Posts Tagged ‘dog’

He walked into the room to deliver the news that the company was going to be looking at the possibility of outsourcing parts of their it services

He walked into the room to deliver the news that the company was going to be looking at the possibility of outsourcing parts of their IT services. It was actually a part of their database management that IT hated and openly talked about hating. So he knew they would be glad to hear that the company would consider outsourcing it. He walked into the room, delivered his news, and was soon flooded with the resignations from his top talent.

What happened?

Another CEO wanted to get closer to all of the employees. He devised an internal message board where he could post all the news of what was going on. He knew that an informed employee is a happy employee and better able to do her job. He posted news about the company selling off some of their buildings and consolidating employees to their remaining buildings. Pandemonium broke out that day and production declined as the employees all wondered, “what is going to happen to us? Is the company losing money? Why would they sell their buildings?” Even though these buildings were like ghost towns with low occupancy.

In each of these scenarios the intent was good. Management was trying to deliver to employees what they thought they wanted. In both situations it backfired and in one case, with devastating effects as they lost their top talent.

There is a point to middle management and I am still baffled by companies that don’t get it. They believe that the new model of sharing information down to all levels is what will bring power to their company. They believe it will empower employees. The reality is that it most often baffles employees and creates a bigger rift between management and employees as well as causes wasted time answering unnecessary questions.

The new model of sharing often reduces senior management to crisis and reactive management and immobilizes the company. People forget that EACH role in the company plays a significant part and each role in the company needs the EXACT tools and information that they need to do their job—not any more and not any less.

To simplify this, let’s look at it in relation to a parent and child. Now please note that I am not saying that employees have the intelligence of a child or should be treated like a child. What I am saying is that they each have a specific role in the family and we should NOT confuse that. If every employee had the skills and tools to be a manager than they would be. But let’s face it, many don’t. And many don’t want to develop them either. They want the security of knowing the hours they need to work to get their paycheck period.

Let’s take the building example and look at it from the parent/child perspective. How do you think the child would react if the parents just came home and said, “We are selling our house and moving”? My guess is the child would be full of questions as the child tries to discover how this new information affects HIS WORLD. He may ask,” where are we moving to? Why are we moving? When will we be moving? Can I still see my same friends? Will I go to the same school? What will my room look like? Will I still have my own room? Where will my toys go? Can I bring my toys?” The parents will be inundated with 101 questions and they had better be prepared for them.

Now imagine what happens to the child if the parents say, “we don’t know. We just know we are selling our house.” The child is left to sort this all out on its own, draw their own conclusions, and pacify their fears. In this situation most people will go to the worse case scenario and panic.

The role the parents play is to PUT the information in to a CONTEXT that the child can understand. The error most management makes is to believe that their role is to DISPENSE information. That thinking will get you in trouble again and again.

It is the child’s role to think about everything they hear and filter it through their understanding of the information at that point and time. They probably can’t project out and understand Mom and Dad’s situation at that time. A job promotion, job transfer, or a layoff is difficult for them to grasp how it will change the family. For many kids, a layoff means Mom or Dad will be home more often. They have a hard time seeing how that could be a bad thing.

Now let me get back to middle management’s role in all of this. Senior management’s role is to visualize the future and push the company in new directions. Employees are the ones that actually do the work that makes the vision happen. Middle management plays the critical role of balancing the two and sharing senior management’s perspective with employees and vice versa. Middle management needs to be the one that employees can easily go to with questions, ideas and clarification. Without this important segment, employees either go to each other or bog senior management down with so many questions that senior management never gets to visualize and work on the future.

So what can you do about this?

Here are some quick tips on making sure that what you say is what is being heard:

  1. Think about what you are going to share from the other person’s perspective. How may they react to this information? What are their concerns and issues? How does this affect their world?
  2. Think about what medium you will use to share the information. Does it need to be face to face? Via video? Via video conferencing? Via the Message board? In order to determine this you need to know what you want the receiver to do with the information you are sharing.

Let’s go back to the first two examples I shared with you. With the IT department, the manager should have approached the group with the IDEA of outsourcing rather than just telling them that they were going to be doing it. That way, if employees complained that they didn’t think it should be outsourced, he could have directly challenged them on how they complain about managing the database and asked them how to effectively solve the issue.

With the building sale, simply adding on WHY they were selling the buildings and HOW it would positively affect the employees would have alleviated all problems.

There is a big difference between “we would like to announce that we have successfully negotiated the sale of two of our buildings on Dogmat campus. We will be consolidating all employees from those two buildings to our existing buildings”

And “In our efforts to always invest our money in our biggest asset-our employees- we have successfully negotiated the sale of our two low use buildings on Dogmat campus. Each of these buildings was less than 30% occupied and we were spending a lot of money maintaining unnecessary space. On top of that our other buildings are only at about 60% capacity. We will be moving all employees from these two buildings over to our existing buildings. There will be no job losses and this is not a move that signifies loss of growth. Instead it exemplifies our desire to keep our company on the cutting edge by keeping our capacity up and freeing our resources to continue our growth.”

The second way, although longer, answers key employee questions, calms nerves, and allows employees to focus on their work rather than on how this will affect their work.

Look at all of your communication from employee meetings to customer meetings to emails. Are you always thinking about the context of how you want your message received or are you merely trying to get your message out? Changing this one thing in your organization can have a dramatic impact on your company.

Lack of motivation must be one of the most used phrases by managers

Lack of Motivation must be one of the most used phrases by managers.  It is the root cause of everything from dirty toilets to bad service. If a guard dog sleeps on duty we say that it is overfed, underfed or old. We never say it is unmotivated. The reason is simple; you will look smarter if you blame the handler instead of the dog.

Whenever the big “M” word is mentioned focus always turns to the supervisee; lethargic, inexperience, lazy, unqualified – amongst a few. But are those labels fair? So called lethargy or laziness could be attributed to stress, bad working conditions, overwork, lack of support and sometime even lack of nutrition.

On the other hand, only operators and technicians have this kind of problem. Why in the world would a manager waste his energy on them?  He can always find ten to replace one anyway, right? Not exactly; because of something called the learning curve. If your equipments are not so new and had been modified a few times, the original manual on how to run these may no longer fully apply. Usually, the only available option is a veteran worker’s memory of his experiences with the machine.

Insubordinate staff? It may mean that you don’t deserve to be a leader to this person. People generally will only show respect to those they think superior to themselves. That means that if the best employees leave you, you will only be left with those more mediocre than yourself. The best salespeople love selling, the best procurers love getting discounts from vendors, the best secretaries love managing their bosses. These are the people whose physical and mental health rides on the market trend graph. Time spent in long-winded meetings is time lost in selling or in negotiating.

There is another element of human need that people forget about. It is human relationship. No worker expects to be treated as an equal to his manager on a work level. Yet it is the right of every human being to expect to be treated as an equal to his fellow man. You do not motivate a person by punishing and demeaning him (unless you are running a quarry with prison labor – some country still practice that I believe). You motivate him by appealing to his proactive side. Say something like “You did great last time.” or “We need you to help us do this.” If you use force, you are saying that you expect him to rebel and you will end up talking to his defensive side.

If you use a demerit system and punish your workers for every mistake, you will not only train them to lie to you, you also train them to form the habit of looking at the clock from the moment they start work. Lying is a defensive system and people become defensive in an environment they perceive as dangerous.

Just stop and think. Who in their honest, right mind would want to make a mistake?

Human errors are usually due to lack of training or stress. The best solution is to find out what happened and to create a workable system to prevent it in the future. Some people will say, “since you forgot to put on the label, next time you must sign on the label and find someone to confirm that the label is correct”. This kind of solution only works if there is a long waiting period for the operator. But if boxes are rushing pass him you will end up with more unlabeled boxes. So be practical, ask him if the new solution will work. [However, there is the rare individual who insists on high risk behavior because it is part of his nature. If you employ a person of such unsafe habits you will be considered liable for any injury on other employees caused by him].

Building an equal human to human relationship is not that difficult. The supervisor must at all times remain the boss on the work level, but he need not be boss at the personal level. If you’re new in town, ask them where you can drink the best local coffee or where they take their families for fun. Allow them to be your teacher and your life will be the richer for it. This will help the scales even out between you.

Your interest must be sincere. Insincerity shows, if not at that point, then at some other point. People have a habit of remembering exactly what you say to them, especially if you are the boss. The trick is to find a topic that you care about, so you remember your opinions concerning it.

Secondly, try to talk to your people as a group, that way you will not be accused of favoritism. You don’t even have to put aside a special time, just join them for lunch or coffee break. Still if an individual says “hi”, don’t scuttle away just because the rest of the group is not there. If you can create an open environment where you can discuss about life and work, you would have created a home away from home for your people. After all, home is a work environment too; cleaning, cooking, laundering and handling teenagers.

Remember to always follow acceptable social and legal etiquettes. When your subordinates talk about a movie, don’t recommend buying a pirated VCD, because you are still the boss and you don’t want to get into trouble. Protect your character and you will earn their respect.

Still experiencing problems? Learn more about the people and their values, then compare it to your actions. Is your work-skirt too short to be respectable? Do you dig your nose in front of your people? Do you treat one person with respect but another harshly? Do you use your people’s ideas without acknowledging their input? You get the drift.

These two days, henan province, xiayi north tsochen liuji village farmers liu bao despite the hot weather, busy mobilizing his relatives to join the farmers co-operatives

    These two days, Henan Province, Xiayi North Tsochen liuji Village Farmers Liu Bao despite the hot weather, busy mobilizing his relatives to join the farmers co-operatives. In the cultivation of mushrooms of Liu Bao seems to join the farmers co-operatives, it means that mushroom production increases, prices increase, income increase.

2005 Liu Bao sheds new two mushrooms, income has been very satisfactory. In 2008 he joined the Xiayi Li source of edible professional cooperatives, so that he reduced the cost of production chains, or the original two sheds, raised the sales price of mushrooms, when Liu Bao income 30,000 yuan. At the moment, in the Xiayi, such as Liu Bao specialized cooperative organizations of farmers rely on the farmers to get rich numerous. “To go get rich road, make strides to join the Association” has become a local farmers doggerel.

Xiayi Committee, the county government in accordance with “Building an association, Hing an industry, the economy of living a rich one people” line of thinking around the grain, edible fungi, vegetables, pigs, fruit and other industries, encourage and guide the leading enterprises, cultivating large, technical genius to set up co-operatives. At present, the county agricultural specialized cooperative organizations of all kinds of 103, join a company member of 11358 people, driven 500,000 farmers in establishing pollution-free agricultural production bases 16, the development of high-efficiency agriculture 50 million mu, and promote farmers increase nearly 10 billion yuan.

Xiayi the formation of specialized cooperative organizations of farmers, flexible and diverse forms, practical and efficient. The main types are: First, enterprises rely on type, namely, “Cooperation Organization + company + farmers” to leading enterprises rely on the formation of cooperative organizations, through contract farming and other contractual contact farmers. The second is to promote science and technology type, namely, “the technology is characterized by the promotion of associations + base + farmers” form. Third, Homo habilis-led to Homo habilis, professional big Cooperation Organization was established mainly for members free of charge to provide market information, unified design packaging and marketing organization. Fourth, the village cadres to take the lead type, and from village cadres appointed chairman of the Association or Co-operative Society, promote the development of the village and surrounding rural economy. 5 farmers spontaneous type, and from like-minded, love the composition of the same farmers around a particular industry or product, to establish a “farmer + farmers” in partnership.

Xiayi professional cooperative organizations to take “voluntary membership, democratic management, risk sharing, share the benefits” principle. The professional co-operation organizations in accordance with production needs of members to launch the service in different ways, some aspects of agricultural production-oriented unified services, unified seed supply, unified processing; some focus on science and technology, agricultural production, new achievements in all aspects of new technologies allow members to share; some focus on the potential of tapping the potential market for agricultural products, to withstand market risks, increase economic efficiency.

Xiayi County Commission continued to strengthen the professional cooperative organizations of farmers support the industry, the development of cooperative organizations of farmers to take “Rotary launched and get a way” approach, substantial improvements in survival and expansion of cooperative organizations environment. County Bureau of Agriculture in cooperation free of charge for the agricultural professional organizations to provide technical support for various industry conditions, the regular training of agricultural technicians and technology leader in wealth and promoted the co-operatives from the “production” to “tech” into erected in an agricultural science and technology achievements into a platform play dial light a lamp to illuminate a large effect.

Professional co-operation of industry, the organization has played an active role in promoting. Xiayi Rural Economic Cooperative and powder industry, Xue Feng Group, Central Plains Mushroom Co., Ltd., Huaihai Seed Science and Technology Co., Ltd., 58 provinces, municipalities and county-level key leading enterprise of agricultural marriage of a steady flow of orders to provide enterprises in agriculture, birth grow flour processing, textiles, wood processing and other industries, and nearly one hundred planting, breeding characteristics and specialized villages. Xiayi kurimoto Mushroom and other professional cooperatives promote the development of Agaricus bisporus county greenhouses to 12000, 600 million square meters, mushroom, Coprinus comatus, Bailing Mushroom, mushroom, etc. 10 million bags, and built the country’s largest production base of Agaricus bisporus, xiayi “Chinese Hometown of edible fungus,” the flagship piece of the country called the louder the more

Showing up on day one for marine boot camp without training for weeks first is like begging to get your butt kicked

Showing up on day one for Marine Boot Camp without training for weeks first is like begging to get your butt kicked.  You need to be in shape both physically and mentally long before you even go speak to your Marine Recruiter.

Week one of Basic Marine Corp Training can be quite a shock upon arrival at Parris Island.  As it is, you will be dogged like crazy right up to your limits, many will break the first day.  You on the other hand will still feel like heck but by being prepared, you’ll avoid much of the shock and others will bear the brunt before you do.

This article pertains mainly to preparing for Marine Corps basic training at Marine Boot Camp, but the lessons here can be applied to any of the armed forces.  Too many recruits show up having done zero research into how to be a Marine or what they are about to endure when dealing with drill instructors.

The physical requirements for the Marines are more stringent than those for other branches and the amount of materials covered is overwhelming mentally.  This article series attempts to help you prepare for your 12 weeks of intense training, beginning with the first week and your arrival at Parris Island.

What I suggest is using the time between signing up and the day you leave to train your butt off.  If it is more than 12 weeks, great.  If not, at least you’ll have head start.

Now I’ll try to give you an overview of what to expect the first week and subsequent articles will deal with the rest of the 12 weeks.

Week  1.  Arrive at Parris Island (West of the Mississippi, you’ll go to the training center in San Diego but let’s use Parris Island for ease of discussion).  For starters, you’ll show up at about 2AM that first night and will be greeted by screaming drill sergeants. 

The DIs will force you to start listening to them while you are still sitting on the bus.  They need to instill discipline and the foundation begins immediately.  Everything they tell you to do has a reason: to turn you into Marines.

You on the other hand will be living in a blur.  You must remember 2 things: 

1. Go whenever or wherever an instructor tells you to
without question.

2.  Forget your name.  Practice referring to yourself as “this recruit” and your friends and fellow Marines as “these recruits” for weeks before you show up and implement this technique the second you are first spoken to by an instructor. 

Never, ever, refer to yourself as “I” or any other recruit by his name or mention “We.”  This alone will keep you from feeling the heat too much that first week.  If you do nothing else, adhering to this rule hard and fast will keep the focus off of you and onto others who are caught unaware and/or otherwise “just don’t get it”. 

Start running 4 miles a day, everyday right now.  Even if you suck at it, your heart feels like it might burst and you are essentially plodding along, you will be much more mentally prepared to go the 3 miles per day that the Marines will expect of you with less trouble, and finish far ahead of the back of the pack and again, keep most of the heat off of you.

Even if you workout, lift weights and can rip telephone books in half, you will not be prepared for the amount of pushups you’ll be required to do.  Here’s a good rule of thumb:  be able to 125 straight pushups and build up to 1000 a day.  Even if you have to forgo some gym time, do it. 

Benching 300lbs, squatting 500lbs and curling 150lbs simply won’t help you when you’re face down in the mud with a DI screaming at you to quit and drop out because you’re struggling with getting to the 600th pushup of the day, its 6PM and the entire company is waiting for you to finish so they can eat.

To recap Days 1-7:

1.  Listen and be prepared to do nonsensical things without questioning them.

2. Give zero advice at this stage to other recruits.  Just follow DI orders unless you are specifically asked to offer your own and then make it short.  On occasion, offer encouragement to those who “get it” but may be physically hurting.  Never try to verbally prod a slacker although physically helping up a teammate at your own expense can sometimes endear yourself to the team. 

It may or may not endear yourself to the DIs but offering a helping hand at the right time is often better than stepping on a fallen Marine just so you can finish a run, for example.

3. Never, ever, ever, refer to yourself as anything other than “this recruit”.  Ever, right from the minute your bus disembarks.  Same goes for fellow trainees – they must be referred to “these recruits”.  The DIs will be specific if they want you to refer to someone by name.

4. Get used to saying “yes sir” and always look everyone in the eye unless specifically asked not to.

5. Be able to run 4 miles in under 40 minutes.

6. Be able to do 125-150 pushups non-stop, (resting in up position), and do 1000 total per day weeks before you go off to marine training.

This is a good start for anyone considering joining the Marines.  Week 2 will be coming soon.  These lessons will at least keep much of the heat off of you and onto those who the DIs would like to get some to either drop out or make serious gains.

You can get the entire Weeks 1- 12 (graduation) by signing up for my free newsletter “Marine Tough” at http://www.thegolfhustler.net/bootcamp.html.  You’ll learn all aspects of physical and mental toughness necessary for all branches of the armed service and corresponding Special Forces.

Thanks for reading, good luck soldier.

Hank Reardon

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