It’s simple to develop responsibilities, titles, direct reports and deliverables. But how will you allow a place of teamwork to resemble reality? The organizational chart is probably necessary for you to chunk up the work, responsibilities and strengths of your business but how you build a great, sustaining and successful company is through your people. There are no short cuts.
If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.
Human Supply Chain
The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.
The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place. She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.
Great Idea
A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens.
For decades we have followed an enterprise model that resembled a flow chart. Nice and clean, easy to follow, department and leaders, directors and work flow. But without an unwavering commitment to the people in your company you may simply be sharing a parking lot and florescent lights for 1,800 hours a year. And the four most powerful words you can use are; “How can I help?” The challenge for leaders who want a successful business is to make their people their top priority.
For real.
__________________________________________________________________
Showing posts with label org chart. Show all posts
Showing posts with label org chart. Show all posts
November 18, 2017
October 27, 2015
People + Priority
If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.
The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.
Org Chart vs Reality
The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place.
She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.
Good idea vs Let them try
A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens. The challenge for leaders who want a successful business is to make their people their absolute top priority.
Let's keep trying!
__________________________________________________________________
Kneale Mann | People + Priority = Profit
New Book out in 2016 – Details soon!
The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.
Org Chart vs Reality
The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place.
She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.
Good idea vs Let them try
A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens. The challenge for leaders who want a successful business is to make their people their absolute top priority.
Let's keep trying!
__________________________________________________________________
Kneale Mann | People + Priority = Profit
New Book out in 2016 – Details soon!
September 24, 2014
The Past Has Passed
What should have been? What could I have done?
It’s all irrelevant now, but for some reason we spend far too much of our consciousness on what happened and what may happen.
Individual Teamwork
You see this in organizations as well. It’s the way we do things around here, we can’t do that at this company, and all the while, we create memes that drive us or worse, stall us. We put up walls because of things in the past, false barriers to stop us from moving forward and progressing.
If you look at an organization, there is a chart mapping all departments and functions. Within those subsections, subject matter experts focus on their areas of proficiency. The sales department create new client relationships, the design team perfect the new line of products, the management team ensure the strategic plan is adhered, etc.
Learn and Move
But how much of our time is spent creating today through our beliefs from yesterday? How often do we break out of the comfort zone – which often doesn't feel very comfortable – and take a leap?
The past can teach us not make the same mistakes twice. But often if we focus on those mistakes, the very behavior we are trying to avoid repeats itself.
I'm often reminded by friends and colleagues that the past simply doesn't matter. The only thing that counts is what we do right now, this minute. Our next one is not guaranteed and our last one is gone.
If we lose the past we can begin to grow.
__________________________________________________________________
Kneale Mann | People + Priority = Profit
david macdonald
January 8, 2013
How Important Are Your People?
If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.Leadership is action, not position.
Donald H. McGannon
The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.
To lead the people, walk behind them.
Lao Tzu
The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place.
Don't try and do everything yourself because you can't.
Anthea Turner
She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.
Organization charts and fancy titles count for next to nothing.
Colin Powell
A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens.
The challenge for leaders who want a successful business is to make their people their absolute top priority. For real.
Kneale Mann
2012 Top 10 - May 2012 | cnn
May 8, 2012
How Important are Your People?
Leadership is action, not position.
Donald H. McGannon
It’s simple to develop responsibilities, titles, direct reports and deliverables. But how will you allow a place of teamwork to resemble reality? The organizational chart is probably necessary for you to chunk up the work, responsibilities and strengths of your business but how you build a great, sustaining and successful company is through your people. There are no short cuts.
If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.
The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.
To lead the people, walk behind them.
Lao Tzu
The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place.
She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.
Don't try and do everything yourself because you can't.
Anthea Turner
A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens.
Organization charts and fancy titles count for next to nothing.
Colin Powell
For decades we have followed an enterprise model that resembled a flow chart. Nice and clean, easy to follow, department and leaders, directors and work flow. But without an unwavering commitment to the people in your company you may simply be sharing a parking lot and florescent lights for 1,800 hours a year. And the four most powerful words you can use are; “How can I help?”
The challenge for leaders who want a successful business is to make their people the absolute top priority. For real.
Kneale Mann
image: msoffice
Donald H. McGannon
It’s simple to develop responsibilities, titles, direct reports and deliverables. But how will you allow a place of teamwork to resemble reality? The organizational chart is probably necessary for you to chunk up the work, responsibilities and strengths of your business but how you build a great, sustaining and successful company is through your people. There are no short cuts.If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.
The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.
To lead the people, walk behind them.
Lao Tzu
The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place.
She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.
Don't try and do everything yourself because you can't.
Anthea Turner
A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens.
Organization charts and fancy titles count for next to nothing.
Colin Powell
For decades we have followed an enterprise model that resembled a flow chart. Nice and clean, easy to follow, department and leaders, directors and work flow. But without an unwavering commitment to the people in your company you may simply be sharing a parking lot and florescent lights for 1,800 hours a year. And the four most powerful words you can use are; “How can I help?”
The challenge for leaders who want a successful business is to make their people the absolute top priority. For real.
Kneale Mann
image: msoffice
April 5, 2012
The Elusive Future of Leadership
The future of leadership can only be done through the lens of the observer yet each of us makes three fatal errors. We assume others think like us and share our sensibilities, we presume our agenda is pure and we presuppose others will remain constant and agreeable while we activate the necessary change.
Titles are Irrelevant
You don’t attain leadership from words on a business card. It doesn’t appear in the enterprise organizational chart like chosen royalty. And you aren’t given a special potion or pill on first day of that new promotion that makes you a leader.
Countless billions are spent each year on establishing markets, creating customer needs and growing revenue. Much of this investment is to attract external clients while very little time or money is spent on strengthening internal relationships. I call it internal customer service. And it is the most important ingredient to success.
Can I Help You?
We all enjoy great customer service yet we rarely experience it on a regular basis. That can also be said with regards to our relationships at work. Somehow there is an expectation that “they” will make it better or “the boss” is the person who ensures the work day is an enjoyable and purposeful experience.
Far too often a promotion is given to a top performer – the best sales person on the west coast becomes the new VP/Sales for California or the person who landed that new multi-million dollar account is named Director of Marketing – but leadership is about people, not client lists. Favouritism, nepotism and bad leadership are not endangered species but give serious thought to how you can make your situation better.
Invest Before Return
In order to lead, you must spend at least half of your time helping your people grow. Yes, 50% of your week must be with your people. That means actual time actually spent actually helping them. The pressure of bottom lines and shareholder values can distract us from our top priority which is making our people better so the entire team can deliver the very objectives the company wants in the first place.
When you ask people who are unhappy at work for the reason, it is rarely the services or products they are working on but rather it is often the people around them. You will hear words like “direct report” or “boss” which become four-letter words.
Whatever You Say
Respect and trust are not gained because someone signs your pay stub every two weeks. Admiration and belief do not appear simply because someone out ranks you.
The future of leadership starts today. Look at your team and the people who may be below or above you on that dreaded organizational chart. Take a leadership position by outlining specifically what you bring to the team and exactly what you need from them to do it even better.
The future of leadership is now
Kneale Mann
image: istock | originally on switchandshift
