Tag Archives: management

MANAGEMENT

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SOME GENERAL EMPLOYEE MANAGEMENT TIPS!!!

Ultimately the manager or boss sets the tone of the workplace. If the manager is competent, optimistic, almost always in a good mood, greets workers before work, is willing to give advice and ask for advice when appropriate, engages in solving problems, gives appropriate praise or rewards for work well done, fairly punishes or disciplines when necessary, shows concern for the emotional state of employees and empathizes with them, is kind and considerate, has a sense of humor, and generally has a positive can do attitude then you can’t really ask for much more.

The ideal manager has integrity, is moral, trustworthy, not pretentious, dependable, competent, respected, a good communicator, and has emotional intelligence. Respect is usually earned with time so trying to maintain respectability under almost all circumstances is important for the long haul.

Emotional intelligence: n. the ability to accurately assess a human’s emotional circumstance and to proceed to communicate appropriately and/or to motivate samer human to achieve a goal(s)

Emotional intelligence (EQ) is the ability to impulsively control your impulsive desires to express intense anger, fear, hatred, jealousy, frustration and not offend or greatly threaten the human whom you are communicating with and not stimulate them into defensive intense emotional reactions. It is the ability to communicate these “negative” emotions where appropriate in a calm controlled way.  

EQ is also the ability to confidently communicate loving, caring, empathetic, praising, or inspiring emotions which motivate a human to do their best at achieving a goal(s).

Emotional intelligence can be used to do good and/or bad things and to some extent it is also the ability to manipulate other humans to achieve desired goal(s). That is why managers with high emotional intelligence are sought after in business and institutional enterprises.

Good management means mostly staying emotionally cool or businesslike, listening intently to complaints, suggestions, or problems needing a solution, asking questions and follow up questions to pinpoint the problem, not arguing but being in discussion mode, attacking or trying to solve the problem without personal attacks, getting feedback on the progress of a job when necessary, being courteous and being polite can help in some instances, maintaining high standards of work and good behavior, and not micromanaging.

Employee disputes should be addressed by listening intently to both arguing sides, asking for or giving possible solutions, not taking sides and so not trying to embitter or create unneeded drama and hurt feelings, and letting the employees work it out for themselves if possible. Communicating your expectations and having a clear plan in mind on what to do is important in any dispute and job performance issue which needs guidance.

Mentoring and delegating authority in small steps may be done for employees who hope to advance in the organization to a managerial level.

A written warning can be issued and a little time given to resolve performance issues of a serious kind which may result in firing if not corrected.

We might mention that there is a big difference in managing well defined jobs such as cashiers, stock personnel, and janitors where you can be more authoritative and strict in your management style and managing a team of specialists who are all working together to fulfill project goals.

Managing a team of specialists or creative personnel where you have no detailed knowledge of their job skills is mainly a question of assessing possible cost of the project, length of the project time wise, number and type of personnel necessary, resources needed now, during, and at the end of the project, getting skillful feedback on progress during the project, and finally having the emotional intelligence to keep everyone motivated and working hard at achieving the stated goals of the project.

What you say to your employees and the tone of voice is also important. Sincerely saying good morning, how are you doing? anything new? how’s your family? is everything going smoothly? and any problems? can show a genuine interest in the well being of an employee. Saying – sorry I was wrong, I made a mistake, it was my fault, I could have done better, or laughing at an error shows humility and makes you more respected since employees realize that you are not claiming to be perfect and have some vulnerabilities.

There are many types of incompetent managers who may also have personality problems. They are not confident that they will climb the corporate ladder any further and are fearful that their job will be replaced by someone lower in the pecking order. They may be secretive and sometimes exert their authority with bossy threats, rudeness, and inconsiderate behavior. Added to this they may have a high turnover of employees fearing that one of them will eventually replace them and that they will be without a job or have to move on to another one. If you are this kind of a bad manager then you deserve what you will ultimately get-replaced.

Summarizing one could say that it is most important for a good manager or supervisor to be authentic and not pretentious, to motivate, communicate well and often enough with employees, and be a manager who is willing to learn something new and improve one’s job and human skill set. A good manager is a good role model, a leader, a teacher, a motivator, and a disciplinarian if necessary.

If you are interested in more detailed management knowledge then read a book on emotional intelligence such as Emotional Intelligence 2.0 by Travis Bradberry, and use a search engine to look up topics or words used in this article such as motivating employees, feedback, communicating in the workplace, leadership, teamwork, solving problems, disciplining employees, toxic employees, etc.

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BRIEF SUMMARY OF 13 TIME MANAGEMENT AIDS AND FURTHER DETAILED EXPLANATIONS!!!

Don’t multitask

Set deadlines for important tasks before they are actually due

Minimize distractions

Ensure mental alertness with healthy food and drink, a good night’s sleep, morning exercise, and rest periods during work

Schedule important tasks during your most productive hours

Remind yourself by looking at a written schedule

Batch your tasks in order of priority

Refuse additional commitments unless it is an emergency

Keep your workspace organized

Manage your stress with breaks during work and after work

Try to divide big tasks into smaller tasks or serial steps

Daily set aside some free time for emergencies and needed research

If permitted, work overtime to meet your daily schedule

Make a time schedule or logbook of your daily activities for two weeks with minute details such as going to the rest room and texting or talking on the cell phone.

Grouping or characterizing the activities is the hard part. For a job schedule you may have categories such as supervisory duties, meetings, appointments, communications via cell phone or computer, routine tasks, infrequent or unexpected tasks, break time, customer time, cleanup time, planning time, waiting time, and even doing nothing time or killing time.

Becoming a more efficient worker is hard because you have to analyze each

category and ask yourself. Should I spend less or more time on the category? How important is the category? Can the category be changed, improved, eliminated, or given to someone else? Can I take on more tasks or categories?

A parenting, managerial, technical, sales, and routine job are very different jobs and managing your time in each job category varies widely.

If you are stuck in a routine boring repetitive job then there is very frequently nothing much that you can do to improve it.

If you have a technical job then your primary means of improvement may be developing more technical skill either through learning or on the job training.

If your job is mostly managerial then you should concentrate on trying to improve on your emotional intelligence or communications skills.

If you are a parent trying to become a better one then sharing your experiences with other parents with children and getting feedback or reading parenting books may be a logical way to improve.

If you are in sales then there is a big difference in selling software or selling cars. For car sales things such as speedy delivery, color, size, extras, and brand popularity are frequently more important than the actual functionality or details of the product. Salesmen have to come across as someone whom the customer can trust and establishing quick rapport or trust is a skill few humans have in abundance. Good sales humans have excellent human skills and can deal with all kinds of personality types rich or poor.

Planning ahead is very important in time management and looking over a schedule the night before or reviewing a schedule of things to do before the job starts is a very useful tool.

If you are forgetful then by all means write down your tasks or assignments and the deadline or when they are due and your approximation of about how long it will take.

Make a To Do List with things which have to be completed and update it daily and make it electronically available to your boss and coworkers so they know your workload and will hopefully not overload it.

Stay organized by clearing your work desk and computer of clutter or useless info. Organize everything so it is readily accessible when you need it.

Try to schedule important meetings or events early in the morning which is usually the time when you are working most efficiently or when you are at your best.

Try to fence humans out during your most productive hours. Do not disturb signs are the old way of doing this but you can block out times on your electronic schedule or be short and dismissive if you are interrupted.

Based on your time on the job you can come up with an approximation of the time it takes for you to handle unexpected delays or small rush tasks or communications. Set aside that extra hour or two for delays and you may not have to work overtime each time unexpected obligations arise during the day.

Cut back on your verbosity with family, coworkers, and even boss and stay on topic or subject and try not to diverge. Try to be as brief as possible and to the point in businesslike fashion.

Write down important information about a phone conversation if you are the forgetful kind and usually briefly talking over the phone is quicker than a memo to that human.

Meetings can be a big time waster if humans are not given the agenda ahead of time or if there is no agenda, if the meeting is not held in the morning but at the end of the day when most do not function efficiently, and if there is not a time limit placed on each agenda topic to encourage speedy resolution.

Protect your time from being hogged by others and simply standing up during an encounter can discourage idle conversation about irrelevant topics. Not having your desk chair face the door, having only one guest chair which needs pulling out, keeping your door shut or partially open can reduce interference times, and simply saying no I’m busy are all ways to discourage chit chat.

Learn to delegate authority if you are the manager.

You can greatly reduce procrastination or even eliminate it if you have a To Do List and actually follow it.

Don’t turn down jobs which seem to be outside your realm of expertise. It may be a test to see if you can do more and you may even get a promotion and pay raise out of it if you succeed and do it well.

If you feel insecure about an assignment because of lack of knowledge or experience then try to get that knowledge from coworkers or other sources before you attempt it.

Use free time during travel time to gain new knowledge, communicate with humans, prepare for the future, or just use the time to rewind or relax.

Take 5 or 10 minute breaks during the day to wind down or do some relaxing to avoid burnout.

At home save time by combining trips out of the house to more than one destination, organize your home, train your family to get accustomed to a normal routine which is relatively predictable, control your offspring access to the internet and TV, and try to live close to work.

Reward yourself with a tasty organic snack, herbal tea, organic fruit and/or vegetable juice, or a break after completing a task successfullyIf it is not convenient then your favorite treat is acceptable.

If you liked this evergreen truth blog then read more of them, about 4300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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QUOTE BY WARREN BUFFETT!!!

fotorcreated

If you liked this evergreen truth blog then read more of them, about 3800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 646!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3600 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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HOW TO BE SUCCESSFUL IN BUSINESS!!!

no-secrets-to-success

To be successful in business you basically need to be in almost total control of yourself and that means being emotionally intelligent or being in control of your emotions with an ability to communicate well with humans. Surrounding yourself with confident, competent, talented coworkers and workers and networking with successful humans is vital for business success in the long duration.

Not everyone in business wants to be a leader in management but if you want to manage then there are the important things which you must know about emotions, career, employees, coworkers, communications, and bosses. Geoffrey James gives a pretty comprehensive detailed list of what is important to know under the listed categories. Here is a link to his rather comprehensive article on the “secrets” to business success.

http://www.inc.com/geoffrey-james/37-secrets-only-successful-people-know.html

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16 IMPORTANT LEADERSHIP TIPS!!!

LEadership-banner1-300x194

Hiding things from your employees leads to uncertainty or suspicion which is an erosion of trust and makes them less respectful. There may be a time to hide the fact that there will be massive staff reductions since revealing this too far ahead of time may lead to some very qualified workers leaving for a new job. Other than this very unusual situation it is never good to hide things from your employees.

Being empathetic is a major key of emotional intelligence. If you understand the emotional state of an employee and can address their problem appropriately they will respect you more even if you convey news to them which may not be that pleasant. If you show them that you heard them out and acted accordingly with proper empathy you will not break the bond of trust which should exist and there will be greater acceptance of a circumstance.

The new generation due to technology is rather poor in interpersonal social skills, have bad emotional intelligence, and have an inability to handle interpersonal challenges well. Get them to interact personally with peer groups or communities and network with humans in person as much as possible so that they benefit from older more socially experienced humans.

Face the truth no matter how uncomfortable it may seem to you. It can be the truth about yourself, your workers, your customers, or your product deficiencies. If your product is substandard and your workers are not performing well then try to address the problems and move forward courageously trying to fix things.

Know your own weaknesses and those of your workers. Find or hire workers who will strengthen your deficiencies and those of your workers so that the business moves forward with strengths in all the necessary areas of expertise.

Don’t be emotionally aloof and ignore your worker’s emotional needs. Emotionally intelligent leaders interact with their workers in an empathetic way and express an interest in their personal feelings and interests outside of work. The more that you know about your workers and the more they know about you the more they will admire and respect you and empathize back thus forming a more positive bond of trust with you. It will no longer be an “us” and “them” mentality which is not a cohesive psychological force in the workplace.

You are ultimately responsible for the quality of the work and the esprit de corps of your business. That means hiring competent workers, getting rid of disruptive or incompetent workers, and motivating workers to do their best on the job.

In today’s dynamic and uncertain business environment which is constantly changing the primary objectives or vision of the company should not get lost and should be repeated. Even though the personnel and structure may have to be altered or changed from time to time the primary focus or goals of the company should not change radically. If new software and new products results in customer dissatisfaction then the lines of communication should be open so that appropriate changes can be made in a timely fashion.

The most successful leaders are those who surround themselves with smarter workers than the leader himself. If innovation is a necessity then these smart humans can use their exceptional skills to try new approaches which will keep the company competitive and at the forefront of current practices. The insecure micromanager surrounds himself with workers just like him with limited skill sets which prevent them from contributing much to innovation.

Mentor potential new leaders during relatively long waiting durations for mundane tasks. Using your relatively long periods of inactive free time to mentor young workers is time well spent. Mentor your current workers with leadership potential and hire some workers who will become future leaders. Shaping and molding future company leaders is vital to the overall success of a company in the long duration.

 

Don’t dwell in the past telling new team workers how great your old team was. They will begin to wonder why you chose to leave if it was such a great experience. Motivate new team workers to work towards future goals without emphasizing your past successes too much.

Have a clear vision of the future, communicate it to your workers, and motivate them to work towards or achieve that vision with your guidance. Knowing WHAT workers are working for in unison is a great motivator.

Competent leaders with good character, emotional intelligence, and integrity are knowledgeable, trusted, admired, and respected and don’t have to force compliance to the rules with threats, intimidation, humiliation, and demands or don’t have to micromanage the workforce to get things done properly.

Confident leaders lead through values, vision, and vulnerability and arrogant leaders often lead with fear, threats, blame, and ego. Emotional intelligence evolves gradually with time based primarily on selfawareness and knowing whether you are motivating workers primarily with positive approaches or resorting to too many negative tyrannical or bossy techniques.

Look like a leader with businesslike sharp posture, clothing, and looks and not an overly casual or disheveled laid back posture and looks.

Practicing curiosity which is basically asking relevant questions and getting truthful answers stimulates learning, collaboration, and potential innovation which is becoming more vital in a rapidly changing business environment. Not being curious favors a judgmental, blaming, telling, and shaming approach to leadership which frustrates workers, creates conflict, and impedes collaboration, innovation, and understanding.

If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 421!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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4 STYLES OF LEADERSHIP AND WHERE THEY MOSTLY APPLY!!!

4.3

There is the slightly tyrannical leadership, the mentoring leadership, the teamwork leadership, and the servant leadership.

Some of the characteristics from all four styles of leadership are used by some enlightened leaders to fit the occasion or circumstances.

Broadly speaking slightly tyrannical leadership can be successfully used with jobs which are well defined and frequently repetitive in nature. Jobs where punctuality is important and doing all the right steps in the job in the proper order.

If an employee fails to perform the defined responsibilities well enough then a threat of firing may be used or the employee is shown how to do it right. If showing enough times still results in failure then termination of employment may occur.

The tyrannical part here is demanding a job to be done a certain way efficiently and failure to do so results in firing. Examples of where slightly tyrannical leadership may be necessary is in the fast food business and for trade workers who are expected to perform their jobs competently in a timely way or else!

Demanding acceptable performance of a job under threat of firing for failing to do so is slightly tyrannical leadership.

Tyrannical leadership management also frequently exists if the manager is afraid that some new talented employee will be good enough to replace them and they will be out of a job. Heavy turnover of employees is frequently the way that tyrannical managers keep their jobs relatively secure, especially if there is not room for advancement in the company for these tyrannical leaders.

Mentoring leadership is basically a teaching role and delegating responsibility to a relatively large extent to teach company operating procedures to ambitious employees who want to rise through the company through greater and greater responsibilities and gaining competence along the way.    

Some employees would love to be mentored in a job but unfortunately it is a time, energy, and money investment which the leader must be willing to offer and in real jobs mentors are relatively few in number unless they are actually looking for a good replacement for themselves if they plan to be promoted in the company or want to leave the organization or company.

Teamwork leadership is vital when coordinating a group of specially talented humans with diversified skills who need to work together harmoniously on one grand task or project. Google, Facebook, and other highly innovative tech companies need talented group leadership to make all the diverse specialties come together to form a high quality functioning product or products.

Servant leadership with a partial emphasis on humbleness, modesty, and humility with a tolerance for humans who betray you is only common skills applicable to charitable organizations and government social workers helping the poor, handicapped, and socially problematic humans, some even with criminal records.

When dealing with dysfunctional humans or ones with severe handicaps the servant approach can work and make those helped feel that there is a leader there who cares about them no matter what they may do with their lives.

Mother Teresa is frequently glorified as a great servant leader but unfortunately the competitive business world for the most part is far removed from practical application of servant leaders or leadership. Could Mother Teresa really lead a Fortune 500 company?  I sincerely doubt it!!!

 

If you liked this evergreen truth blog then read more of them, about 1600 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE IDEAL JOB AND ONE THAT YOU WILL PROBABLY NOT FIND!!!

best_job_in_the_world

There are 9 characteristics of the ideal job and a high probability that you will not land in one because of human incompetence and selfishness.

You will have much opportunity for advancement.

Your bonus structure will greatly supplement your income.

If you are a salesman your territory will be protected and won’t change.

You’ll get extensive training as necessary.

You’ll have scheduling flexibility so you can work from home sometimes.

You’ll get assistants to help you if your work load becomes too burdensome.

You’ll get more exciting or better work once you fix the problem that exists in the department or once you complete a specified project.

You will be working with supportive members.

You will have a competent manager or boss.

The truth is that –

Not all jobs have room for advancement unless the boss dies, changes jobs, or gets promoted.

Bonuses and salary increases may be paltry at most.

If you are a sales human with designated territory then it may be broken up into smaller territories.

Extensive training is costly and you may be denied it due to budget cuts or lack of free time.

You may never be able to work from home due to security reasons or job rules.

Instead of getting assistants to lighten your workload, it will just grow larger and more stressful.

Once you fix the problem in a department or project you may be assigned to a mediocre position or even get fired.

You may find your coworkers to be uncooperative overly security conscious humans who are hard to communicate with and may fail at doing things efficiently.

Your manager or boss may be handicapped with slight, even complete incompetence or not have enough emotional intelligence to communicate effectively with you. At worst the manager or boss will try to rule with threats of punishment or through fear and intimidation and will be disrespected by almost everyone for the basically tyrannical managerial or bossing style.

CONCLUSION:

Not all jobs are perfect and meet the 9 criteria listed but you may be satisfied with less than the 9 specified if you are desperate or realistic enough.

Your job may not be that skilled and you may be considered a replaceable part, the business may be very hierarchically structured with seniority playing a major role, and the business may be run according to old rules which discourage innovation and advancement within the organization.

That being said it is up to you to determine what kind of a business you would like to work for and it is always smart to ask ahead of time for examples of workers within the company who have succeeded in the path which you hope to follow.

Employers like to paint a rosy picture of their organization and may BS you to some extent. It is ultimately your responsibility to get them to prove what they are saying by asking for concrete good examples of happy and successful personnel during a job interview. The humans who started out where you did and made it to where you want to end up is important information to know from your new employer.

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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Enjoy!!!!!!

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If you liked this evergreen truth blog then read more of them, about 1200 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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A SIMPLISTIC OPEN DOOR POLICY OF LEADERSHIP!!!

Open-Door-Policy

Bill Treasurer gives a rather simplistic view of leadership calling it an “open door” policy and cites Johnny Carson as opening the doors for many other comedians. The obvious flaw in this reasoning is that Carson never intended for any of the comedians to take over his job eventually and unfortunately that is the situation which in reality often exists if you mentor a new employee who then becomes better than you and threatens your job.

It is an idealized form of leadership which few are talented or competent enough to put into place in the workplace but there are important lessons which can be learned about leader and led relationships. The attempt here is to transform a fearful, remote, somewhat tyrannical leader into a fearless, engaged, and nurturing one which is very hard to do if you don’t have these characteristics as part of your personality to begin with.

 

Here are 7 helpful important good fearless leadership tips.

Give humans a break or permit them to try and possibly fail at important tasks is important.

Have emotional intelligence and know how to motivate humans through confident optimistic rewarding communications.

Give some talented humans with potential a second chance at proving themselves if they fail on the first try.

Give opportunities to others too and not just to your personal favorites.

Be open to feedback and try to improve on your leadership skills as well as the skills of your employees and grow in excellence together.

Try to be a caring leader and find out about personal details especially about personal goals and present frame of mind or don’t be a remote leader with little or no knowledge about employee’s needs and desires.

Learn to delegate authority and develop or mentor future leaders who will use similar leadership skills to your own.

 

I use Bill Treasurer’s own words about the belief that leaders should be the creators of opportunity for others not stultifyers of opportunity.

“In contrast, the concept of leaders as the “creators of opportunity for others” is

straightforward, though it can prove difficult to implement. To become “open-door leaders,”

most executives must change their mind-sets, which takes hard work. Old-style leaders see

everything as a problem, threat or risk. This negativity infects the people they lead, who

become pessimistic and fearful. Employee morale plummets, and performance suffers.

Such “problem-focused leaders” make people worry about the future in the mistaken belief

that fear is the best way to motivate employees. These leaders are easy to identify, not least

because they commonly voice the thought, “What keeps me awake at night is…”

Problem-based leaders live in and communicate fear. They want everyone around them

to be just as scared as they are. Open-door leaders have a positive frame of mind. They

see problems as challenges and opportunities they can exploit for the common good. Their

upbeat attitude encourages their followers to be optimistic and hopeful.”

In a nutshell Bill is trying to replace leadership fear with an encouraging fearless symbiotic relationship with employees. If you are insecure about your job and fear losing it then unfortunately this positive approach may not work for you very well.

It takes balls, competence, and considerable talent in emotional intelligence to be a fearless confident leader with a teamwork frame of mind.

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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7 THINGS NOT TO DO WHEN STARTING A NEW MANAGERIAL JOB!!!

 

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Being a new manager in a job is basically starting out developing a good reputation and getting things done properly along the way. Peter Guber does an excellent job of suggesting the 7 major things which can derail or even end a successful start at managing new personnel. 

Perhaps the biggest mistake which can be made is not investigating or doing enough research into the new organization and personnel before actually making important decisions about the organization and its personnel. You have to know how well the current system is operating before you can start taking steps to improve it the way that you would like to see it work.

Striving for a teamwork approach rather than tyrannical selfconfident or selfindulgent bossing is what makes for great and successful management in this day and age.

https://www.linkedin.com/pulse/my-first-90-days-beware-7-deadly-sins-starting-new-job-peter-guber

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT HUMAN RESOURCE POLICIES+

HR-Management-Key-Skills

There is a little fear about giving employees references when they move on to other jobs or are fired. When fired the provable reasons are undependability, less productivity than required, and bad communication skills or bad teamwork players.

Attendance records and completed tasks are objective standards of evaluation and the subjective parts which don’t have to be proved are communication skills or getting on well with coworkers and/or the boss or manager.

In a good recommendation you merely have to say that they were dependable, productive, team players and the reverse if it is a bad recommendation. Honest communication between employers is desirable and fear of being sued should not be a serious consideration if the reasons are broad or general enough and not specific or arguable reasons.

Timely attendance or punctuality is vital in a retail establishment dependent on customers. If a worker comes in slightly late and spends an hour overtime without pay at the end of the day then rigid punctuality should not be an issue unless there was an important meeting to attend at the very beginning of the work day.

Making a bell curve for employee performance is junk science and not an objective standard of evaluation because the tasks assigned to the employees are not alike and it will just cause unneeded stress in the workplace.  Demanding employees to measure up or to do the impossible or be constantly striving to be at the high end of the bell shaped curve will kill objective just motivation.

Simplistic attempts at disciplining or threatening an employee with three strikes and your out is stupid management. It is possible that after two or even one colossal failure that the employee has to be fired and what also must be considered rationally is whether the failures all occurred in a row or were distributed over a relatively long duration. We all fail sometimes and if it is not frequently enough then it should be no reason for being fired.

Opportunities for advancement should be available within the organization. If you are just a replaceable part always functioning under the same rules then you have no possibility of improvement or advancement and will probably go elsewhere where potential advancement is not only possible but encouraged.

Delegation of authority is one way to accomplish a feeling of movement within an organization so that an employee feels that they are advancing forward in their job career if they have managerial potential. Opportunities for educational advancement or training in skills required in other departments is another possible motivating factor which keeps a job interesting and not in stagnation mode.

There are still many boring repetitive jobs filled by unsatisfied employees but these are not progressive companies with a bright future in this competitive technologically changing business environment.

Obsession with measurement of employee performance with parameters like keystrokes, volume of words used, time spent on subset tasks, time spent doing email or texting, and other senseless parameters or variables is never going to be a foolproof method of evaluating employee performance. As a manager more time should be spent worrying about how to motivate properly with emotional intelligence rather than on micromanaging details and keeping track of minutiae.

An employee will either be efficient or inefficient in how they work and your job is to motivate the efficient ones and get rid of the inefficient ones sooner rather than later after they have done too much damage to the organization and employee esprit.

Good business management and hiring is knowing the difference between technical expertise, a well defined structured job, teamwork human skills, and job experience.

If there is no job experience then there should be some kind of mentoring program within a company to in effect apprentice the new employee.

When hiring a manager emotional intelligence is of primary importance although the best of both worlds is one with emotional intelligence and good technical knowledge or skills. Managing technicians with emotional intelligence alone is bad company policy and business survival in the long run will not materialize.

The technical expert will play an increasingly important role in the businesses of tomorrow and the probability is great that many will be introverted, have little emotional intelligence, have mediocre language skills, and not be very fond of idle chit chat.  Managing them will be very challenging but it can be done. Even your average employee will probably have relatively poor communication skills because of so much time spent on social media and cell phones.

If you liked this evergreen truth blog then read more of them, about 1200 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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10 SIGNS OF BAD MANAGEMENT!!!

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The bad manager tries to manage through fear and frequently threatens to fire an employee and has a high turnover rate with many firings.

The bad manager lies to customers and employees and is not respected or admired because there is no trusting environment established.

The bad manager does not know how to motivate employees with earned praise and appropriate rewards and privileges.

The bad manager creates a bad political atmosphere pitting one employee against another thus creating more conflict than cooperation in the organization.

The bad manager always complains that employees are not working hard enough when he or she themself put forth very little effort.

The bad manager publicly humiliates employees and puts them down thus ruining morale.

The bad manager micromanages employees and interferes in the work process more than necessary.

The bad manager ignores or does not listen to complaints, suggestions, and differing opinions or ideas and doesn’t value employee feedback.

The bad manager assumes an arrogant stance that he or she can do no wrong or never makes mistakes, takes credit for all successes, and blames others when things go wrong.

The bad manager gripes about his or her dysfunctional personal life and just proves that not only is he or she disliked at work but that humans in his or her personal life also dislike him or her.

CONCLUSION:

A good manager can be respected and feared if he or she is honest, competent, and just in the treatment of employees. A lying, incompetent, and unjust manager who just tries to manage through fear alone will almost always be a failure and there will be terrible morale among the workers.

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

common_sense (1)

 7 MAJOR CHARACTERISTICS OF GREAT LEADERS AND WHAT THEY MEAN!!!

up up away

Charismatic (the ideal leader is charismatic and that means that they have as many of the 7 following characteristics in abundance as possible)

COMPETENT (the ideal leader is competent or has a history of success in leadership positions, is experienced, skillful, and knowledgeable enough to know with feedback what to do and radiates confidence and determination and has an exceptional memory for names and events.)

INTEGRITY (the ideal leader is honest and moral which creates a trusting bond, respect, and sometimes admiration and loyalty from the led.)

STRATEGIC (the ideal leader has vision and can keep a focus on long duration goals and communicate this to others and has the courage, ambition, boldness, commitment, and stamina to keep pursuing the long duration goals.)

EMOTIONAL INTELLIGENCE (the ideal leader can interact and communicate well, has an intuitive sense, is aware of or has empathy and frequently senses how another feels and what they basically have to do, has composure and rarely loses emotional control, is optimistic, encouraging, and inspirational or is a good motivator.)

ACCOUNTABILITY (the ideal leader is responsible and expects responsible behavior from employees who are expected to follow contractual, legal, and moral behavioral rules. The leader knows how to delegate some authority, especially  to those with leadership potential, and how to keep humans accountable for their work with appropriate rewards and punishments which frequently are verbal praise, helpful criticism, promises, an occasional threat, and not necessarily always physical consequences in the short duration but physical consequences are important in the long duration.)

CONTROLLING (the ideal leader is decisive and judgmental or is not afraid to take control and make decisions when they have to be made, is flexible or resilient and can adjust goals to unexpected circumstances, can be creative or is open to new tactics to achieve goals, is selfefficatious or confident that goals can be achieved, and has a sense of humor when shit happens.)

HUMILITY (Finally a great leader is not a braggart and has the humility to understand that success at reaching important goals is the result of team effort and not just personal effort. Understands that much of the success is due to the efforts of all the team members of an organization and gives earned praise to successful team effort. A great leader also has the humility to know that the customer of his information, service, and products needs to be satisfied with quality output  and good customer service or the business or organization will not survive in the long duration even with a monopoly.)

CONCLUSION:

A competent leader must have competent employees and if  the employee does not meet the necessary criteria for excellence then the leader must have the courage to replace, fire, and hire the employee at will.

Finally a wealthy pinnacle leader who has stopped promoting and effectively leading must pass the baton to younger and more capable competent leaders or in effect delegate most of the authority which they have accumulated over the years.

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

TYPES OF EMPLOYEES YOU SHOULD CONSIDER FIRING

youre-fired

Not many employees fall into strict, stereotypic, extreme bad personality types which are readily identifiable but if your employees have two or more of the nine listed undesirable characteristics in abundance then you should seriously consider firing them.

http://www.inc.com/ss/kevin-daum/9-employees-you-should-fire-today#0

If you liked this evergreen truth blog then read more of them, about 900 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

THE TRUTH ABOUT SMALL BUSINESS

small_business

Being a new small local business has disadvantages.

You can’t qualify for wholesale prices,

your advertising will cost more than you anticipated,

you will have cutthroat competition,

you will have to find a way to be better than the competition,

you will have problems hiring and training reliable workers,

you will have problems finding a good location at reasonable cost with high customer traffic if you need high volume,  

you have to thoroughly understand the finances and profitability of the business and can’t run it by the seat of the pants,

you will need enough capital to stay in business about 5 years before you actually make a profit if any,

you will have a hard time finding trustworthy competent business partners if you want to expand the business in the future,

and you will be working much more than 40 hours a week.

About 8 out of 10 new businesses fail so the odds are against you unless you already have extensive experience and knowledge about the business logistics and already know how to run the business at a profit.

https://uldissprogis.com/2013/04/27/8-things-to-consider-before-opening-a-local-business/

If you liked this evergreen truth blog then read more of them, approximately 600 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

Enjoy!!!!!!

6 BAD BUSINESS AND RELATIONSHIP HABITS

Swimming With Alligators

ANGER, BLAME, AND ATTACK

Anger is the first impulsive response for many humans when a rule is disobeyed, when a mistake is made, when a job is not done on time, when someone opposes your opinion, or when someone behaves badly. Anger is an emotional attack on a human sometimes followed by blame for being stupid, careless, not punctual or reliable, disobedient, and shamefully guilty.

Sometimes anger expressed by a loud voice at young unreasoning offspring is a valid signal that they did something very wrong or very bad. It can be an emotional threat not to do a very bad behavior again or punishment such as privilege removal or spanking will follow.

With adults anger is frequently the wrong attitude because it puts the offenders in a defensive mood and they will get upset or angry too and frequently feel that your anger is unjustified.

An open minded approach is best where you ask a few questions first and try to get at the real reason why a rule was broken or a mistake made. Whether the violation was intentional or unintentional is important and if it was unintentional then they shouldn’t get blamed but you should both try to work out a plan of action and a promise that it will not happen again if possible.

“Do you know what to do so it (the violation) doesn’t happen again?”  This puts responsibility squarely on the shoulders of the offender and if they honestly don’t know how to avoid doing it a second time then you can calmly discuss and offer advice on how to avoid a similar failure in the future.

A disobeyed rule, mistake, or bad behavior may happen more than once and it may be your job as an authority figure to dish out appropriate punishment if it is starting to become a bad habit. Revoking privileges, threatening with firing, and actually firing an employee may have to be done if the disobedience or bad job performance becomes intolerable or unbearable or threatens the smooth operation of the business.

Very frequently we feel that our opinions are valid or true and if someone opposes them we might feel angry and want to start an argument. With adults it is best to ask why they have an opinion or belief about something which is much different than yours. You may learn that there is more than one way at looking at things, doing something, or reaching a goal.

Frequently opinions about politics, religion, and sports will be much different than yours and you should learn to live and let live without arguing since those topics will seldom affect job performance or your life in any significant way.

STUBBORNNESS, INFLEXIBILITY, AND DEFENSIVENESS

A stubborn, inflexible, and defensive authority figure is a tyrant who thinks they are always right and insists that all their demands are to be met without questioning permitted.  The typical attitude is “I have done it this way for years and we will continue to do it my way into the foreseeable future.”

As with all rules there are sometimes exceptions to them in real life. An authority figure who doesn’t understand that there are rare exceptions to rules or that there is more than one way of achieving a desired goal and that one way is more efficient than another will fail at just leadership many times to the detriment of the organization.

Not keeping open communication with employees and encouraging input in the form of new ideas or new ways of doing something better means that the business will stagnate and not be open to improvement with new technology or better operating procedures.

Tyrannical leadership occasionally works managing low level workers with unchanging defined tasks but it is a terrible failure when trying to achieve teamwork in an organization where each employee can make new vital contributions at reaching team goals. Teamwork means flexibility and open two way communication between members and leadership.

CONCLUSION:

Anger, blame, and attack whenever possible should be replaced by discussion, assigning responsibility, and giving a human a second chance at doing something right.

Stubbornness, inflexibility, and defensiveness whenever possible should be replaced by some open mindedness, some flexibility, and cooperation, especially if teamwork is involved to achieve a goal or goals.

With young unreasoning offspring anger and stubborn discipline may be necessary to stop very bad behavior before someone gets hurt but in adult good relationships anger and stubbornness will only create unnecessary  barriers to good two way communications and mutual problem solving.

If you liked this evergreen blog read more of them and read one or more of my evergreen books, especially COMMON SENSE.

Enjoy!!!!!!

5 STEPS TO DELEGATING SMARTLY

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Delegation means having an employee do part of the job which you are usually responsible for doing on your own.

Delegation can create trust between you and a deserving employee and he or she may feel that you are giving them a chance to improve their skills and give them some hope that maybe in the future they may be able to do your job in the organization or to do your job in another organization if they chose to leave at some point in the future.

If you yourself also hope to get a position of greater authority in an organization then you will be able to recommend the delegated employee for your position in the organization and gain a satisfied loyal employee and this may be very useful if you need his or her help at some point in the future.

Here is a link to the article in inc.com by Peter Economy which describes nicely the 5 most important things which you should consider when delegating authority.

http://www.inc.com/peter-economy/5-steps-delegating-wisely.html

If you like this evergreen blog read more of them and read one or more of my evergreen books, especially COMMON SENSE.

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SOME USEFUL GENERAL ADVICE ON STARTING AND RUNNING A START UP BUSINESS

Business-Plan-Strategy-Paperwork

Here is a link to useful general advice on starting and running a start up business.

http://www.inc.com/ss/17-startup-founders-on-how-become-insanely-successful#0

If you like this evergreen blog then read more of them.

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8 STEPS IN ANSWERING CUSTOMER COMPLAINTS

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Listen carefully and completely to a customer complaint.

Don’t quickly and completely disagree with the customer since this will immediately create an adversarial confrontational response from the customer which will just make existing anger even more intense.

Rephrase the complaint or complaints in your own words so that the customer feels that their complaint has registered or been acknowledged.  

You can empathize with the customer by apologizing for the inconvenience to the customer with a simple “sorry” or agree with the customer complaint and maybe even say that you are upset too about the problem before offering a solution.

If you are not sure that there is a solution then ask them what will make the customer happy and they may surprisingly offer a solution to the problem which may be acceptable to you and ensure continued customer loyalty.

Calmly offer a solution to the complaint if there is one or refer them to someone who can answer the complaint, especially one higher up in authority, if you can’t do so yourself for some reason.

In this technological era with much communication done via emails an unresolved customer complaint may be referred to an actual qualified human who can have a personal conversation with the customer and try to resolve it by phone.

Most problems can be resolved with a replacement, a refund, or a discount on the product.

 

If you liked this evergreen blog then read more of them.

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7 HIRING TIPS AND 15 GENERAL INTERVIEW QUESTIONS FOR ENTERPRENEURS OR TOP LEADERS

Consulting-Interview

There is a fundamental difference between a managerial role and a strong technical role which employees have to fill. The ideal combination for a leadership role is a human with strong human skills who also has the most technical skill or knowledge in the industry. Few humans are exceptional leaders and most can be classified as good potential followers.

Another basic principle to keep in mind is to hire someone with personal appeal or charisma and talent who has had previous experience in an almost identical job. Teaching a graduate to lead or perform on the job without prior experience and failure is a very risky approach and can potentially lead to much failure in a real responsible job.

A smart approach to hiring is to hire slowly, ask all the right questions, verify some important answers, fire fast, and trust your intuition.

Hiring slowly means interviewing more than one potential candidate and following up an interview with a second one, especially if there are still important questions to get answers to which arose out of the first interview.

Fire the new employee quickly if they are untrustworthy, don’t work well with others, or turn out not to have the skills which they claimed they had on the resume and during the interview.

Trust your intuition and if you are afraid of discrimination claims don’t hire someone just because they are a friend, of a certain sex, ethnic group, or religion but don’t meet all your objective standards for employment.

 

The ideal candidate is a talented, confident, trustworthy, dedicated, selfmotivated, fast learner, passionate, energetic, not afraid of change, and wanting growth or more responsibilities in a job.

Before the interview do reference checks and check profiles on Facebook or Linkedin.

 

The kinds of questions which can be asked during an interview are endless but here are some 15 suggestions for leading questions which you can follow up with more relevant questions which obtain more information about the same general question:

Who or what interested you in wanting to work for the organization?

Why did you leave or want to leave your past or present jobs?

What role or work would you like to ideally perform in the organization now and in five or ten years?

What are your short and long range goals in private life?

What are the competitors to the organization and what are your personal opinions about them?

What were your greatest successes and failures on previous jobs?

What were the best and worst experiences which you had on the job?

What are the types or characteristics of humans which you work best with?

What are your work strengths and weaknesses?

Did you frequently work overtime on your previous job and why?

Out of all your previous jobs which was the most satisfying and why?

Out of all your previous jobs which was the worst and why?

Do you have a very good memory for names and places and experiences?

What are your favorite heroes or heroines or humans who you idolize in private and public life?

What do you like to do in your free time away from work?

 

If you liked this evergreen blog then read more of them.

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10 THINGS LEADERS SHOULD KNOW HOW TO DO

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Here is a link to an article by Steve Tobak in inc.com. There are many more leadership skills which can be included as very desirable and I have written about many of them in my evergreen blogs if leadership is of concern to you.

http://www.inc.com/steve-tobak/10-things-leaders-must-learn-to-do.html

6 QUESTIONS LEADERS AND WORKERS CAN ASK BEFORE MAKING A DECISION

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Asking WHO, WHAT, WHERE, WHEN, HOW and HOW MUCH before making a decision can be extremely helpful.

HERE ARE 24 SAMPLE QUESTIONS WHICH WILL HELP DECISION MAKING:

 

Who will help me or do it?

Who needs help?

Who is the problem?

Who is responsible?

 

What needs to be done?

What is the problem or what is causing the problem?

What do I do next?

What does he, she, or they do next?

What will increase efficiency?

What will increase teamwork?

What will you need to reach your goal(s)?

What is the best choice or choices?

What needs to change?

 

Where do we meet?

Where do I go?

Where is the best place for that?

 

When will it start?

When will it get done?

 

How will you do it?

How long will it take?

How many will you need?

How do they feel about it?

 

How much time will it take?

How much money will it take?

Finally one can ask WHY do we have to make decisions? So that the business or organization will survive and we will all have jobs to support our lifestyles.

If you liked this evergreen blog read more of them and read one or more of my evergreen books, especially COMMON SENSE.

Enjoy!!!!!!

10 MISTAKES SOME LEADERS MAKE

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 Being a traditionalist in a fast changing business world:

Unless you are the manager of a fast food business which doesn’t change much from year to year you are making a mistake if you like the way things are and want to keep it that way without change.

In a technologically changing world trying to maintain a status quo is going to hurt business in the long run if you don’t work towards a more efficient and competent workforce and new and better products.

 

Whining and trying to avoid responsibility:

If you are a pessimistic whiner who is constantly making excuses and blaming others for problems you will never be respected and it shows that you have bad judgment about accountability and an absence of confidence which demonstrates an almost total absence of leadership ability.

 

Being deceptive and not honest and sincere:

Manipulatively misleading your workers about your true thoughts about them and their performance is a form of lying and you will lose respect, trust, and efficient teamwork once the deception is exposed as it inevitably will.

 

Behaving dictatorially or tyrannically:

Trying to turn everyone into yes men and women without considering or using valuable feedback from workers who are dissatisfied or have better ideas on how to run the business will eventually lead to firing from someone higher up the hierarchical power structure.

 

Making empty threats:

If you threaten someone with punishment or the withdrawal of a privilege then follow through with it because you will lose credibility. If you make too many idle threats soon no one will believe you or be intimidated by the threats and you will start losing your power to get things done.

 

Craving power:

If you are a politician or bureaucrat then craving power can be a useful motivating force. If you are running a business then getting rich through the application of just rules and the achievement of worthwhile goals which benefit the customer should be your primary concern.

 

Ignoring the truth:

If you primarily listen to weak minded yes men and women who sugar coat the truth and tell you what you want to hear and not what you should hear which is the truth then you will fail sooner or later.

 

Making promises or commitments you don’t intend to keep:

Failing to follow through on a promise or commitment intentionally is a form of intentional lying and you will lose respect, trust, and obedience from your workers in the long duration.

 

Being grandiose and delusional:

Grand visions of a company as a goal and trying to get there speedily when it is not based on facts or reality will only lead to failure.

 

Doing what you know is wrong or against the rules:

Sacrificing good principles of leadership and behavior for greed or fear of repercussions and trying to cut corners may work in the short duration but in the long duration it will only lead to failure on a massive scale.

 

If you liked this evergreen blog read more of them and read one or more of my evergreen books, especially COMMON SENSE.

Enjoy!!!!!!

5 MINIMALLY AUTHORITARIAN SERVANT LEADERSHIP PRINCIPLES

Servant-Leadership

SERVANT LEADERSHIP is probably a foreign expression to most of you but it is a relatively new form of leadership where the boss tries to nurture or care for his employees so that they can optimally learn and perform in their jobs.

Servant leadership implies that the company is not a rat race where you have to claw your way to get to the top and use deceptive tricks to get there.

Servant leadership is a significant departure from authoritarian top down management control and optimizes the concept of teamwork leadership. Leaders don’t have to fear the personal whims of an authoritarian boss who is primarily interested in keeping his job at the top and does not want others to aspire to it.

In a growing expanding company servant leadership provides more of an opportunity for promotion and advancement within the company and encourages company loyalty.

1. In servant leadership the boss shares his leadership with his staff and considers their needs first. It also means that the staff is also taught to be servant leaders so that the needs of those working under them are considered first and so on down the line of management responsibility.

2. Formal feedback mechanisms are set up at work and informal ones about four times a year in personal homes or restaurants where feedback is also encouraged. Feedback means that opinions are sought about how to better run the organization or company and it is a time when new or better ideas are solicited and encouraged.

3. All leaders are anonymously evaluated once a year on a scale of one to ten and if they score lower than an 8 they are reevaluated six months later and held accountable for their performance. Everyone is held accountable.

4. Those employees which don’t work according to the core values of the company are eventually let go or fired.

5. All employees have access to the same information at the same time and if this is not possible with emails then a smartphone app keeps everyone informed on a timely basis so that everyone remains connected.

CONCLUSION: Servant leadership is most effective when the leaders have stock in the company and feel that they have a personal stake in the success of the company. This way the leaders are also rewarded monetarily for the success of the growing company.

 If you liked this evergreen blog then read more of them.

Enjoy!!!!!!