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Robert Drescher
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Hi Steve The riskier anything is the more a manager and the rest of the team should be involved, because it helps moderate it. It is also just as important that the person you are pushing to s risky stretch goal, understand that if they fail, you are the one who will accept the blame. This is something great managers do, they give their people the credit when they succeed, by they assume the blame for failure. After all as a manager you are to get your people to do the work, but if you give a job to someone who cannot handle it, when they fail it was your fault, because you should have known better. In truly great organizations this is a fundamental attitude.
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Hi Steve Consistency, trust, respect, integrity, and values, can never be gained through words, they are revealed through actions. A great many companies today try to profess one set, but their action reveal the truth, and these same companies wonder why their performance is up and down like a yoyo. In today's world many consumers know everything about a company, and their buying decisions are rarely based upon price alone, generally you can find as good a price and quality offer from more than one company, you than use other criteria such as how they are seen to decide who will get the sale. No organization can act in a fashion that is not internally part of their make up, so their is zero value in claiming to be something you are not, in fact doing so proves you are not worth doing business with unless you are a dramatically better value.
Toggle Commented Mar 3, 2015 on Consistency and Trust at All Things Workplace
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Hi Steve I like the list and have used a similar set of concepts, whenever I have been involved in generating new ideas. Though I place number 6 which you called gullibility at number 5 and have called it intentional idea openness, generally I push to get several wild ideas, they get people thinking. Numbers 5, 7 and 8 to me work great in group efforts and sometimes it is easier for others to catch similarities than it is for you to do so on your owned ideas. Discipline which is 9th on the list, is something truly lacking in most people today, and much of the reason for its decline, is leadership's constant instant demands to change directions in your work because of the latest fire. One of the requirements of discipline is taking time to do things properly, not rushing constantly on to the next issue.
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Hi Steve I have found that the more discussion you can get from a group of trainees the better they will grasp the concept. In fact it is worth stopping often for discussion during any training session, I like doing it after each key topic. And if possible I like to give them a hands on experience that simulates the topic. Lack of questions and discussion shows me that there are serious issues that need to be dealt with. If your people are so beaten down they do not question issues, make suggestions or ask for help, you have huge problems with a toxic culture. If you bore people you put them to sleep, but unfortunately the sleep level they achieve is no where near deep enough for sleep learning. Excitement means you are getting to their heart and soul, only at the point were the topic becomes part of their core will it really take hold. Even dry regulatory topics can be handled in an exciting fashion, and they should be. With them you can get people discussing the impact of the changes and why they are beneficial.
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Steve it really shows that complicated isn't an answer keeping it simple and dealing with simple issues clearly works not only with fourth graders, but with people of all ages. Give people the right information in a manner that works for them, and you can get the results you are after works, far better than being a boss and barking orders expecting blind obedience.
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Hi Steve I like it very much in fact doing these four things will often not only create learning, but also foster more interest, it may even get you an answer better than what you can come up with on your own. After all there is usually more than one way to get things done, and sometimes a new different idea can actually be better.
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Hi Steve I think this is often much more important in today's business environment, simply because we generally really do not know and thus do not understand most of the people we work with. Life and business is just another part of it revolves around understanding, and until two parties have a true understanding of each other there is no real way to achieve much of anything, because all the parties involved will have on going resistance to any possible change. Once you come to understanding each other even the biggest issues can be dealt with.
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Hi Steve Complexity is just a way to hide the truth or hide from the truth. Life is always far simpler than most people want it to be, you just have to learn to accept it and deal with it, when you do you will get more done, and have more fun doing it. I was once told by a PHd in plant genetics, never use a $5.00 words when 5 cent ones can get the job done. He dealt in very complex things yet he could explain it to people with very limited educations. The world is always full of noise you have to learn to filter 99.9% (things out of your control or those things you have no understanding of) out and act on that 0.1% you know and can actually deal with. If you get that tiny percent right most of the time you will do better than all those trying to deal with all the noise out of their control. In university I had one prof that believed in KISS keep it simple stupid, if you give him what you knew and understood you would never fail, but if you tried giving him the B.S. you didn't know our understand you were dead in the water. Most of our reports had to be boiled down to a one page summary double spaced and in point form, that first page was half your marks, and if you could use less than half the page you got a bonus. Keeping it simple is one of the reasons A3 forms used properly can become a very powerful tool, you don't have thw space to waste with garbage.
Toggle Commented Sep 30, 2014 on Keep It Simple Like Einstein at All Things Workplace
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Hi Steve I couldn't agree more. People that know themselves well can admit their weaknesses look for people to work with them that can compensate for those weaknesses. The arrogant types instead setup failure because they drive the very people they need away because they remind them of their weakness. Leaders rarely need to know anything actually beyond what they do not know, other than how to find people that know what they do not. No one person can run an organization, a good leader handle what they can, and goes out and finds people to handle the stuff they cannot. That is what true leadership really is.
Toggle Commented Jul 15, 2014 on Self-Awareness Matters at All Things Workplace
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I would add a couple To-Dos to the list. Know the people that work under you and what eaches strengths are. That way you can get them to help each other grow. Be humble and honest your role is not to do anything better than they can, it is your role to help them be all they can be.
Toggle Commented Apr 18, 2013 on Coaching Builds Commitment at All Things Workplace
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A great simple jewel of wisdom, if you keep doing the same thing the only thing you get will be the same result.
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It reminds me of some great failures in history when someone decides to build something to serve everyones needs and ends up serving no one needs. Nothing and no one can be everything to everyone, in fact it is impossible to be something to everyone (there are just to many of us). The real key to success is to be something vital to someone, and by being so you will find enough someones you are vital to to succeed.
Toggle Commented Apr 15, 2013 on Grow By Subtraction at All Things Workplace
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Short simple and to the point, thanks Steve. The simple things we want also often require use to do simple things as well.
Toggle Commented Apr 15, 2013 on Leadership's "Big Three" at All Things Workplace
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Apr 15, 2013