The Importance of People

I once worked for a "boss" who felt compelled to remind people his title and raised his voice every time he didn't get his way like a five year old who can't have ice cream. Perhaps you've met this guy.

A lot is said about the power of human connection but we need to mean it and dig deep on it and live it and embrace it for real. No stakeholder will believe a well-crafted mission statement that says people are important if it’s not proven through action. You can’t pretend to care simply to get someone to do their job. Yelling guy did't care about us.

The human network

If you have kids, you have experienced a time when they defied you, acted up against your direction or disobeyed you. Discipline can be a justified response but what is the real issue going on? In the enterprise, if an employee has a temper tantrum, they are often reprimanded and sometimes dismissed. It’s not tolerated. But why is it endured when "the boss" flips out?

Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.Your job title might be on the org chart and your email signature.

If you feel compelled to remind your team, you've lost the room.
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Latin Wisdom

Since we haven't reviewed these for a while, it's time for another look. This is a document I found which seems to be rather old but still quite valid. The titles are in Latin, so that may give us a hint of its age. It outlines several leadership styles; see if you recognize any of them.

Scaredycate Closedoorius | This is the manager who has an “open door policy” when no one is actually in her office. Once the meeting begins, doors are sealed. Anything discussed in said meetings are to be filtered through the perception of the boss to then be translated to staff, customers, or clients.

Likedbyallorus Needium | Great guy, super guy, always smiling, always has time for you. He deals with no actual crises. When the bullets fly, he is unfortunately very busy with other issues. As long as things are rosy and fun it’s a great place to work but conflict or client issues are brushed neatly under the corporate non-answer area rug.

Unwantiate Inputariun | The office is adorned with a bright four color bound document which outlines the company’s story, plans and mantra. Embossed on the front is the phrase “Our People Are Our Strongest Asset”. Through the threshold of the lobby is where that mantra dies a rapid painful death to make room for Unwantiate Inputarium’s benevolent dictatorship.

Lackus Spinearia | Much like Pompom Nobadnoos, this type of leader sits in his corner office praising people when things are good but is unable to make one concrete decision of any substance that will actually move the company forward. Some are amazed a human can stand upright with so little support in one's back. He thinks he’s pulling it off whilst fooling no one.

Some of these leaders walk among us.
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Bossy Bosserton

As our days are filled by commiserating about that stuff that may be missing from our work, we must look at the top. If you work long enough, you will eventually be given more responsibility and perhaps other people who will look to you for direction.

I once worked for a "boss" who felt compelled to raise his voice in every meeting like the alpha male pounding his chest to remind the minions who’s in charge. He also had skin thinner than phyllo pastry, so you didn't dare challenge him or he would get offended or upset or throw a tantrum. Perhaps you've met that guy.

Organizational attrition is rarely documented if one or two people leave every couple of months but over the course of a decade, how much of your team has been replaced? Do you think it could be linked to weak leadership?

The human network is more vital than ever before. Your team does not want to fear you. They don’t want to walk on egg shells around you. They don’t want to hate their jobs. They want to respect you.

Help your team; they don't want a boss.
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Do As You're Told!

I once worked for a "boss" who felt compelled to remind people his title and raised his voice every time he didn't get his way like a five year old who can't have ice cream. Perhaps you've met this guy.

A lot is written and said about the power of human connection but we need to mean it and dig deep on it and live it and embrace it for real. No stakeholder will believe a well-crafted mission statement that says people are important if it’s not proven through action. You can’t pretend to care simply to get someone to do their job. Yelling guy did't care about us.

The human network is more vital than ever before. 

If you have kids, you have experienced a time when they defied you, acted up against your direction or disobeyed you. Discipline can be a justified response but what is the real issue going on? In the enterprise, if an employee has a temper tantrum, they are often reprimanded and sometimes dismissed. It’s not tolerated. But why is it endured when "the boss" flips out?

Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.

Your job title might be on the org chart and your email signature but if you feel compelled to remind your team what it is,,,

You've lost the room.
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Human is the Critical Ingredient

Dear C-suite, V-suite, Directors, Managers, and HR Pros,

Please step away from keyword searches and software forms when looking for smart people to work at your company. It can be hard to sift through hundreds of applicants but it's part of your job.

Don't let laziness or Taleo software or someone who may not have their PhD in resume writing or two-page job description wishlists for 22-year old MBA grads who have 18 years' experience, stop you from finding great people to become part of your culture who will improve your business.

We are missing out on countless opportunities to create teams that will do remarkable work. I think education is important and should be encouraged and celebrated, but let's not lose out to those connections we can make when we step away from the forms and job boards and make a real connection.

That's why we call it human resources.
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Accepted Behavior

8:13 Tuesday morning

Glen is late again for the weekly sales meeting. It’s the third week in a row. He says there’s a lot going on in the morning with day care and school buses and making lunches for the kids and traffic. So the sales manager surveys the team and discovers four other members are dealing with similar issues. She carefully asks the entire team – so to not hinder those who don’t have kids – whether it would help if the meeting was moved to 8:30. Everyone agrees.

8:42 Tuesday morning – four weeks later

Glen is late for the third time. What would you do as sales manager? Most fall into two categories – yell at Glen or ignore it and hope it goes away. Neither is wise. People have kids, families, life outside of work as they should, but the sales meeting is 8:30 Tuesday mornings – moved because Glen couldn't make it for the original 8am time – and if everyone else can make it, so can Glen. There will always be exceptions, but the sales manager and Glen should deal with it and not inconvenience the team again. Or Glen may need to have his future freed up to find somewhere else to meet.

I was speaking with a colleague this week about deadlines. She says a member of her team is habitually late on projects. I asked for clarification whether it was every deadline and she said yes. Every time her colleague is given a target, she misses it.

Several Options

First, you could fire her, which is a bit rash. Second, you could create fake deadlines that are ahead of the real ones so the rest of the team isn't negatively affected by the person who is always late, which is a bit ridiculous. Third, talk to her and tell her if she is late again, refer to the first option. Or fourth, dig deeper on why she’s late – what is the deep rooted reason for this behavior?

It’s easy to say she doesn't respect the fact she’s holding everyone up by being late, but there could very well be a deeper issue here. One thought, she may have never been reprimanded for missing deadlines so her motivation isn't there. It's hard to believe she simply doesn't respect the rest of the team but that can't be ruled out either. Or she may think deadlines are for others and not her.

Two Perpetrators

The person missing the deadline and the person who accepts the behavior own this situation. We don't have difficult conversations because they are difficult but while avoiding a firm chat with one member of the team, the rest will know you’re avoiding the issue and may decide to miss a deadline or two themselves since it doesn't seem to be important. That would be a shame and create a much bigger issue.

Years ago I had to finally let a team member go after he was late seven times. He showed up on that last occasion with a fresh take-out coffee which was a nice touch.

The behavior we accept is often what we continue to receive.
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Kneale Mann | People + Priority = Progress

pretzellogic

Who's the Boss?

As our days are filled by commiserating about that stuff that may be missing from our work, we must look at the top. If you work long enough, you will eventually be given more responsibility and perhaps other people who will look to you for direction.

A friend told me about her boss who feels compelled to raise his voice in every meeting like the alpha male pounding his chest to remind the minions who’s in charge. Perhaps you've met this guy.

Collaboration Personified

Simply because people stay is not evidence of strong leadership. Most people need money twice a month to pay for those pesky things called bills. Organizational attrition is rarely documented if one or two people leave every couple of months but over the course of a decade, how much of your team has been replaced? Do you think it could be linked to weak leadership?

An org chart and a business card does not constitute leadership. The human network is more vital than ever before. Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They don’t want to hate their jobs. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.

Remind them your job title and you may lose the room.
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Kneale Mann | Leadership and Culture strategist, writer, speaker, executive coach engaging leaders, collaborative teams, and strong business results.

officespace | original: jan 2012

The Dreaded C-Word

The responses are interesting when I ask about company culture. Often it's a visceral response. Sometimes it induces a look of bewilderment. Occasionally a dismissive laugh. Who has time for culture? What does culture have to do with work? We need revenue not all that touchy feely stuff.

Culture is a tricky topic. Many have trouble defining, creating, and maintaining it in the work space where deadlines are endless and revenue stress is constant.

The Greyhound Effect

When leaders are more focused on the bottom line than their people, collaborative culture is often replaced by a competition where the prize can never been caught like in a greyhound race. It’s telling how many executives I speak with earmark the importance of people yet often remain the catalysts for a carrots and sticks management style.

My passion is to help leaders and organizations put culture and collaboration at the forefront of their efforts. I'm currently collaborating on a process with a colleague which will help business owners, executives, teams, or companies of any size. It merges culture with measured results. More on that soon.

Berber Carpet and Exposed Brick

A relaxed dress code and premium coffee in the lunch room doesn't create good culture. Open collaboration, fair leadership, and clear direction are a good start.

Make your business an inviting place to work and people will like working there. Open lines of true communication and you will tap into your most valuable resource. If we curate a collaborative atmosphere with people as our focus, business will thrive.

If we focus solely on money, talent retention will remain 
a mystery and revenue will suffer.

Kneale Mann

flickr

Are You a Manager or a Leader?

If you work hard enough, you will eventually be given more responsibility and perhaps other people who will look to you for direction. Most don’t want you to dictate their actions but rather guide them and back them up. A friend approached me about her boss who feels compelled to raise his voice in every meeting like the alpha male pounding his chest to remind the minions who’s in charge. Perhaps you've met this guy.

Collaboration Personified

Simply because people stay is not evidence of strong leadership. Most people need money twice a month to pay for those pesky things called bills. Organizational attrition is rarely documented if one or two people leave every couple of months but over the course of a decade, how much of your team has been replaced? Do you think it could be linked to weak leadership?

A lot is written and said about the power of human connection but we need to mean it and dig deep on it and live it and embrace it for real. No stakeholder will believe a well crafted mission statement that says people are important if it’s not proven through action. You can’t pretend to care simply to get someone to do their job.

Do As You're Told

If you have kids, you have experienced a time when they defied you, acted up against your direction or disobeyed you. Discipline can be a justified response but what is the real issue going on? In the enterprise, if an employee has a temper tantrum, they are often reprimanded and sometimes dismissed. It’s not tolerated. But why is it endured when "the boss" flips out?

An org chart and a business card does not constitute leadership. The human network is more vital than ever before. Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They don’t want to hate their jobs. They need you to lead and help them grow. People will mess up. You will mess up. Your team will make mistakes. You will make mistakes. Your company will have challenges. You will have challenges. It's easy to run a ship on calm water. What you do during these situations is where you will show your leadership.

If you need to remind them of your job title,
you may have already lost the room.

Kneale Mann

2012 Top 10 - Jan 2012 | dimensions

No One Wants a Boss

As our days are filled by commiserating about that stuff that may be missing from our work, we must look at the top. If you work long enough, you will eventually be given more responsibility and perhaps other people who will look to you for direction. Most don’t want you to dictate their actions but rather guide them and back them up. A friend emailed me this week about her boss who feels compelled to raise his voice in every meeting like the alpha male pounding his chest to remind the minions who’s in charge. Perhaps you've met this guy.

Collaboration Personified

Simply because people stay is not evidence of strong leadership. Most people need money twice a month to pay for those pesky things called bills. Organizational attrition is rarely documented if one or two people leave every couple of months but over the course of a decade, how much of your team has been replaced? Do you think it could be linked to weak leadership?

A lot is written and said about the power of human connection but we need to mean it and dig deep on it and live it and embrace it for real. No stakeholder will believe a well crafted mission statement that says people are important if it’s not proven through action. You can’t pretend to care simply to get someone to do their job.

Do As You're Told

If you have kids, you have experienced a time when they defied you, acted up against your direction or disobeyed you. Discipline can be a justified response but what is the real issue going on? In the enterprise, if an employee has a temper tantrum, they are often reprimanded and sometimes dismissed. It’s not tolerated. But why is it endured when "the boss" flips out?

An org chart and a business card does not constitute leadership. The human network is more vital than ever before. Your team does not want a boss. They don’t want to fear you. They don’t want to walk on egg shells around you. They don’t want to hate their jobs. They need you to lead and help them grow. People will mess up, because they are people just like you. Your team will make mistakes, just like you. Your company will have challenges, just like you.

If you need to remind them of your job title,
you may have already lost the room.

Kneale Mann

image credit: news.com.au

Is Marketing Really Necessary?

Marketing is the process by which companies create customer interest in products or services. It generates the strategy that underlies sales techniques, business communication and business development. Wikipedia

We can explain away our behavior. We can justify anything.We can even view marketing as an expendable item on the ledger. If you run a business there are certainties no matter the size of your company.

Ring Ring

You have to have some sort of phone system. It doesn’t have to be elaborate. It doesn't have to be wired to everyone’s smartphone, but you need phones.

Unless staff will be sitting on the ground, furniture is probably a good idea. It doesn’t have to be glass desks and Aeron chairs but you do need something to keep your stuff and your people off the floor.

Did You Get My Email?

You don’t need to get everyone a MacBook and Hermann Miller chairs but you need something that resembles computing devices to get the job done and apparently this Internet thing is quite the craze so you have costs involved in that service.

And there's also salaries, perhaps benefits, training, supplies, utilities, office space, running water, plumbing and other operational items.

Now What?

Assuming you have a great product or service and a business plan, you now have office space and people. But unless your company has self ringing phones, letting people know what you do is imperative to your success.

Marketing is more than advertising. It is how you cement relationships, build referrals and create long-term customers. It is in everything you do and is as essential as keeping the lights on.

Tighten Too Tight

Many have been through tight times and have had to look at ways to cut expenses. All too often the marketing budget is the first to see the knife. The perception is that it is money not yet spent - unlike phones, salaries, computers and furniture.

Imagine how your company would change if you didn't view marketing as a luxury, a channel or a department.  

Kneale Mann

image credit: chadestes
original post: Aug 2010

Is Your Company Socialized?

The Ever-Growing To-Do List

We could probably theorize for the next five years about what channels work best, who knows more, what blog templates are most effective, how to maximize your search results and a long list of things we are all supposed to care about these days.

Last week, the internet connection went down in my office for three hours. I called my provider and in fact there was a problem in the area of my office. It got me thinking how reliant we are on technology. How reliant are we on each other?

Technology meets Human Collaboration

Next week, I have the privilege of writing a guest post for Mark Schaefer. His Grow Community is growing in leaps and I am honoured he asked me to help out. I decided to write about a passion of mine and that is building social business. I will make note of the guest post here as well.

This is a collective out of Copenhagen called Leader Lab which is doing fascinating work in the area of social business.



Kneale Mann

visual credit: leaderlab

Who Needs Marketing?

Marketing is the process by which companies create customer interest in products or services. It generates the strategy that underlies sales techniques, business communication and business development. Wikipedia

We can explain away our behavior.

We can justify anything.

We can even view marketing as an expendable item on the ledger.

If you run a business there are certainties no matter the size of your company.


Ring Ring

You have to have some sort of phone system. It doesn’t have to be elaborate. It doesn't have to be wired to everyone’s smartphone, but you need phones.

Unless staff will be sitting on the ground, furniture is probably a good idea. It doesn’t have to be glass desks and Aeron chairs but you do need something to keep your stuff and your people off the floor.

Did You Get My Email?

You don’t need to get everyone a MacBook but you need something that resembles computing devices to get the job done and apparently this Internet thing is quite the craze so you have costs involved in that service.

And there's also salaries, perhaps benefits, training, supplies, utilities, office space, running water, plumbing and other operational items.

Now What?

Assuming you have a great product or service and a business plan, you now have office space and people. But unless your company has self ringing phones, letting people know what you do is imperative to your success.

Marketing is more than advertising. It is how you cement relationships, build referrals and create long-term customers. It is in everything you do and is as essential as keeping the lights on.

Tighten Too Tight

Many have been through tight times and have had to look at ways to cut expenses. All too often the marketing budget is the first to see the knife. The perception is that it is money not yet spent - unlike phones, salaries, computers and furniture. Marketing is so much more than money.

Is it wise to voluntarily lose your ability to show people how you can help?

knealemann
strategy. marketing. media.

image credit: istock

Boss Types: Recognize Anyone?

I may have stumbled upon what could be the earliest known document on business strategy. The authors, date and origin cannot be verified but the information is just as useful today as when it was first penned.

The work discusses managerial types and as you can appreciate, the titles are in Latin.

Scaredycate Closedoorius

This is the manager who has an “open door policy” when no one is actually in her office. Once the meeting begins, doors are sealed. Anything discussed in said meetings are to be filtered through the perception of the boss to then be translated to staff, customers or clients.

Likedbyallorus Needium

Great guy, super guy, always smiling, always has time for you. He deals with no actual crises. When the bullets fly, he is unfortunately very busy with other issues. As long as things are rosy and fun it’s a great place to work but conflict or client issues are brushed neatly under the corporate non-answer area rug.

Unwantiate Inputarium

The office is adorned with a bright four color bound document which outlines the company’s story, plans and mantra. Embossed on the front is the phrase “Our People Are Our Strongest Asset”. Through the threshold of the lobby is where that mantra dies a rapid painful death to make room for Unwantiate Inputarium’s benevolent dictatorship.

Lackus Spinearia

Much like Pompom Nobadnoos, this type of leader sits in his corner office praising people when things are good but is unable to make one concrete decision of any substance that will actually move the company forward. Some are amazed a human can stand upright with so little support in one's back. He thinks he’s pulling it off whilst fooling no one.

Use Extreme Caution

Unconfirmed reports state there is an entire book devoted solely to Nevergettium Anythingonim but the search continues.

The best way to build a company is through strong respected leadership, solid strategy and an atmosphere of co-creation but not everyone shares that view.

Recognize anyone?

@knealemann
Let’s create experiences, not campaigns.

Disclaimer: if you feel compelled to remind staff you are the boss, you have already lost the room.