Leadership & Teamwork

Free Choice Theory/Reality Therapy Teleconference

Choice Theory & Reality Therapy        

May 20, 2008 --  8:45 - 9:45 p.m. EST

       

This class will preview the revolutionary work of one of the greatest thinkers of our time, Dr. William Glasser. During the call, you will learn the basic tenants and concepts of Choice Theory, an explanation of human behavior; Reality Therapy, a process of self-reflection that encourages problem solution and self-growth; Lead Management, a democratic style of leadership that is not only effective in managing workers, but is also effective with the management of students in the classroom and for agencies working with non-voluntary clients; and Quality Schools, a new way of teaching and managing the classroom environment that creates trust, quality relationships, and improved test scores. Sign up today.

The Role of Middle Management

Question:I am a middle manager and I was promoted from direct line staff. Whenever there is a problem between what my boss wants and what my workers want, I see things from my workers' point of view. However, my boss says that I must express his views and opinions to the workers or I make him out to be the “bad guy.” What is your opinion of this?
               
        Answer: The role of a middle manager is one of the most difficult in any company. In a lead managed system, the role of a middle manager is to advocate for what your workers need to the powers-that-be but it is also to express the wishes and concerns of management to the workers in a way that makes sense and is understandable to them. A middle manager should never be in the position of creating an us against them mentality.

Sometimes, making that transition from direct service to supervision can be very difficult. You tend to be supervising people who were, just a short time ago, your co-workers. Now you are their boss. This can potentially put you in an uncomfortable position. They may see you more as their friend and expect certain privileges because of that. It is possible to remain friendly but still hold your workers responsible for what is expected of them. As their leader, it is your job to explain the usefulness of what management is asking them to do. If you have been instructed to do something that doesn’t make sense to you, then it is your responsibility to seek clarification until you understand the usefulness so that you can explain things to your workers. Conversely, if your workers bring up issues they have of which you believe management is unaware, then it is also your responsibility to relay those concerns. Many times management makes decisions and hasn’t thought through the practicality based on what the job actually requires. Direct service workers have the best vantage point from which to recognize these potential pitfalls.

As I said, being a middle manager is not an easy job. You must find a way to keep the balance. And always remember, if you feel the need to vent, never do that with your employees. Vent with co-workers and supervisors or your significant other once you get home. Do not pass on your negative comments to your workers. This will always damage morale.

If you would like more information about the powerful management system called, Empowered Leadership, check out our e-book  of the same title.

Free Diversity Teleconference

Celebrate Diversity
          May 6, 2008-- 8:45 - 9:45 p.m. EST        

Do you maintain a diverse workforce in your place of business? Do you celebrate diversity? Would you like to learn how to create a diverse workplace that embraces diversity? Register for this call and learn how creating a diverse workforce in your place of business can increase your bottom line and create a more pleasant work environment for you, your co-workers and your employees.

Customer Relations

Customers are our bread and butter. Without them, there would be no income and hence no business. Is there anything that would be too much to do for a customer? Many companies focus on gaining new customers and this is clearly an important activity. However, I wonder what you do to retain the loyal customer base that you already have. We have to look at what we do to nurture our relationship with our customers. This is so critical. If you are not paying attention to the relationship, then it will be very easy for someone else to come in and lure your customer away. It happens in significant other relationships every day. One person takes the other person for granted for so long that the first person decides to find someone else who will pay them more attention. What makes you think customers are any different?

Our loyal customers will bring us new customers, so do whatever it takes to keep your loyal customer base committed to you. Yes, I said to you, not your product. Most people buy from people they like. Your relationship with your customers is more important than the product or service you actually provide. Ask yourself, what can I do to improve or at least maintain my positive relationship with the customers I already have? Don’t neglect them or you will be looking for even more new customers out of necessity to replace the ones who have left.

Quote: Change

"Any change, even a change for the better, is always accompanied by drawbacks and discomforts."
        -- Arnold Bennet

         

This just lets us know to be prepared. Change is inevitable and it is never easy. There are drawbacks and discomforts. Most of the discomfort comes from our strong desire to maintain the status quo and from our fear of failing or the fear of succeeding. This is no reason to resist change. The drawbacks and discomforts of remaining stuck in old ways of doing things will far outweigh the discomfort of change in the long run. Overcome the fear and embrace the concept that life is about change.

Book Review: Who Moved My Cheese

Who Moved My Cheese?
        By Spencer Johnson, M.D.

         

Who Moved My Cheese? is a very simple, anecdotal story about two little people, Hem and Haw, and two mice, Sniff and Scurry, who are faced with change. All of them handle the situation differently. Someone has moved their cheese supply and they must move through a maze to find new cheese or risk the possibility of perishing. Of course, Sniff and Scurry being mice, go off quickly in search of new food using their animal instincts. Hem and Haw are not so quick to seek a solution. They stick around waiting for the old source of cheese to reappear, until finally, Haw realizes that there may be benefit in searching for new cheese. Consequently, he has to leave his friend, Hem, behind because Hem is not at all interested in leaving the place where the old cheese was. We never do find out what happens to Hem. This book can literally be read in an hour and is so illustrative of the different ways we all respond to new situations in our lives. As we read the story, we can identify ourselves and others we may know in the characters.

It was a book that I read during a very turbulent time at my job. We had two executive directors and one of them was asked to leave by the board. The one who left is the one I had experience with for many years. I really liked and respected her as a boss. I did not want to see her go. I was not the only one with this reaction. The entire company was polarized and emotions were high. There were many Hems in the agency, who refused to believe the change was happening. There were several Scurries, who hurried up and left the job. The rest of us were some combination of Sniff and Haw. We ended up sniffing out the best way to manage and most wound up adapting to the change. I highly recommend reading this book during a crisis like that or an expected change that could have far reaching effects. It can help individuals focus on the bigger picture---are they going to adapt or perish?

         

              Click here to order this book

Change: Who Moved My Cheese

Have you read Spencer Johnson’s book, Who Moved My Cheese? This book is an excellent description of the four possible characters in the Change Game. In the book, the first character was a little person named Hem. Hem was afraid of change and believed it would make things worse. He avoided it at all costs. The second character was a mouse named, Scurry. Scurry ran around in circles, just attempting to do something, anything. Sometimes he was right, sometimes wrong but he was constantly in motion. The third character was a little person named Haw. Haw was slow to figure things out but eventually he adapted to the change and realized that the change could bring something better. However, the real winner was the mouse, Sniff. Sniff jumped into action early, sniffing out the terrain and making a choice on what to do next. He adapted the quickest.

Which character are you? Find out by taking our Adaptation to Change Assessment. Then determine which character you like to be. What would you have to give up to be the character you really want to be? Would you like to make a plan right now to implement these changes into your life? It will require a commitment and a good plan.

This is where a coach can be helpful. When you identify an area in your life that requires some attention and you commit to making the necessary adjustments, it’s strange how life gets in the way sometimes and we revert back to our previous ways. A coach is someone who can keep you on track and pointed in the direction of your goals. A coach will support your progress and hold you accountable for the goals you set.

Check out our multiple coaching packages that can be tailored to meet your specific needs.

       

Effectively Managing Change

One thing in life is certain---change. Things never stay the same. If you are hoping for the status quo, then I’m afraid you will be disappointed. Just think back to how things were five years ago and you will realize that there is so much that’s already different in a very short time.

I’m sure there are some of you who know people who refused to adapt to the computer age. I still know some “old timers” who want to use word processors or even typewriters instead! Imagine. What's up with that?

        Well, when change comes we have several options, some of which are more adaptive than others. Let’s take a look at them.

The first option is to refuse to change or adapt to any new circumstances, just like the person who still uses a word processor. These are generally people who are afraid of change. I also think that underlying that fear is the fear of being inadequate. When change requires new learning, as it often does, some people don’t think they will be able to master the new skills so it is easier to simply renounce the changes than adapt. The problem is that these are the people who are left in the dust.

The second possibility is the slow starter. These people usually start out in one of the first two mentioned roles---either refusing to change or anxiously running around trying to figure out what to do about it. They do not like change any more than the next person and they resist and resist until one day, they realize that the change may actually bring benefits. Once they see that there is a payoff for them, they fairly easily do the necessary things to adapt to the change.

A third possibility is what we see in the over anxious people in our midst. You know who they are. They are the ones who are always making mountains out of molehills and have a nervous energy about them whenever confronted with a novel situation. They imagine all the possible scenarios about what could occur and seem to just go around in circles. They don’t adapt to the change; they just worry themselves sick over it.

The final and most rewarding possibility are the people who understand that change is a part of everything. When we stop evolving, we start eroding. These people welcome change, in fact, they frequently generate it. They realize that change is what makes things happen. Change propels us forward. These people are quick to make the necessary adaptations and suffer the least from the inevitable.

        Do you recognize your own character in any of the above descriptions? See who you are most like by taking our Adaptation to Change Assessment.

Free Time Management Teleconference

Time Management
  April 15, 2008 -- 8:45 - 9:45 p.m. EST

Protecting our time is important. We all have the same amount of time in a day. It’s what we do with it that is critical. Do you find yourself doing things you really don’t want to do or spending time with people who take more than they give? These are examples of not protecting your time.

Your time is your gift to spend, as you will. You can spend it wisely or you can waste it. It’s your choice. However, one thing you can’t do is get it back to do over again. Learn how to manage and prioritize your time in a more efficient manner.

Supervision Open Door Policy

Question:I don’t know how to be the kind of supervisor my boss wants me to be. I am told to have an open door policy but my staff keeps interrupting me all day and I never get my own work done. What can I do?
               
Answer: Well, it seems I keep talking about balance lately and this is no exception. There is a way to have an open door policy AND get your own work done. It involves having posted open door times. Let all your staff know that if they need you, there will be certain times that you are accessible to them. They must also know that you are always accessible for emergencies. If a staff person violates this by interrupting you during non-available times for other than emergencies, then you must do some education to help him or her understand the difference between a problem and an emergency. During times you are unavailable, close your door, ask your secretary to hold all your non-emergency calls or arrange for another person to handle them and concentrate completely on your own work that must be done. This will be a win/win/win proposition for you, your staff and your boss.