Key to building a successful company
Maximize the potential of individuals and organizations is my passion. In years past, I have the opportunity to have functioned throughout the world as a consultant and business coach to hundreds of organizations. Cooperation with these organizations in management, strategic planning and execution, I have provided a unique perspective on how companies have been in many different sectors. What I found is that regardlesssize of the organization, from small "ma and pa shops" for multinational corporations, there are features that clearly distinguishes between the "big" companies.
Big companies go through a systematic process for the size of the building. This process is that a clear understanding of the potential sense of purpose, a good thought and strategic planning, strategy implementation, and even well-designed methods to assess the results. Thereforepositively influence these factors for each company, each performed by "real people".
VISION
The first and most important factor for a successful business is the existence of a clear organization, lively and compelling vision is presented, which is precisely controlled. A vision that tells employees throughout the organization, why come to work what you work and how you look and when you can get the vision. A vision that everyone happyto turn to work and contribute to the success of the company and the personal benefits of achieving business goals demonstrates excellence.
What are not any cables "as Vision Statement" from top to bottom. We have all the impressive looking engraved plaques which read: "The Acme Company is the world leader in blah, blah, blah …" These are usually hung in all the offices of the company, but if you ask people to tell you how it affectstheir daily work, is probably crickets chirp in a difficult moment of silence to listen. A larger vision is that the two sides and created by people who will do the actual work done to happen.
COMMUNICATION AND TRAINING
A key step to ensure the impact of the vision is through constant communication and consistent vision throughout the organization. Formally, through memos, e-mail and newsletters, informally, through meetings andFace-to-face communication, to the company a clear, lively and exciting for the future, given the growth and success as an infusion.
Through department meetings, studies and discussions, the vision is clarified, and legitimized. The leader listens, watches and asks questions. As the leader does something that is important for him or her the time to sit and reflect deeply concerned about the vision and leadership of the company, to create all the contributions they have collected toa vision of life that reflects the hopes and aspirations for the team and the reality of the market. The primary responsibility for the vision based precisely on the shoulders of its leaders. Great leaders are able to create a very clear and concrete vision of where they want their companies to take to get people to build a realistic and measurable plan for the vision, and then infuse the organization with a strong sense of urgency plan work. TheVision come to life! This can happen only through a strong community, inspire confidence in others.
The ability to communicate, to build understanding between the politicians and all the major players, is perhaps the most important skill of managing for development. There is a fundamental rule of communication is important to remember: people do not have access to reliable information, which is not (responsible for their decisions, "I can not get the note, no one has told me that I do not knowsomething … "). On the other hand, people can not be done with access to a lot of good information and accountable for their actions. Clear and specific communication is the cornerstone of the delegation, empowerment, and take fast actions, all important elements in building a great business. increased flow of information is critical for large companies.
Let me tell you a little example. I recently worked with a manager who was asked to follow verylarge state funded project. From the earliest stages of this contract, this executive felt overwhelmed because of the lack of adequate funding of the contract. They did not want the same strain as experienced by employees. As a result, the executive block and can not communicate freely with their employees. This concept has come back dramatically. The stress levels of employees was equal if not superior to the executive branch because of the fact that nobody knewCurrent project status and priority of each task. Remember – is bad news better than no news.
Big companies have all the information as legally with their employees, in an open, honest and direct. Through multiple sources (meetings, newsletters, training, casual conversations, social celebrations and many others) is a constant target for the entire organization to a global vision and excellent customer service. Theygive their employees all the information they need to do a better job. If people are informed, they feel connected and committed.
But how to translate the organizations that this report and the efforts taking place in "what?" Allow me to demonstrate that the leaders for a moment. Needs Employees' mission and purpose of the company believe and feel a connection with the vision of leaders. I often refer to the notion that John Maxwell "Leadership is about influence, nothing more andnot less. "1-leaders are often sold their people on the concepts and try to get them to" buy "their ideas. It will only happen if people a sense of clarity regarding the provision, which was the value and dignity of their individual role.
The term "cooperation" is abused, as in today's economy, as the song "Hey batter-batter" is located in Little League. But, working with people, it is expected now that the labor force. This high level of buy-in is achievedthroughout the company to be involved in planning. If people have influence on the development of the plan, which will work a much larger part of it. Clarifying the vision is a collaborative process that ensures that employees are their individual connection to the overall mission of mind and purpose of the society.
IMPLEMENTATION
It 'been said that a good idea, and one quarter still buy a cup of coffee. Ideas in themselves alone are not worth much if theexercised. Vision, strategy and planning are all wonderful when practiced by people who follow the bottom line, thereby improving the quality of products or services. As logical as it may seem, is unfortunately too rare in the business world. Sometimes I worked on number of companies I've invested so much time and effort to develop a strategic plan'm surprised that it was unusable because it has never been implemented. It is as ifThe plan is something that only once a year to update the data and then annual targets for the new state. In stark contrast to pay the company's most successful on the map! Use it almost daily as a reference point to guide them towards their vision. It becomes part of individual employees within the organization operating procedures and standard operating procedures. In addition to these procedures, the strategic plan of how the human experience in the organization. OnePoints more than the poor strategic planning – to develop a strategic plan, then put it away nicely on a shelf never to see now to your organization, shot in the leg. What I'm saying is that they are not used strategic plans to bring the message very clear and very negative. The message reads: "We do not know what we say!"
The equation is fairly easy to reach for the success of your business that is directly proportional to the amount of targeted actionsYou and your team can, which belongs to the original vision and strategic direction for the company is established.
Right people
Many clients have informed me that they are building a "world class", the organization is not prepared, however they are difficult decisions needed to be done to build and to maintain the type of workers they want to come too. Can not be simply a better business if you can get the most talented, focused and dedicated employees.I recently had a conversation with a CEO who asked me for the occasion motivational keynote. She told me that their staff was very unmotivated, and that they needed me to pay for "a fire under them, and their batteries." Before I agreed to do the work for Keynote, I told them I wanted to know what was the secret of a motivated workforce. In fact, some exciting role, I told her I wanted to tell her "secretRecipe "for creating a motivated workforce. Before I could continue, prepared with paper and pen to write this recipe. I told my secret. I said:" To get employees motivated, you're with us .. . … EVENTS motivated! "It 'was a bit' of silence, confusion, seemed to communicate. It was not exactly the answer I expect to hear. Justification is not something that is simply" to people. "It comes from within –"Intrinsic" motivation, as they called them. The point here is that if you want highly skilled workers, more focus is needed for the setting. Recruit the right people first, instead of trying to wrong people, how to solve accidentally involved.
Recent studies of effectiveness of the organization and implementation of a challenge for companies today to keep in the same direction – upwards talented employees is now one of the largestChallenges! I tell you a little secret that helps you with the most talented employees. It all boils down to the ability of talented people with higher probability to grow.
I wish I had a nickel for every person who left a job because there are opportunities for growth, a place to go, no way to get a promotion. A citizen told me that they realized that the only way they would be encouraged if their leader had been closed or dead. This is not necessarilya plan, I appointed a person that we recommend for a career. Positive marks a good friend of mine was told a new job with a growing company as progressive and I was pleased with the company because "the sky is the limit for me to grow this business." Top talented people, the bright stars in the universe is the crème de la crème, but now with a company if it offers opportunities for personal growth and if the organizationas a whole is steadily growing.
Maximize the potential of economically reasonable. When the work is one of the biggest expenses for a company does not seem logical true that a company wants to maximize the return on this investment is that? Peter Drucker, one of the most successful management consultants and business visionaries have always said, "Of all the decisions an executive makes, none is as important as the decisions on people, because they determine the performance ofAbility of the organization. "Jack Welch, CEO of the acclaimed coverage of the U.S. 526 billion U.S. dollars, General Electric, which his company, saying," GE is a machine of talent. "
Taking stock of talent is good practice for companies large and even more important for small businesses. Managing employee performance is not only responsible for HR professionals. All managers must ensure that employees are up to measure its performance. When an employeea level sub-standard, one of three things that must be considered. I like to call "3-R." The management of employee performance.
Retraining: When an employee has the ability and the will, but simply lack the knowledge and skills they receive the training necessary to realize their full potential. Books, tapes, seminars, workshops – all we can to help employees the best they can be. It can be expensive, but the alternative is much more expensive! RememberChoose whether the nature and took on the skills and knowledge. Do not waste time or other resources to try to resolve the character of a man. Believe me, it works!
Shift: Maybe they have the skills and great ability, but in another job within their organization. Perhaps a supplier who has knowledge of the great, can not, but rather the relationship would be a Superstar works in the marketing department. Helping people to have success with keeping them in positions whereExcel can and are doing what they love. Possibility of an organization, is the right fit for employees as the most important.
Note: It 'hard to believe – but the truth. Some people are simply unable to meet your performance. It could be from one of a number of factors, but if all you can do to help, and they measure not to be, you have to let them go to another company if they can succeed. The destruction of a non-performer, ratherMorale and shows clearly that we are serious about excellence. On another note, I have many cases where one bad apple to ruin not really seen a bushel. Do not let toxic people, destroy the mood and the distribution of customers.
When you work with your current employees, the next step very seriously the calls and recruiting new employees. To be the best, you need to recruit the best. It is therefore necessary to determine what in particular bestIndustry practices and meet or exceed only hire people in your model. It will be hard to find these people? Yes Would you pay more for them? Probably. But remember: the future of your business is directly dependent on the quality of people – period.
A clear vision of the future communication of this vision to key people to get input from those who make a difference, and implementation of your strategy is only possible for companies when they takeReal people. When we are confident that this practice into action to create a culture of disciplined behavior, resulting in a high-performance – profitability, productivity, customer service and retention of employees.
How can these elements of a successful company, ask yourself the following questions:
1) I need a clear vision for the future?
2) If my people to understand all of this vision and its implications, as the daily work?
3) I communicate wellwith others and constantly seeks input from key personnel and all my staff?
4) Do not drive our vision, mission and purpose?
5) Do not I surround myself with the right people?
6) Should I focus my eyes to the opportunities and problems?
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