, the first gut response to this question is – MORE MONEY!  I know this is something I hear from my clients a lot.  They have a problem employee and one of the main contentions from the employee’s perspective is that they aren’t paid enough. Have you ever given a raise to a problem employee? (By the way, “problem employee” is someone who you have determined has an attitude problem, not a skills, knowledge or behavioral limitation.)  Do you know what happens when you do? For a little while, they are appeased.  You seem to have scratched where they itched.  But within a very short time, the grumblings start again.  Now it’s something else.  Their attitude goes back to where it was and in short you haven’t solved a problem.  Now you’re just paying more for it. The reason for this – and... Read More

« Previous Entries Next Entries »