"You can accomplish anything you want to." One of the more ridiculous of statements from the motivational speakers. NO you can't. American Idol is proof positive.
I've noticed an interesting trend on the preliminary rounds of Idol in the last few weeks. The contestants who come in to the audition with a pompous attitude and false bravado touting their (ahem) talent aren't making the cut. Kids that have been praised (perhaps even overpraised) by their families and friends for their marginal singing ability are crushed when they don't make it. Tears, swearing and tirades of parents outside the room mockingly offering, "what do you know Simon Cowell?" are commonplace on prime-time TV.
But those with a silent "knowing,"a humble demeanor and a truckload of talent are the ones who are on their way to Hollywood. They don't need to boast about their talent. They let their talent speak for them.
It really seems to be true: the loudest one in the room is usually the weakest one in the room.
Now if only there were a pre-qualifying round to weed out the talentless, the preeners and the delusionals, I might be able to sit through an entire hour without wondering why parents won't be brutally honest with their kids. It's a shame to find out you have no talent in front of millions of people when your parents could have saved you the embarrassment by simply being honest instead of trying to coddle your delicate, little self-esteem - only to have it stomped on and crushed on international television.
Thanks Mom and Dad. Great attitude (wink). And don't get me started on beauty pageants for five year-olds. There's a psych ward waiting for those parents.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
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Wednesday, January 27, 2010
Tuesday, January 26, 2010
Bad Advice From Old People
"Get a good education. Get a good job. Make sure there is a pension. Retire early if you can."
How many of our parents said something like that to us in high school? Parents thought they had the right advice. But now it turns out that advice like this is what is disengaging employees at work.
Get a good education - more importantly get the right education. A degree in astrophysics is a good education, unless your love is in marketing. Then that astrophysics degree was a huge waste of your time even if you could make more money in astrophysics. People get degrees in great-paying professions but hate the work. That's how you become disengaged from your work. Make sure your education is in something that you will love to do for a lifetime.
Get a good job - no don't. Get a great career. You don't want a "job" - you want a career. When you stop looking at what you do as a job and instead view it as a career that you chose (even temporarily), you engage better and find more reward. A job is just a paycheck. Most could give a fiddler's damn about a job. But a career? You will protect that and keep up with changes and your education. You will be inspired to become the best in your field. But a job? Who cares.
Make sure there is a pension - especially if it just a job. Just showing up at work and doing just enough to not get fired qualifies anyone for a pension. You could be the world's worst school-teacher and you will get the same pension as the best teacher. Pensions are not incentive to perform. Perhaps the whole pension idea should be reformed to become commensurate with effort and engagement during the working years - a lifelong performance bonus, if you will. That would force people to give their best all through their work life and to choose something they would enjoy doing.
Retire early if you can - or not. I'm sure Richard Branson and Donald Trump are just waiting for retirement (Branson is 60 this year and Trump is 64). Bet they can't wait to stop slaving at their jobs each day so they can enjoy their retirement years of doing nothing and collecting their pensions. If you love something, you won't want to retire. And if your company forces you to retire, open your own consulting business to keep active. Why is it that we force those with the most wisdom to leave organizations?
Kids, ignore the "advice" of old people in jobs who do just enough to not get fired, who educated themselves in a discipline that gave them no joy (because they thought it was the right thing to do) and who are counting down the days to retirement so they can collect a pension from a job that they really didn't care much about. Look for the people who went against convention, who chose to rely on their smarts, their hearts and their spirit and who defied what old people told them and made their mark in this world. They're easy to find. They're the old people who are still working because they love what they do that much. Take their advice - not someone who can't wait to check out early.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
How many of our parents said something like that to us in high school? Parents thought they had the right advice. But now it turns out that advice like this is what is disengaging employees at work.
Get a good education - more importantly get the right education. A degree in astrophysics is a good education, unless your love is in marketing. Then that astrophysics degree was a huge waste of your time even if you could make more money in astrophysics. People get degrees in great-paying professions but hate the work. That's how you become disengaged from your work. Make sure your education is in something that you will love to do for a lifetime.
Get a good job - no don't. Get a great career. You don't want a "job" - you want a career. When you stop looking at what you do as a job and instead view it as a career that you chose (even temporarily), you engage better and find more reward. A job is just a paycheck. Most could give a fiddler's damn about a job. But a career? You will protect that and keep up with changes and your education. You will be inspired to become the best in your field. But a job? Who cares.
Make sure there is a pension - especially if it just a job. Just showing up at work and doing just enough to not get fired qualifies anyone for a pension. You could be the world's worst school-teacher and you will get the same pension as the best teacher. Pensions are not incentive to perform. Perhaps the whole pension idea should be reformed to become commensurate with effort and engagement during the working years - a lifelong performance bonus, if you will. That would force people to give their best all through their work life and to choose something they would enjoy doing.
Retire early if you can - or not. I'm sure Richard Branson and Donald Trump are just waiting for retirement (Branson is 60 this year and Trump is 64). Bet they can't wait to stop slaving at their jobs each day so they can enjoy their retirement years of doing nothing and collecting their pensions. If you love something, you won't want to retire. And if your company forces you to retire, open your own consulting business to keep active. Why is it that we force those with the most wisdom to leave organizations?
Kids, ignore the "advice" of old people in jobs who do just enough to not get fired, who educated themselves in a discipline that gave them no joy (because they thought it was the right thing to do) and who are counting down the days to retirement so they can collect a pension from a job that they really didn't care much about. Look for the people who went against convention, who chose to rely on their smarts, their hearts and their spirit and who defied what old people told them and made their mark in this world. They're easy to find. They're the old people who are still working because they love what they do that much. Take their advice - not someone who can't wait to check out early.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Monday, January 25, 2010
Relationships That Work
Do you have a customer that you speak ill of behind their backs? Do you have a co-worker who you make sure you say things about out of earshot because the things you say are not very complimentary? How about your spouse - do you complain a little about them when they're not around?
How long do you think a marriage would last if both partners spoke ill of the other behind their backs constantly? That kind of relationship is doomed to fail.
A customer that you can't speak well of should not be your customer. I mean, if you're prepared to accept his money while he looks you in the face but you bad-mouth him and his business when he turns his back means you're, in effect, ruining his business - the same one whose money you gladly accept.
How about that co-worker who is just a pain in your butt and, for the sake of not creating workplace conflict, you swallow your barbs to her face but when she's out of the room, you put her down to your other co-workers. How long is that relationship bound to last? Until you get caught?
Relationships that last are built on a foundation of mutual respect - not disrespect, backstabbing and conflict. If that's what your relationships look like then you're really missing the Attitude of Connectedness in your day to day life. The Attitude of Connectedness simply is the mindset that everyone is connected to everyone else - by business, family, marriage or network. You can't badmouth one person and not expect it to come around. Everyone is connected.
You can't just swallow your words and instead continue to think ill of others. What you're thinking is all over your face. People can see it. A fake smile won't make you successful. You have to feel it. You have to live it. People will think and speak well of you if you think and speak well of others - genuinely. But if you complain about your co-workers, your customers AND your spouse, then it's not everyone else. You are the common denominator in every one of those poor relationships.
You'll never get to "greatness" by putting others down. Tearing others down does not elevate you.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
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How long do you think a marriage would last if both partners spoke ill of the other behind their backs constantly? That kind of relationship is doomed to fail.
A customer that you can't speak well of should not be your customer. I mean, if you're prepared to accept his money while he looks you in the face but you bad-mouth him and his business when he turns his back means you're, in effect, ruining his business - the same one whose money you gladly accept.
How about that co-worker who is just a pain in your butt and, for the sake of not creating workplace conflict, you swallow your barbs to her face but when she's out of the room, you put her down to your other co-workers. How long is that relationship bound to last? Until you get caught?
Relationships that last are built on a foundation of mutual respect - not disrespect, backstabbing and conflict. If that's what your relationships look like then you're really missing the Attitude of Connectedness in your day to day life. The Attitude of Connectedness simply is the mindset that everyone is connected to everyone else - by business, family, marriage or network. You can't badmouth one person and not expect it to come around. Everyone is connected.
You can't just swallow your words and instead continue to think ill of others. What you're thinking is all over your face. People can see it. A fake smile won't make you successful. You have to feel it. You have to live it. People will think and speak well of you if you think and speak well of others - genuinely. But if you complain about your co-workers, your customers AND your spouse, then it's not everyone else. You are the common denominator in every one of those poor relationships.
You'll never get to "greatness" by putting others down. Tearing others down does not elevate you.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
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Sunday, January 24, 2010
Just Say NO
Question: How do you say NO with out hurting your relationships? At some point, I realize we have to say no to people who are expecting you to say yes out of obligation. So how do you say no to them without it affecting your relationships?
Answer: The only person who absolutely needs to hear "yes" every single time when they expect something out of obligation is a baby who is expecting to be breastfed. Outside of that, you had better learn to say "no."
If your co-workers are expecting you to nod in agreement and say yes to every request, then you've done a great job of breastfeeding them. You have become the "whipping boy" of your organization saying yes to everyone else's requests and have put them all ahead of your own responsibilities. Are you burnt out yet? You should be.
Say yes too often and you'll eventually find yourself picking up the boss's dry-cleaning during the day and getting your work done at home at night. But say yes too many times and you eventually create a toxic culture, one that has no personal or job boundaries, no respects or any consideration for others.
Most people can't say no because they're afraid that if they do they won't be liked. Who cares if you're not liked? You want to be respected more than you want to be liked.
Develop your Attitude of Leadership and learn to say "no" before you burn out and drop dead of a heart attack. Saying "yes" to everything creates too much weight to carry and trains people to take advantage of you.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
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Answer: The only person who absolutely needs to hear "yes" every single time when they expect something out of obligation is a baby who is expecting to be breastfed. Outside of that, you had better learn to say "no."
If your co-workers are expecting you to nod in agreement and say yes to every request, then you've done a great job of breastfeeding them. You have become the "whipping boy" of your organization saying yes to everyone else's requests and have put them all ahead of your own responsibilities. Are you burnt out yet? You should be.
Say yes too often and you'll eventually find yourself picking up the boss's dry-cleaning during the day and getting your work done at home at night. But say yes too many times and you eventually create a toxic culture, one that has no personal or job boundaries, no respects or any consideration for others.
Most people can't say no because they're afraid that if they do they won't be liked. Who cares if you're not liked? You want to be respected more than you want to be liked.
Develop your Attitude of Leadership and learn to say "no" before you burn out and drop dead of a heart attack. Saying "yes" to everything creates too much weight to carry and trains people to take advantage of you.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Friday, January 22, 2010
Somebody's Watching Your Public Conduct
Times are different now. There used to be a time when you could visit another city other than your own and make a fool of yourself and no one would know who you are. But that's all changed now thanks to web sites like YouTube and Facebook. One person's indiscretion can be easily captured and posted for all the world to see. There's not much you, as the perpetrator of acts of future embarrassment, can do.
So you would think that a university student, who probably spends a few hours each day watching YouTube videos, would be cognizant of these facts.
So while I rode the train home last night from the Calgary Flames game, it seemed strange that six male university students from the University of Calgary would get on the train inebriated and shout the foulest of foul language and discuss things that would make a porn-star blush, knowing that anyone could be recording their antics on video-cam. Their testosterone-charged sickening discussions included, within earshot of a packed train car including ladies and children, the size of their genitals, which conquest they had (descriptive) sex with, which girls (by name) preferred oral sex, which former professional football player's daughter had been one of the conquests and how they were heading to another campus bar to find another girl willing to sleep with them tonight.
Had only it all been all caught on video and posted to YouTube so that in a few years, when these clowns finally graduate (or at least apply for a job), an HR director could embarrass them with the video in their job interview and then have security show them the door. Even mom and dad could gather around the computer screen and pay witness to and be proud of their parenting skills when their little angels are on their own.
As we pulled into University Station, a round of applause erupted from the remaining passengers as the six exited the train. I have never seen a round of applause break out for the departure of train passengers. How bad did it have to be to get strangers to applaud?
The HR directors of today are doing background checks on you on-line. They're watching the videos, checking out your Facebook page, Googling your name so that if any photo tags come up, you're busted. When you're at social functions or just spending time away from work, decorum is more important now than ever. Somebody's watching and possibly recording. If there is something you wouldn't be proud of in a year or ten from now, then don't do it today. The Attitude of Connectedness shines a light into every dark corner of your life. We are all connected. Your indiscretion today could be the YouTube embarrassment of tomorrow.
Oh, and if someone applauds when you leave the room, that might be your first clue that you need to pay more attention to your conduct in public.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
So you would think that a university student, who probably spends a few hours each day watching YouTube videos, would be cognizant of these facts.
So while I rode the train home last night from the Calgary Flames game, it seemed strange that six male university students from the University of Calgary would get on the train inebriated and shout the foulest of foul language and discuss things that would make a porn-star blush, knowing that anyone could be recording their antics on video-cam. Their testosterone-charged sickening discussions included, within earshot of a packed train car including ladies and children, the size of their genitals, which conquest they had (descriptive) sex with, which girls (by name) preferred oral sex, which former professional football player's daughter had been one of the conquests and how they were heading to another campus bar to find another girl willing to sleep with them tonight.
Had only it all been all caught on video and posted to YouTube so that in a few years, when these clowns finally graduate (or at least apply for a job), an HR director could embarrass them with the video in their job interview and then have security show them the door. Even mom and dad could gather around the computer screen and pay witness to and be proud of their parenting skills when their little angels are on their own.
As we pulled into University Station, a round of applause erupted from the remaining passengers as the six exited the train. I have never seen a round of applause break out for the departure of train passengers. How bad did it have to be to get strangers to applaud?
The HR directors of today are doing background checks on you on-line. They're watching the videos, checking out your Facebook page, Googling your name so that if any photo tags come up, you're busted. When you're at social functions or just spending time away from work, decorum is more important now than ever. Somebody's watching and possibly recording. If there is something you wouldn't be proud of in a year or ten from now, then don't do it today. The Attitude of Connectedness shines a light into every dark corner of your life. We are all connected. Your indiscretion today could be the YouTube embarrassment of tomorrow.
Oh, and if someone applauds when you leave the room, that might be your first clue that you need to pay more attention to your conduct in public.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Wednesday, January 20, 2010
Fire Your Bad Clients
Years ago, when I was selling radio advertising to small businesses, I would ask my potential clients to tell me specifically who they wanted to attract as customers. It helped me to identify whether our audience was also their audience.
"Everybody," was the usual reply.
But you can't have everybody. Not everybody is going to buy from you. For example, for the 50% of the population that doesn't play a sport, they would have no use for a sporting goods store and therefore never enter the store. So everybody is not their customer.
Identify your ideal clients and your market segment, to ensure that you aren't just spinning your wheels out in the marketplace. You can't target your potential clients effectively by targeting everybody.
Everybody doesn't see your one billboard. Everybody doesn't see your Yellow Pages ad. Everybody doesn't visit your web site because not everybody has ever heard of you. You don't have the kind of advertising budget to achieve that..
So who is your ideal client? If you don't have a clear idea of who that is, then you will end up aimlessly taking whatever you can get from whoever will give you something. Change your attitude about just taking what you can get and instead start to focus on what you want.
Do you want to do business with people who will beat you up on your prices just to knock you down to mere pennies in profit and then to have those same people complain because they don't value what you do? Be specific about who you want to business with. Don't think everybody wants to do business with you. Not everybody wants you, needs you or even likes you.
The Attitude of Service isn't just an outward attitude. The Attitude of Service isn't just about you serving others. The Attitude of Service also includes an honest study of who deserves what you offer. What is your service worth? Who would most appreciate what you do?
Don't do yourself a disservice by thinking that you must cater to price-hungry, high-maintenance customers who have no loyalty to you because it's all you can get right now. You'll never achieve greatness arguing with penny-pinchers who don't value you, your product and your service and who would never give you a recommendation. It's the wrong crowd. Maybe it's time you served yourself a little better a fired your "headache" customers. Let someone else have them. They're dragging you down anyway.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
"Everybody," was the usual reply.
But you can't have everybody. Not everybody is going to buy from you. For example, for the 50% of the population that doesn't play a sport, they would have no use for a sporting goods store and therefore never enter the store. So everybody is not their customer.
Identify your ideal clients and your market segment, to ensure that you aren't just spinning your wheels out in the marketplace. You can't target your potential clients effectively by targeting everybody.
Everybody doesn't see your one billboard. Everybody doesn't see your Yellow Pages ad. Everybody doesn't visit your web site because not everybody has ever heard of you. You don't have the kind of advertising budget to achieve that..
So who is your ideal client? If you don't have a clear idea of who that is, then you will end up aimlessly taking whatever you can get from whoever will give you something. Change your attitude about just taking what you can get and instead start to focus on what you want.
Do you want to do business with people who will beat you up on your prices just to knock you down to mere pennies in profit and then to have those same people complain because they don't value what you do? Be specific about who you want to business with. Don't think everybody wants to do business with you. Not everybody wants you, needs you or even likes you.
The Attitude of Service isn't just an outward attitude. The Attitude of Service isn't just about you serving others. The Attitude of Service also includes an honest study of who deserves what you offer. What is your service worth? Who would most appreciate what you do?
Don't do yourself a disservice by thinking that you must cater to price-hungry, high-maintenance customers who have no loyalty to you because it's all you can get right now. You'll never achieve greatness arguing with penny-pinchers who don't value you, your product and your service and who would never give you a recommendation. It's the wrong crowd. Maybe it's time you served yourself a little better a fired your "headache" customers. Let someone else have them. They're dragging you down anyway.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
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Tuesday, January 19, 2010
A Kinder, Gentler Business Of The Future
This month marked a very important milestone, one that quietly slipped under the radar. The consequences of this milestone are far reaching and it is only going to get bigger and play a far more important role in business in North America.
January officially recognizes that women now comprise OVER 50% of the workforce. Where once women were largely confined to menial jobs, their brain power now outnumbers men in the workforce.
Add to that women dominating in terms of educational performance, volume of university degrees and especially advanced professional degrees and you can see how this can become a tsunami of change down the road.
It's been said that women are better leaders overall than men - largely due to their ability to lead with compassion instead of cutthroat business tactics - and we face a workforce that is about to change. As more women move up the ladder, the old-boys clubs are doomed to go the way of the dodo.
Personally, I welcome a change in the demographics. More women in senior management would mean more women dominating boards of directors as well as shareholders. That means how business gets done is going to change with a heavier emphasis on long-term growth and prosperity for the sake of the employees and loyalty while lessening concentration on jumping into takeover situations, raping and cutting up companies for the sake of profit and not caring about the families that cutthroat business affects.
Maybe by finding a way to be kinder, gentler organizations, we can help employees find loyalty, purpose and pride in their work and the companies they work for.
It couldn't hurt. I can't possibly imagine how much worse employee engagement, diligence and work ethic could get. Maybe we'll see the end of the practice of "company profits first, employee welfare second." Maybe it'll turn into employee welfare AND company success together. After all, you can't have one without the other.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
January officially recognizes that women now comprise OVER 50% of the workforce. Where once women were largely confined to menial jobs, their brain power now outnumbers men in the workforce.
Add to that women dominating in terms of educational performance, volume of university degrees and especially advanced professional degrees and you can see how this can become a tsunami of change down the road.
It's been said that women are better leaders overall than men - largely due to their ability to lead with compassion instead of cutthroat business tactics - and we face a workforce that is about to change. As more women move up the ladder, the old-boys clubs are doomed to go the way of the dodo.
Personally, I welcome a change in the demographics. More women in senior management would mean more women dominating boards of directors as well as shareholders. That means how business gets done is going to change with a heavier emphasis on long-term growth and prosperity for the sake of the employees and loyalty while lessening concentration on jumping into takeover situations, raping and cutting up companies for the sake of profit and not caring about the families that cutthroat business affects.
Maybe by finding a way to be kinder, gentler organizations, we can help employees find loyalty, purpose and pride in their work and the companies they work for.
It couldn't hurt. I can't possibly imagine how much worse employee engagement, diligence and work ethic could get. Maybe we'll see the end of the practice of "company profits first, employee welfare second." Maybe it'll turn into employee welfare AND company success together. After all, you can't have one without the other.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Monday, January 18, 2010
Whiny Complainers and Pointless Meetings
According to survey results, the average manager spends over seven hours per week sorting out personality conflicts among staff members. In addition, that same manager can spend anywhere from 20% to 80% of his or her time in meetings too.
Let's work the worst-case numbers. 80% of an 40-hour week is 32 hours spent in meetings. Add another seven hours per week spent sorting out personality conflicts among employees who can't seem to get along and you have one hour left each week for a manager to get some work done.
Hmm, seems to me that the least productive member on-staff is the average manager.
If these numbers hit close to home for you, then I would suggest that you're doing management all wrong.
How could any manager be involved in meetings for 32 hours each week and be a productive member of the staff. Asking a manager to attend that many meetings is a waste of a good salary. Let your managers do some work.
And managers, if you're sorting out personality conflicts for the same few people bringing up the same few issues about the same few co-workers who annoy them each week, then get rid of them. People who should be putting their nose to the grindstone but instead put their noses in other people's business are a drag on productivity.
I agree that workplaces work best when everyone gets along. But some people don't want to get along. They just want to complain. If they want to complain, let them complain about being unemployed. The longer you let the whiners hang around, the worse your company culture will get.
With that one hour per week that you have left, find a way to get rid of the annoyances like whiny staff and pointless meetings. Start hijacking your own schedule. Change your Attitude and the way you do things.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Let's work the worst-case numbers. 80% of an 40-hour week is 32 hours spent in meetings. Add another seven hours per week spent sorting out personality conflicts among employees who can't seem to get along and you have one hour left each week for a manager to get some work done.
Hmm, seems to me that the least productive member on-staff is the average manager.
If these numbers hit close to home for you, then I would suggest that you're doing management all wrong.
How could any manager be involved in meetings for 32 hours each week and be a productive member of the staff. Asking a manager to attend that many meetings is a waste of a good salary. Let your managers do some work.
And managers, if you're sorting out personality conflicts for the same few people bringing up the same few issues about the same few co-workers who annoy them each week, then get rid of them. People who should be putting their nose to the grindstone but instead put their noses in other people's business are a drag on productivity.
I agree that workplaces work best when everyone gets along. But some people don't want to get along. They just want to complain. If they want to complain, let them complain about being unemployed. The longer you let the whiners hang around, the worse your company culture will get.
With that one hour per week that you have left, find a way to get rid of the annoyances like whiny staff and pointless meetings. Start hijacking your own schedule. Change your Attitude and the way you do things.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Sunday, January 17, 2010
Where's Service In A Tight Economy?
It's no secret that this recession has hurt many businesses. There are only a handful of businesses who are having, or have had, a banner year over this past 12 months.
That means that more businesses are fighting for fewer dollars from fewer customers in the marketplace.
That last statement begs the question: so if there are more businesses fighting over fewer customers trying to win a larger share of fewer sales, then where is the increased customer service experience you would expect to see in a tight economy?
I'll tell you where it is: it was eliminated (cut) with all of the other so-called "wasteful" programs that organizations felt they could do without as mediocre organizations made cutbacks and sat on hoards of cash hoping to weather the storm. Unfortunately, most organizations think that Service is something to be addressed by only their Customer Service department - when, in fact, Service is an Attitude, not a department
Ironically though, 80% of senior executives have reported they would use this recession to improve their competitive position (Bain & Company Survey 2009). Has your organization done anything about your customer experience over the past year? Hmm, then you must be one of the 20% who aren't doing anything about it (or the other 80% who are simply blowing smoke about re-tooling in a down economy). Service is an Attitude, not a department.
80% of senior executives believe that their companies are delivering an exceptional customer experience (Bain & Company Survey 2005). Only 8% of their customers agree. Why is there so much delusion at the top? Because senior managers believe that by training their Customer Service Department using the same trainers and same training models that churns out the same mediocre service of every other competitor, that somehow it's good enough. "Good enough" is mediocre - not great.
88% of companies view Corporate Culture as important as Strategy for business success (Bain & Company Survey 2009). So why then are 60% of North American workers actively looking for a new job in 2010 (Right Management Work Force Survey 2009)? They're leaving because they feel abandoned by their bosses which creates a terrible corporate culture - the same culture that 88% of companies apparently view as important as Strategy. They work in a culture of "good enough" which obviously isn't good enough to keep their people.
The numbers don't add up. Organizations are becoming so out of touch with their customers that they think they know what is right for their customers and employees but in reality, until you create a two-way dialogue, you will never know. It's arrogant to think you know what is best for people without asking.
There are too many sides not talking to each other - and that makes for a corporate culture that sucks.
The difference between a mediocre culture and a Culture of Greatness is seven distinct Attitudes. Here's a 7-minute video overview of the Attitudes that make organizations "Great."
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
That means that more businesses are fighting for fewer dollars from fewer customers in the marketplace.
That last statement begs the question: so if there are more businesses fighting over fewer customers trying to win a larger share of fewer sales, then where is the increased customer service experience you would expect to see in a tight economy?
I'll tell you where it is: it was eliminated (cut) with all of the other so-called "wasteful" programs that organizations felt they could do without as mediocre organizations made cutbacks and sat on hoards of cash hoping to weather the storm. Unfortunately, most organizations think that Service is something to be addressed by only their Customer Service department - when, in fact, Service is an Attitude, not a department
Ironically though, 80% of senior executives have reported they would use this recession to improve their competitive position (Bain & Company Survey 2009). Has your organization done anything about your customer experience over the past year? Hmm, then you must be one of the 20% who aren't doing anything about it (or the other 80% who are simply blowing smoke about re-tooling in a down economy). Service is an Attitude, not a department.
80% of senior executives believe that their companies are delivering an exceptional customer experience (Bain & Company Survey 2005). Only 8% of their customers agree. Why is there so much delusion at the top? Because senior managers believe that by training their Customer Service Department using the same trainers and same training models that churns out the same mediocre service of every other competitor, that somehow it's good enough. "Good enough" is mediocre - not great.
88% of companies view Corporate Culture as important as Strategy for business success (Bain & Company Survey 2009). So why then are 60% of North American workers actively looking for a new job in 2010 (Right Management Work Force Survey 2009)? They're leaving because they feel abandoned by their bosses which creates a terrible corporate culture - the same culture that 88% of companies apparently view as important as Strategy. They work in a culture of "good enough" which obviously isn't good enough to keep their people.
The numbers don't add up. Organizations are becoming so out of touch with their customers that they think they know what is right for their customers and employees but in reality, until you create a two-way dialogue, you will never know. It's arrogant to think you know what is best for people without asking.
There are too many sides not talking to each other - and that makes for a corporate culture that sucks.
The difference between a mediocre culture and a Culture of Greatness is seven distinct Attitudes. Here's a 7-minute video overview of the Attitudes that make organizations "Great."
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Thursday, January 14, 2010
Why Retail Is Wrecking Service
What would retailers do if there were no holidays? In Canada, the average retail store has some sort of gimmicky promotion or sale right year round. Canada Day is followed by Back to School, which is followed by Thanksgiving, then Halloween running right into Christmas. Boxing Day (which runs up to the middle of January for many stores) kicks off the desperation sales followed by Valentine's Day and Easter.
How would your loved one appreciate a new filing cabinet to show your love on Valentine's Day? Nothing says "I love you" more than a wireless Internet router don't you think?
What would happen if we were to abolish all holidays for a full year forcing retailers to no longer try to gimmick their way into our wallets? Would there be a return to an Attitude of Service to capture a customer? What if we were to abolish having a sale and forced retailers to find a fair price for their goods somewhere between the regular price many pay during Christmas season and the 80% off they pay after Christmas?
What if your mechanic were to practice "retail" pricing and charged you $1000 for the service to your car and $200 for the same service on your neighbor's car - because he brought it into the garage after Christmas? Would you return again?
Not much wonder service businesses get hit up so hard by clients and potential clients to adjust their pricing. Retailers have made it impossible to believe that the price is the price.
Set your price. Stick to it. Have some integrity about your product or service and offer us tremendous service, we are willing to pay for that. You really only get to charge next to nothing if you plan to offer next to nothing.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
How would your loved one appreciate a new filing cabinet to show your love on Valentine's Day? Nothing says "I love you" more than a wireless Internet router don't you think?
What would happen if we were to abolish all holidays for a full year forcing retailers to no longer try to gimmick their way into our wallets? Would there be a return to an Attitude of Service to capture a customer? What if we were to abolish having a sale and forced retailers to find a fair price for their goods somewhere between the regular price many pay during Christmas season and the 80% off they pay after Christmas?
What if your mechanic were to practice "retail" pricing and charged you $1000 for the service to your car and $200 for the same service on your neighbor's car - because he brought it into the garage after Christmas? Would you return again?
Not much wonder service businesses get hit up so hard by clients and potential clients to adjust their pricing. Retailers have made it impossible to believe that the price is the price.
Set your price. Stick to it. Have some integrity about your product or service and offer us tremendous service, we are willing to pay for that. You really only get to charge next to nothing if you plan to offer next to nothing.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy to Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Tuesday, January 12, 2010
Comparing Corporate Culture to Homelessness
How is it possible to fix a corporate culture that is good for employees, clients, customers and shareholders? Why would you fix something that doesn't need fixing - not improving - fixing. You wouldn't fix a culture that is working and giving you the results you want would you? You wouldn't feel the need to fix a culture where employees are productive, happy, service oriented and a culture that attracts the best talent and more customers. In fact, you would encourage more of the same to get more of the same. You would build on what you have to go up to the next level. You would move forward - not backward.
A culture that works is the result of a strategy that works. Culture is not the strategy. Culture is the result of strategy.
So if your culture sucks, don't blame the culture - blame the strategy that gets you the culture. Remember, culture is not the strategy. Culture is the result of the strategy.
Let me illustrate: homelessness is not the problem - it is a result of the problem. People end up homeless through a long-term series of choices and circumstances. You see, no one can have everything going for them on Monday and suddenly wake up homeless on Wednesday. In the same way, you don't have a productive and happy workplace on Monday and suddenly a culture that sucks on Wednesday. Nothing happens overnight.
Can you fix homelessness overnight? Sure. Rent each homeless person an apartment. Problem solved - for now. But over time, many of those same people will end up homeless again because homelessness isn't the problem, it is the result of choices. If you don't address the choices they are likely to repeat. Change the choices and you change the results.
Culture works the same way too. Culture doesn't magically shift overnight. You can fire your entire staff and start over and your culture would no longer suck - for a while. But unless you address the long-term processes, policies, management and attitudes, you will end up with the same sucky culture before long.
In the same way you have sales targets, every organization needs to have culture targets if they want to attract the best talent, retain their good people, lower turnover, raise morale and increase customer spending and numbers of loyal customers. None of it happens by accident. Ignore your culture and it will end up sucking over time. Pay attention to what you want to go right.
If the turnover rates of employees and customers is high, your culture sucks because the underlying attitudes in your workplace suck. Culture never improves by ignoring the contributing factors. Morale never improves because you demand it. It changes because you address the contributing factors.
A culture of greatness is the result of a strategy of greatness. If you don't develop a strategy of greatness then you will, at best, end up as just another mediocre organization whose people could care less about their work and their results. The choice is yours.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy To Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
A culture that works is the result of a strategy that works. Culture is not the strategy. Culture is the result of strategy.
So if your culture sucks, don't blame the culture - blame the strategy that gets you the culture. Remember, culture is not the strategy. Culture is the result of the strategy.
Let me illustrate: homelessness is not the problem - it is a result of the problem. People end up homeless through a long-term series of choices and circumstances. You see, no one can have everything going for them on Monday and suddenly wake up homeless on Wednesday. In the same way, you don't have a productive and happy workplace on Monday and suddenly a culture that sucks on Wednesday. Nothing happens overnight.
Can you fix homelessness overnight? Sure. Rent each homeless person an apartment. Problem solved - for now. But over time, many of those same people will end up homeless again because homelessness isn't the problem, it is the result of choices. If you don't address the choices they are likely to repeat. Change the choices and you change the results.
Culture works the same way too. Culture doesn't magically shift overnight. You can fire your entire staff and start over and your culture would no longer suck - for a while. But unless you address the long-term processes, policies, management and attitudes, you will end up with the same sucky culture before long.
In the same way you have sales targets, every organization needs to have culture targets if they want to attract the best talent, retain their good people, lower turnover, raise morale and increase customer spending and numbers of loyal customers. None of it happens by accident. Ignore your culture and it will end up sucking over time. Pay attention to what you want to go right.
If the turnover rates of employees and customers is high, your culture sucks because the underlying attitudes in your workplace suck. Culture never improves by ignoring the contributing factors. Morale never improves because you demand it. It changes because you address the contributing factors.
A culture of greatness is the result of a strategy of greatness. If you don't develop a strategy of greatness then you will, at best, end up as just another mediocre organization whose people could care less about their work and their results. The choice is yours.
--
Attitude w/ ATTITUDE by Kevin Burns - Corporate Attitude/Culture Strategist
Creator of the 90-Day Strategy To Greatness Culture
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
Follow Kevin on Twitter @attitudeburns
The Official Kevin Burns YouTube Channel
Monday, January 11, 2010
Service or Margins - Which Is More Important?
A coffee shop that I used to frequent is for sale today. It's the third time in five years that the store has been for sale.
The original asking price of the folks who started the business five years ago was $130,000. Then new owners bought it. After two years, they put it up for sale at a price of $100,000. Now, the store is for sale again but this time, it is closed - out of business. The current owners are asking $75,000.
That means that over a five year period, the business has lost $55,000 in value or about 40% of its original value. Now, because it's closed for business, it's worth nothing more than the liquidation of the equipment. You probably could get it all for less than $50,000 because the current owners are still paying the lease on the building. It's costing them money to stay closed.
When people buy a business, they are usually attracted by the potential cash flow. That's what gets them excited - the possibility of a big payoff without a lot of effort. They don't buy the original dream, the original vision or the excitement of opening a new business. Because of it, most usually end up cutting corners, reducing costs and going "cheap" to find find ways to maximize profits. The original owners invested in their customers. They "built" the business. The new owners usually just want the revenue. New owners rarely have any history with the customers and the customers have no history with them.
Rarely have I ever seen a business bought out and improved upon. Most either drop in quality or simply maintain status-quo. Yes, there are a few exceptions but over all, most people who take over an existing business do so because they are attracted to the cash-flow without a lot of work. But they soon find out that keeping a clientele is just as difficult as finding new customers. Without a willingness to do the work, the value of the business drops. In this above example, each new owner of the coffee shop lost money over time.
Customers don't frequent your business to make you wealthy. Customers come because of the service and they leave because of a lack of perceived value. You can't "cut" your way to greatness. You can't view your customers as marks to be fleeced. You must cherish and value your customers or they will find someplace else where they feel that.
Service is the key to success in any business. Margins don't matter if there are no customers. Service is what keeps them coming back - not margins. Service is what spreads the word - not margins. Service is what creates long-term loyalty - not margins.
People deal with people. People buy from people. People talk with people. Don't forget about the "people" part of your organization. Develop the Attitude of Service™ if you want to build a strong business. Service first, profits second. There are no profits without customers.
--
Attitude w/ ATTITUDE
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The original asking price of the folks who started the business five years ago was $130,000. Then new owners bought it. After two years, they put it up for sale at a price of $100,000. Now, the store is for sale again but this time, it is closed - out of business. The current owners are asking $75,000.
That means that over a five year period, the business has lost $55,000 in value or about 40% of its original value. Now, because it's closed for business, it's worth nothing more than the liquidation of the equipment. You probably could get it all for less than $50,000 because the current owners are still paying the lease on the building. It's costing them money to stay closed.
When people buy a business, they are usually attracted by the potential cash flow. That's what gets them excited - the possibility of a big payoff without a lot of effort. They don't buy the original dream, the original vision or the excitement of opening a new business. Because of it, most usually end up cutting corners, reducing costs and going "cheap" to find find ways to maximize profits. The original owners invested in their customers. They "built" the business. The new owners usually just want the revenue. New owners rarely have any history with the customers and the customers have no history with them.
Rarely have I ever seen a business bought out and improved upon. Most either drop in quality or simply maintain status-quo. Yes, there are a few exceptions but over all, most people who take over an existing business do so because they are attracted to the cash-flow without a lot of work. But they soon find out that keeping a clientele is just as difficult as finding new customers. Without a willingness to do the work, the value of the business drops. In this above example, each new owner of the coffee shop lost money over time.
Customers don't frequent your business to make you wealthy. Customers come because of the service and they leave because of a lack of perceived value. You can't "cut" your way to greatness. You can't view your customers as marks to be fleeced. You must cherish and value your customers or they will find someplace else where they feel that.
Service is the key to success in any business. Margins don't matter if there are no customers. Service is what keeps them coming back - not margins. Service is what spreads the word - not margins. Service is what creates long-term loyalty - not margins.
People deal with people. People buy from people. People talk with people. Don't forget about the "people" part of your organization. Develop the Attitude of Service™ if you want to build a strong business. Service first, profits second. There are no profits without customers.
--
Attitude w/ ATTITUDE
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Thursday, January 07, 2010
Putting The Blame Where It Belongs
As simple as this post may seem, there's a real chance you might miss the profound message - or dismiss it as you do most things in your life with a condescending, "I already know that."
We let me help you understand it better: if others don't see you as the leader you consider yourself to be, if you are not considered the best manager in your organization, if you are not the most requested vendor of any of your competitors or if you think that your workplace could use a little improvement, then you don't know it all. Your results don't lie. They only amplify the truth. So put aside your ego and listen up.
How is it possible to be a genuinely effective leader if you have only ever been a lousy follower? How is it possible to be a good manager if you've only ever been a whiny, self-centered employee? How is it possible to improve your organization if you are no better than the collective average working there? How can you become a vendor of greatness if you have only ever been a customer who accepts sub-standard service?
It's the comparison points that separate the great from the mediocre. You need comparison to achieve anything really great.
You can not be a great leader if you have never been a great follower. You can't know what it is like to follow hence impossible to fully comprehend what it is like to lead.
You can't be a great manager if you view all of your past bosses as morons. Unless you have experience as a model employee you will never know how to be a model manager.
You can not improve your organization if you are not among the best in your organization. Average people have average ideas which bring average results. Exceptional people get exceptional results. If you are not constantly self-improving, then your work is not getting any better which means that your organization is not improving either. Organizations can't possibly improve if the people in those same organizations stay the same.
How can you know what outstanding service is if you have willingly accepted poor service and not voiced your opinions? If you won't set a standard of acceptable service for yourself, how can you serve your customers better? When a customer raises his or her expectations, the selling organization is forced to improve or lose the customer. If you have never helped another organization improve their service then you can not know what better service is exactly. You may have an idea but no proof.
So before you think yourself entitled to be promoted, to be followed, to receive an award or think your organization superior to others, ask yourself, "What have you done lately that makes you a better person, manager, leader or vendor?" If you haven't read a book or attended a seminar that improves you then you are the same delusional person you always were.
Greatness doesn't happen by accident. It requires effort. So how about you change your attitude and admit that you don't know it all and crack open a book for the proof. Blaming the economy, your bosses, your customers and your co-workers isn't going to change your results. You are. The problem isn't everyone else. Never has been.
--
Attitude w/ ATTITUDE
Subscribe to Kevin's Attitude with ATTITUDE Blog by Email
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We let me help you understand it better: if others don't see you as the leader you consider yourself to be, if you are not considered the best manager in your organization, if you are not the most requested vendor of any of your competitors or if you think that your workplace could use a little improvement, then you don't know it all. Your results don't lie. They only amplify the truth. So put aside your ego and listen up.
How is it possible to be a genuinely effective leader if you have only ever been a lousy follower? How is it possible to be a good manager if you've only ever been a whiny, self-centered employee? How is it possible to improve your organization if you are no better than the collective average working there? How can you become a vendor of greatness if you have only ever been a customer who accepts sub-standard service?
It's the comparison points that separate the great from the mediocre. You need comparison to achieve anything really great.
You can not be a great leader if you have never been a great follower. You can't know what it is like to follow hence impossible to fully comprehend what it is like to lead.
You can't be a great manager if you view all of your past bosses as morons. Unless you have experience as a model employee you will never know how to be a model manager.
You can not improve your organization if you are not among the best in your organization. Average people have average ideas which bring average results. Exceptional people get exceptional results. If you are not constantly self-improving, then your work is not getting any better which means that your organization is not improving either. Organizations can't possibly improve if the people in those same organizations stay the same.
How can you know what outstanding service is if you have willingly accepted poor service and not voiced your opinions? If you won't set a standard of acceptable service for yourself, how can you serve your customers better? When a customer raises his or her expectations, the selling organization is forced to improve or lose the customer. If you have never helped another organization improve their service then you can not know what better service is exactly. You may have an idea but no proof.
So before you think yourself entitled to be promoted, to be followed, to receive an award or think your organization superior to others, ask yourself, "What have you done lately that makes you a better person, manager, leader or vendor?" If you haven't read a book or attended a seminar that improves you then you are the same delusional person you always were.
Greatness doesn't happen by accident. It requires effort. So how about you change your attitude and admit that you don't know it all and crack open a book for the proof. Blaming the economy, your bosses, your customers and your co-workers isn't going to change your results. You are. The problem isn't everyone else. Never has been.
--
Attitude w/ ATTITUDE
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Wednesday, January 06, 2010
Are You Beaten?
Just prior to Christmas, I was engaged in a conversation with an elegant lady - the owner of a sheep farm.
"You had better be prepared to laugh at yourself," she said.
"If not," I added, "then you'll be the only one not laughing."
We both broke out in laughter.
Change your Attitude. Quit taking yourself so seriously. The times may have been much gloomier but there's daylight on the horizon. Lighten up and get back to work.
Sure, running an organization is serious work but it doesn't mean you have to be a humorless dolt while you're doing it. Enjoy your work - but don't make it the bane of your existence.
And make sure that your people get that message too. Enjoy the work. Be thankful for your job. Have an Attitude of Gratitude for what life sends your way. And, at the end of the day, smile for goodness sake. It makes you look less beaten down by your work.
--
Attitude w/ ATTITUDE
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"You had better be prepared to laugh at yourself," she said.
"If not," I added, "then you'll be the only one not laughing."
We both broke out in laughter.
Change your Attitude. Quit taking yourself so seriously. The times may have been much gloomier but there's daylight on the horizon. Lighten up and get back to work.
Sure, running an organization is serious work but it doesn't mean you have to be a humorless dolt while you're doing it. Enjoy your work - but don't make it the bane of your existence.
And make sure that your people get that message too. Enjoy the work. Be thankful for your job. Have an Attitude of Gratitude for what life sends your way. And, at the end of the day, smile for goodness sake. It makes you look less beaten down by your work.
--
Attitude w/ ATTITUDE
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Tuesday, January 05, 2010
Don't Just Lay Down And Take It
When you forget about your customers, your customers forget about you.
When a restaurant server forgets to bring you your meal, admits that she forgot about you, complains that she feels overwhelmed (even if she only has four tables to handle) but doesn't bother to check how long your salad has been waiting under the hot lamps before serving it to you anyway, you would forget about her when it came time to leave a tip right?
Do not reward bad service. Do not reward anyone who forgets that you are the revenue stream to their business. Do not reward any business that does not earn your business and works hard to keep it. Do not accept sub-standard food, sub-standard service, sub-standard quality or sub-standard standards.
You are in charge. You must set the standard of service. Do not accept less than your standard. If you don't set the standard, you will end up taking whatever they give you. You will be a "pushover" customer who does nothing more than encourage the business to continue offering poor service and products. You ruin it for all of the unsuspecting customers who will follow you because you didn't speak up.
Businesses only offer sub-standard service and poor quality because customers lay down and take it. Don't reward them by giving them money for their poor effort. Stop being a coward and talking about bad service behind their backs. Talk to them face-to-face.
Change your attitude and make the following statement a New Years resolution: I endeavor to offer honest feedback to those whose businesses I frequent. I will not use the word "fine" to describe my experience but will be forthright without being hurtful. I will turn off the filters and just say what's on my mind.
Stick to that resolution and watch your results soar this year.
--
Attitude w/ ATTITUDE
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When a restaurant server forgets to bring you your meal, admits that she forgot about you, complains that she feels overwhelmed (even if she only has four tables to handle) but doesn't bother to check how long your salad has been waiting under the hot lamps before serving it to you anyway, you would forget about her when it came time to leave a tip right?
Do not reward bad service. Do not reward anyone who forgets that you are the revenue stream to their business. Do not reward any business that does not earn your business and works hard to keep it. Do not accept sub-standard food, sub-standard service, sub-standard quality or sub-standard standards.
You are in charge. You must set the standard of service. Do not accept less than your standard. If you don't set the standard, you will end up taking whatever they give you. You will be a "pushover" customer who does nothing more than encourage the business to continue offering poor service and products. You ruin it for all of the unsuspecting customers who will follow you because you didn't speak up.
Businesses only offer sub-standard service and poor quality because customers lay down and take it. Don't reward them by giving them money for their poor effort. Stop being a coward and talking about bad service behind their backs. Talk to them face-to-face.
Change your attitude and make the following statement a New Years resolution: I endeavor to offer honest feedback to those whose businesses I frequent. I will not use the word "fine" to describe my experience but will be forthright without being hurtful. I will turn off the filters and just say what's on my mind.
Stick to that resolution and watch your results soar this year.
--
Attitude w/ ATTITUDE
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Monday, January 04, 2010
Managing By Hug or by Handshake
Do you shake hands with your mom or do you hug her? What about your siblings? How about your spouse? Your kids? How about your close friends? What about your employees?
I suppose we were on a roll with hugs until the employees question huh?
So what is the differentiating factor between offering a hug and a handshake? Perhaps it is this simple: a hug is reserved for people we care about and have feelings for. Everything else would be a handshake.
Managers, do you not care about your employees? I mean, is your corporate culture one of faceless people doing a job or is your culture one of only hiring people who matter to do work that matters? That's the difference between a handshake and a hug.
If you treat your employees as "handshake" people, you will attract people who view their work as "just a job." But if you really value your people, are grateful for their performance and diligence and care about them as people, you will attract people who value their work, are grateful that you chose them and will reward you with performance and diligence. They will take ownership of their work.
People who feel valued and cared for outperform all others by 20%.
A Culture of Greatness is created by managers who know the difference between a hug and a handshake. You don't actually have to hug them - just make them feel like you care enough about them.
If your managers can't do that, then get new managers. The world is changing and your attitude is out of touch with reality. You had better get with the program or you'll end up attracting the employees that no one else wants - you know, the "handshake" people.
--
Attitude w/ ATTITUDE
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I suppose we were on a roll with hugs until the employees question huh?
So what is the differentiating factor between offering a hug and a handshake? Perhaps it is this simple: a hug is reserved for people we care about and have feelings for. Everything else would be a handshake.
Managers, do you not care about your employees? I mean, is your corporate culture one of faceless people doing a job or is your culture one of only hiring people who matter to do work that matters? That's the difference between a handshake and a hug.
If you treat your employees as "handshake" people, you will attract people who view their work as "just a job." But if you really value your people, are grateful for their performance and diligence and care about them as people, you will attract people who value their work, are grateful that you chose them and will reward you with performance and diligence. They will take ownership of their work.
People who feel valued and cared for outperform all others by 20%.
A Culture of Greatness is created by managers who know the difference between a hug and a handshake. You don't actually have to hug them - just make them feel like you care enough about them.
If your managers can't do that, then get new managers. The world is changing and your attitude is out of touch with reality. You had better get with the program or you'll end up attracting the employees that no one else wants - you know, the "handshake" people.
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