Fundamentals of Effective Management

Delivered in Chicago several years ago...it's a candid and informational look at a few essentials to effective management.

For information on additional topics for keynotes and training seminars, go to: http://www.joanncorley.com/Topics.html

The No. 1 Reason Why Good Managers Fail to Become Great

By Sean Silverthorne | December 23, 2010

Most organizations have only a few great managers. This is a sad state of affairs since many more managers are smart, capable, and could be much better than they are now.

So what’s stopping this improvement?The short answer: the managers themselves. Good managers fail to work hard enough to improve themselves. They reach a certain level of proficiency — good — and stop there, according to Harvard Business School professor Linda Hill and her collaborator Kent Lineback.

“Managers rarely ask themselves, ‘How good am I?’ and ‘Do I need to be better?’ unless they’re shocked into it. When did you last ask those questions?” they ask in the latest issue of Harvard Business Review.

What are your first steps toward improvement? Start with a clear realization of what managers do, namely that they are responsible for the performance of a group of people. This work is achieved through exerting influence that “makes a difference not only in what they do but also in the thoughts and feelings that drive their actions,” write Hill and Lineback.

Once you understand what you do, the authors offer some great methods for managing yourself, your network and your team. I especially liked their section on what you can do right now (Prep, Do, Review) to improve performance. Read the full article Are You a Good Boss — or a Great One? on HBR.org. The authors also have a new book, Being the Boss: The 3 Imperatives for Becoming a Great Leader

Are You Prepared For 21st Century Leadership?

There has been a study released conducted by the well respected Center for Creative Leadership, where this question was posed, “Do the leaders within your organization have the skills they need to be successful in the future?”  Several thousand leaders participated in the study, the results of which produced a list of key skills necessary for leadership success.

Here they are:

1. Leading people: directing and motivating people.
2. Strategic planning: translating vision into realistic business strategies, including long-term objectives.
3. Managing change: using effective strategies to facilitate organizational change.
4. Inspiring commitment: recognizing and rewarding employees’ achievements.
5. Resourcefulness: working effectively with top management.
6. Doing whatever it takes: persevering under adverse conditions.
7. Being a quick learner: quickly learning new technical or business knowledge

I would say no matter what level of leadership and management you hold, the ability to do these things well will make a difference in your leadership success.

This is pretty cut and dry and I wanted to post the list for your self assessment and reference.  YET, the other critical and essential question that must be asked in conjunction to this question is this: “Do your leaders have the qualities (different than skills) to effectively lead your organization now and into the future?”

Revealed in the study referenced above are answers to this question, though the question was not posed in my way.  What was recorded were other qualities leaders felt that they had that were valuable, but  considered not as important though necessary.

• building and mending relationships,
• compassion and sensitivity,
• cultural adaptability,
• respecting individual differences,
• composure,
• and self-awareness.

WHAT!…not as important…ghez!  This study again reveals the great disconnect between qualities, functional skill and effective leadership.  In fact the very qualities listed about are EXACTLY what is needed to execute the original list with some measure of success.

We’ve got to begin to see that business IS behavior and the qualities that drive it.  To expand on this, please download my expanded article The Behavior of Business. For those who do get it, you will set yourself apart and help lead your company to greater profitability no matter what role you have!
Get here: http://www.joanncorley.com/uploads/The_Behavior_of_Biz_-_c.pdf

Managers Expected to Coach Workers Every Day

Managers expected to coach workers every day...hugh?

Nearly nine out 10 firms expect their managers to deliver coaching as part of their day-to-day work, according to a new survey by the Institute of Personnel and Development.

The vast majority of employers believe coaching can deliver tangible benefits to both individuals and organisations, said the Institute. The majority of employers planned to increase the use of coaching over the next few years, it added. 

The research also found that coaching provided by a manager or supervisor is becoming increasingly popular as the value of sustainable on the job learning is recognised in the workplace. 

However, research also suggests that if coaching is to deliver these significant benefits, employers need to ensure that their line managers are provided with up-to-date Manager-as-Coach training to be able to deliver the results.

 -Training & Development. -2008. Management Issues News

My Comments:

I have to say, there is a huge gap between stated expectation and reality...even belief vs. reality.

As one who has talked to thousands of Managers across North America...many do not have the thought of coaching in the repertoire, let alone know how to do it.

In fact, I've discovered a vast majority of managers have little to no training on the basic fundamentals of management.

True belief is supported with action and investment.  What are your beliefs and practices surrounding the skill of coaching in your organization?

The Struggle and Need for Innovation - Is it Only Lip Service?

I received the following trends alert related to the role of innovation in our current corporate life. By the way, this is a worthwhile thing to subscribe to!

The point of this post is my comments after the alert. Please read!

Herman Trend Alert: Innovation and Entrepreneurship February 24, 2010

For years now, we have seen a growing trend towards "Innovation" being a leading
focus for corporations worldwide. A new book from Robert C. Wolcott and Michael
Lippitz, "Grow from Within: Mastering Corporate Entrepreneurship and Innovation"
(McGraw-Hill 2010), provides a roadmap for effectively creating innovation in
organizations.

Wolcott is the founder and executive director of the Kellogg Innovation Network
(KIN), "a unique forum for select executives and innovation managers to meet and
discuss internal and industry-wide challenges, business growth, risks, and
successful strategies, with academics from the Kellogg School of Management".

Discussed in the book, "Innovation Radar" (IR) grew out of an understanding that
"innovation is about more than just products and technology". Companies can
innovate in any area. Using IR, executives look at 12 dimensions of innovation;
the chart represents all of the activities with which companies can add value.

The valuable part of IR is that it provides a bridge between strategy and
innovation and gives executives the opportunity to have all of their questions
and answers (hopefully) before they begin the strategic process.

Wolcott suggests that entrepreneurs. . ."Be clear about their objectives. Be
clear about their questions. Recognize that "we [often] only see the things for
which we are looking".

The authors also talk about some corporate initiatives that promote innovation,
like IBM's "Global Innovation Outlook" programs and "Innovation Jams". In these
unique in-person and online events, IBM engages people from a wide variety of
enterprises to solve global challenges facing humanity.

In "Saving America: The Generativity Solution" by Robert R. Carkhuff (HRD Press
2010). Moving past any obvious political overtones, Carkhuff believes that the
lack of economic freedom hamstrings entrepreneurship. Defining Generativity as
"the capacity to generate a new idea", the author also provides an organized
approach to innovation. “The Generativity Solution” is the application of
"generativity" to all areas and levels of human endeavor: individuals,
organizations, and all components of the community, culture, and economy. And
that is only the beginning.

Expect innovation to become increasingly important, as the nations of the world
look for answers. Wolcott is right: "Corporate entrepreneurship in all of its
forms is the strategic answer to the challenge of economic growth."
************************************************************************************
MY COMMENTS:
Yes in fact, innovation is now more than ever critical as our economic engine sputters along. And yet, here in lies the concern and the reality check. As someone who comes in contact with thousands of managers and team members across North America each year, here is what I've discovered is the reality.

Conformity is the desired behavior! Many people in management and leadership positions have a very low tolerance for diversity and difference and these elements are essential components to innovation.

Many in the very positions who have the power to champion and foster the very innovation needed don't have the emotional intelligence or ego management to create and support the environment necessary for the very thing needed to occur!

I suggest we partner the concept of innovation with the fostering of divergent and contrary thinking. Can we as leaders in the business community handle it? We'll need it to move our economy, businesses, and country forward.

Coaching Question: What is your tolerance for people who are dramtically different from you in every way. How do you feel or handle when people disagree with your position in a definitive and dramatic way?

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Solution to Less Women in the Sciences - Have Female Professors

In my previous post regarding the brain drain. There was a portion of the post that addressed our kids interest in math and science.

Now add to that another dimension...how this trend impacts women in business leadership - the ripple effect of women under represented in STEM (science, technology, engineering and math) fields. There is a gap in executive leadership, particularly in these fields.

That dilemma is discussed in this incredibly interesting article that addresses a study about leadership succession.
Title: A Formula for Success - Want more women to study science? Hire more female professors.

So let me add to my previous suggestion of having teachers who are able to stir interest and continued curiosity. Looks as if we need a strategic effort to nurture and recruit more female professors in higher education as well.

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Best Buy Scores - A Brilliant Brand Management Idea

Best Buy has initiated an idea that I suspect will be long on return on investment in multiple ways from brand management, to employee motivation, building company culture, and I'm sure you can think of more.

As if they don't have a significant corner of the market already, they will up their brand awareness with a clever campaign to find the best carolers from their employee ranks for commercials this holiday season, conducting their search from coast to coast. They are filming all the stages of the search, turning them into episodes, and posting them on Youtube for all to see.

I'm thinking will Best Buy be a happier place to visit while holiday shopping? My experience with them is they in general are pretty friendly and helpful. Let's imagine the vibe when you go in now as they combine their holiday promotions with boasting employee morale, making their employees the stars of the show this holiday season.

I wanted to blog about this to springboard ideas from this idea in these areas: increasing brand awareness, brand perception, boosting employee morale, employee motivation, nurturing a fun company culture, and with all that contemplating how the bottom line might be impacted.

I hope the powers that be will be tracking the results of this initiative and I can't help but think that it might drive more buyers into the store this season. We'll see.

Here is Episode #1 (it's fun to watch and does have a bit of an American Idol feel to it). There are more episodes posted.

An Updated View of Workforce Readiness

If you are in the business of employee training and development, corporate training, or education and training then this is a MUST READ post.

According to the article associated with the link to follow, our incoming workforce will not be adequately equipped to deal with the needs of the 21 century workplace and economy. This is an alarming educational trend and business trend!

Here is the link - go here.

This information presents all sorts of potential challenges. Consider the following areas:
1. how will we hire differently?
2. how will we provide ongoing education and development of current employees that meet these needs?
3. what kind of learning will be offered?
4. what extra pressure and stresses will be put on managers?
5. how will that impact management trends?
6. how will company competition and profitability be effected?

Phew...and that is just off the top of my head. Bottom line, training and developing employees I suspect will be more enhanced, take on a greater role and will require more committed funding than ever before and where one use to consider employee training and development an option or necessary evil in the corporate budget, that will no longer be an option!

I recommend that you read the complete article and consider it's impact from where you sit.
If you'd like to talk it through with a training professional, don't hesitate to contact me via my site: www.joanncorley.com