5 Tips

• Be Clear - your people need to know what they are doing, both in terms of actions and the standards that you will be expecting. By being really clear, checking understanding and having it written down makes a big difference.

• Have Patience - accept that people will want to challenge your explanations and that it is your responsibility to ensure that they understand. Enable them, indeed encourage them to come back to you with questions.

• Keep in Touch - by building great relationships with all of your people, you keep open a door which helps them get better clarity
  The Six Sigma Tool and TQM are Not the Same
  Many business people have yet to recognize the difference between the Six Sigma tool and total quality management, also referred to as TQM. Though, at a glance, they do look rather similar, and the Six Sigma tool does indeed employ some of the techniques and strategies that
  nce as well as saving you time chasing others around to deliver what you want.

  5 Tips

  • Be Clear - your people need to know what they are doing, both in terms of actions and the standards that you will be expecting. By being really clear, checking understanding and having it written down makes a big difference.

  • Have Patience - accept that people will want to challenge your explanations and that it is your responsibility to ensure that they understand. Enable them, indeed encourage them to come back to you with questions.

  • Keep in Touch - by building great relationships with all of your people, you keep open a door which helps them get better clarity
    Motivate
    Power tends to corrupt and absolute power corrupts absolutely. When you are the boss of others, the temptation to use your power to control them is always there. However, if you start using this power too much it can bring disorder to your office environment.Think of h
    in terms of actions and the standards that you will be expecting. By being really clear, checking understanding and having it written down makes a big difference.

  • Have Patience - accept that people will want to challenge your explanations and that it is your responsibility to ensure that they understand. Enable them, indeed encourage them to come back to you with questions.

  • Keep in Touch - by building great relationships with all of your people, you keep open a door which helps them get better clarity
    Franchise Opportunity - Questions To Ask The Franchisor - #40
    Finding The Right FranchiseWhether it’s hamburgers, pizza, telecom, coffee, Internet, muffler parts, or seniors’ services, there are Franchise opportunities available to evaluate. There are great Franchise systems, good Franchise systems, and bad Franchise systems. The
    e Patience - accept that people will want to challenge your explanations and that it is your responsibility to ensure that they understand. Enable them, indeed encourage them to come back to you with questions.

  • Keep in Touch - by building great relationships with all of your people, you keep open a door which helps them get better clarity
    Risk Factors in Implementing Total Quality Management in Your Organization
    This TQM article is about Implementing Total Quality Management (TQM) in an organization. It is quite known to the business world that this is not an easy task. However, there is a systematic approach to assess its likelihood of success in implementing TQM provides an early s
    come back to you with questions.

  • Keep in Touch - by building great relationships with all of your people, you keep open a door which helps them get better clarity of your expectations of them. Help that happen.

  • Fine Tune - especially when new roles come along, there may be a need to sit down with the individual and fine tune responsibilities. This doesn't mean weakening, more to show that there is a will, on both sides to make it work.

  • Encourage Others - by setting a great example, others in your organisation will take it on board and there provides an opportunity to share learning and encourage new skills and development.

  5 Questions

  1. How many of your people have clear Performance Expectations?

  2. What percentage of these people have you discussed their understanding of these expectations and the stan