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Casual Articles - Leadership - Expectations
Do you know someone with a passion to write and a yearning to be successful, but not exactly overflowing with cash?Do you have a friend with a fledgling writing business that needs publicity, a writer with articles to be published, but a name still to be made in the industry?Here's your chance to help that someone out. You may not be able to promise them publishing contracts, or shower them with money to have them write your memoirs, but you can assist in getting their marketing train out of the
Trashing plays an important role in maintaining a high level appearance in an office building. Indeed, one of the first things a visitor to an office will notice is a full or overflowing trash can. As well as presenting an unsightly appearance, waste material that is allowed to accumulate may become a safety issue.Full cans can become a fire hazard and overflowing materials are a common cause of accidents, such as falls. Waste baskets can also contain partially eaten sandwiches, half empty soda cans
Chances are good that you could probably run down your list of direct reports and provide me with a fairly detailed summary of what each person needs to accomplish by 5 o’clock.
However, what if I asked what you wanted your staff to complete by the end of this week, month and year? Even better, what if I asked your staff? Would they have any idea?
This month, I am going address the challenge of setting clear and meaningful expectations and ensuring that your staff is consistently focused on your expected outcomes.
When I introduce this topic to business owners/managers, I typically get the following response, “CJ, we don’t need to worry about this with my staff, they know exactly what I expect from them.” Unfortunately, after I meet with the staff I usually find that although they have a good understanding of the tactical duties they need to complete each day, they struggle answering the following questions:
What is the direction of your department and the company?
How do your daily duties affect this direction?
In what areas do you excel and how does this help the company reach its goals?
In what areas do you need to improve and how would this help the company reach its goals?
What is your future within this company?
Many managers look at these questions and think, “Who cares if they understand the direction of the company, just get your work done!” This type of thinking is flawed for two reasons. First, if your staff is unable to answer the questions above they will be less likely to effectively deal with challenges on their own (Why is it important that I learn h
1) Know the company and their culture. Are they trendy and artistic or conservative and elegant? Your gift giving should reflect this. Also, global customs vary significantly. Ensure you understand the proper gift etiquette to avoid offending overseas clients.2) Know the client - their likes, hobbies, and interests. When possible, personalize your gift. A theater or sports buff would really appreciate and remember tickets to an event.3) Avoid religious themes or messages. Seasonal themes such
This month, I am going address the challenge of setting clear and meaningful expectations and ensuring that your staff is consistently focused on your expected outcomes.
When I introduce this topic to business owners/managers, I typically get the following response, “CJ, we don’t need to worry about this with my staff, they know exactly what I expect from them.” Unfortunately, after I meet with the staff I usually find that although they have a good understanding of the tactical duties they need to complete each day, they struggle answering the following questions:
What is the direction of your department and the company?
How do your daily duties affect this direction?
In what areas do you excel and how does this help the company reach its goals?
In what areas do you need to improve and how would this help the company reach its goals?
What is your future within this company?
Many managers look at these questions and think, “Who cares if they understand the direction of the company, just get your work done!” This type of thinking is flawed for two reasons. First, if your staff is unable to answer the questions above they will be less likely to effectively deal with challenges on their own (Why is it important that I learn
There’ll never be a better time for a manager working for a business, non-profit or association to ask this question: “Am I getting the public relations results I’m paying for -- the really important external audience behaviors I need to achieve my department, division or subsidiary objectives?”If the answer is no, better get busy and rebuild that public relations engine.Best place to look for an answer to your question is the foundation on which your public relations effort is based. Are the PR
What is the direction of your department and the company?
How do your daily duties affect this direction?
In what areas do you excel and how does this help the company reach its goals?
In what areas do you need to improve and how would this help the company reach its goals?
What is your future within this company?
Many managers look at these questions and think, “Who cares if they understand the direction of the company, just get your work done!” This type of thinking is flawed for two reasons. First, if your staff is unable to answer the questions above they will be less likely to effectively deal with challenges on their own (Why is it important that I learn
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How do your daily duties affect this direction?
In what areas do you excel and how does this help the company reach its goals?
In what areas do you need to improve and how would this help the company reach its goals?
What is your future within this company?
Many managers look at these questions and think, “Who cares if they understand the direction of the company, just get your work done!” This type of thinking is flawed for two reasons. First, if your staff is unable to answer the questions above they will be less likely to effectively deal with challenges on their own (Why is it important that I learn
Owning a detail shop can be an exciting and rewarding business indeed. Many times an owner of an independent Detailing Shop will wish to add those items he/she believes their customers want. Since an independent detail shop is not a franchise or affiliate they can try new things and do what ever they want. They use their knowledge of the industry, a little intuition and luck; it is a best guess issue. For an independent detailing shop entrepreneur; there is no proven business plan to go by, but the savvy opera
Second, if your team isn’t clear how critical their efforts are to the success of the company, it is a lot more difficult to get them to “put in the extra effort”. Managers with this problem often times find themselves begging their employees to stay until 5:30pm, skip lunch or come in for a couple of hours on a Saturday. Before you say, “They’ll come in on Saturday or I’ll fire them”, don’t forget how expensive it is to recruit and train new employees.
So, how do you address this challenge? I recommend the following steps:
1. Set clear, meaningful and simple goals. A powerful set of goals will include input from your entire team and will reflect their own personal and professional aspirations. In addition, these goals must be so clear and simple that they can be memorized and fit on the back of a business card.
2. Create an individual “positional contract” with each employee. This process (and document) should focus on the following;
Detailed discussion of their regular duties.
Summary of how their position helps the company achieves its goals.
List of expected skills to develop/impro
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