Manage to be amazing: Pt 1

Don't think for one second this post only applies to business. Life is full of managing those around you (and it's an art form), but as an easy example, let's start with business just for simplicity's sake.

Everyone thinks that managing is about writing schedules and making sure that sick days are covered. It's not. Let me clarify; most days you have to do those things but you have a higher purpose than the mundane tasks that anyone who passed the 8th grade could do. You, as a manager, are called to provide more than a schedule. You're called to create a lifestyle to those in your charge. You must manage in a way that inspires people - even if you don't think you're particularly inspiring. Sound like babysitting? Well...

It's more than that too.

People go to work nearly one third of their lives and you'll notice a pretty simple pattern during that time. Show up, mark time until lunch (accomplishing whatever is necessary to avoid getting fired), go to lunch, repeat the moves from before lunch while trying to avoid getting caught playing tetris, taking a nap or (gasp!) reading blogs, then go home. They pray for snow days or power outages or some days they hope they can get sick to avoid reporting for duty - minus the guilt of lying. A third of your life is an awfully lot of time to repeat that, ad nauseum, Monday through Friday. It's also awfully long to stay in a caustic environment.

The workplace has been turned into its own eco system. It is a sterile environment where no one expects things to go wrong, or people to misspeak. It's believed that nothing bad will happen if you just follow the corporate manual; after all, they've thought of everything. They've determined the most effective ways to do every possible task to possibly include cleanup after a bathroom break (if you know what I mean). They think that all will be perfect if everyone "just does their job".

...but it won't.

To err is human but, more importantly, people have unique desires. They want different interactions, different versions of praise, different methods of remuneration, even different comfort levels while "putting in their time". As a manager, opening your eyes to those desires when unprepared can be a scary proposition. You will not only see the utter ineffectiveness of your current setup, but it will also reveal a horrible mirror that will make you feel ugly. You will quickly see that you are looking at those people, who rely on you to be able to feed their family and live in their house, through the filter of your own needs and desires... and who wouldn't? It's easy to do, but that filter is not reality, and it will not lend itself to the success of your organization.

You've obviously worked very hard to attain the position you're in. You studied and stayed late or you came in early and worked through lunch. Maybe you read the user manuals that no one else could, or would, for that matter. There were even some months where, I'm sure, you couldn't remember what a day off looked like. You were the best at what you did and your reward is your current position.

Some may be grumbling now, "...not much of a reward...", but this is what you worked for. You wanted to change the world or the industry or at least your office, but under the weight of policies and trying to keep everyone's personality in check, you're back to autopilot. You write the schedules and make sure everyone's playing not to lose. Oh you tell them everyone's playing to win, but at this point you're worried about your own tail end. So, you just want to make it to the next day. You want to make sure that one particular employee doesn't shoot his mouth off at the wrong time and no one breaks the computer trying to do something they shouldn't be.

I'm here to tell you the management world is different than just putting out fires like that.

If you aren't recognizing that your work environment has degraded into a hum drum, repititious, stagnant place then you are failing. Regardless of what the bottom line says, I can guarantee you are seeing significantly diminished results at best, and it will only get worse.

Sounds hopeless, doesn't it? Well it isn't.

People in your organization are not only truly unique, but also have inherent talents that can be exploited to everyone's advantage (especially their own) and your job is to, first, discover those talents: then, figure out how those talents will reshape and possibly recreate your environment.

You are going to need to ask a lot of questions and most of them will be uncomfortable. You will evaluate talent in a way that determines whether someone is truly where they want to be, but, more importantly, whether where they want to be is good for them and in the same stroke good for your business as well.

Let's take my mom for example.

I said in a previous post that she advised one of her employees on a different career. She has actually helped him develop a completely different career path. It won't involve her company at all but it was still the right move because she is developing the employee and not the position. That part needs to sink in on people because that is the important part to realize in this entire post. DEVELOP THE EMPLOYEE NOT THE POSITION.

What if they move on? Well what if they move on? Good for them. Look, if someone's going to leave, whose terms do you want them leaving on? Do you want them to leave angry or singing your praises? If a person is a poor fit in your organization, but they are a good employee worth the time you'll spend on them, then spend the time and help them get where they want to go. Most times you'll have enough time to train their replacement, and they'll even help because the process is positive all around. They'll get what they want and you'll get what you want - someone who's a better fit in your environment. Hire better. Spend a lot of time in the interview and fill the position correctly.

If this is your policy, you will attract better employees for less money because they'll search you out. This policy will make you remarkable and you will develop an amazing reputation for your hiring and training systems.

I'm going to close here for now. I'll continue, in the next couple blogs, but there is one very important, emotionally charged blog that needs to be written first. It'll be up soon.

Take care and be better.

-Bill

It's not my fault.

" ...but Bill you don't understand - it's not my fault."

I heard this again yesterday. He was talking about a mislabeled electric box that almost got a few people killed (myself included; sparks and natural gas are not a good combo). He was blaming it on the electrician, and you know what?

I didn't care.

I was mad. He has embellished the story to THE BRUNETTE one time too many, and now he's got me to deal with. I love interacting in a positive, upbeat manner, but sometimes I even snap and the contractor who remodeled her house has pushed me to that point.

He helped me figure out one thing though; I don't care whose fault it is. I care whose responsibility it is to get it fixed. We can point fingers all day, and people love to do that. I guess I'm just at a point in my life where I don't have time to point fingers.

This guy's a business owner and there he is telling me how "none of this is my fault." Well of course not. You didn't actually do any of the work. You hired people to do it - apparently so you could blame them when everything inevitably goes wrong. That's real mature, keep pointing fingers. I'll keep getting angrier.

All I wanted him to do is tell me how it was going to get fixed - and he did. Apparently, after he screws things up, I'm to call someone else to fix them. This guy really needs to be introduced to working smarter, not harder.

Let me explain it another way. You should look at things in your life and see if you're blaming someone for something that's wrong. Now, take it to the next step. That "thing" that you're blaming them for; whose problem is it? Is it their's? If yes, great, but if not, and it's your problem or responsibility you need to fix the problem. Then deal with fault after. You may find that blame doesn't matter at all.

My next blog will be about what to do with the assessment after the problem.

Take care.

Be better.

-Bill

Give... give more

I need to tell you... be nice, you never know when it'll literally pay off.

Don't believe me?

Ok, one night, a few months ago, my mom calls me to ask if I can help one of her employees write a bio for a new company he's working for on the side. I didn't even know the guy - never met him... and it's after 10 p.m. (Now, as a side note, I want to comment on my mom doing the right thing as a manager. She was helping her employee better himself even though it would not directly benefit her company. Note I said that was the RIGHT thing to do. I'll explain why in another blog.)

I nearly said "No." Wouldn't you? I mean you get a call after 10 to write a piece as a favor for someone you've never met for no pay, and you're broke to boot. I do things like that a lot for people I know. I don't mind doing it as a favor, but the pay sucks. For someone I don't know? Enough is enough.

Well, I did it anyways. He needed help. I gave him what he wanted and he became a raving fan. Funny, that never helped my wallet... before that night. I knew he didn't have much money. He works for the same company my mom does, they've never exactly been known for the incredible salaries they hand out. He explained that he'd pay me as soon as he made money with his new job. I said, "Yeah, that's what I always hear."

He said, "I'm going to show them this. I'm going to get them to have you do all their writing and advertising...". I was skeptical to say the least.

Anyways, long story short. I now have a new client: My Broker Realty. I received an email from them a day later and we began working together almost immediately. They have been very receptive to my ideas and theories and are well on their way to becoming a real estate heavy hitter in the Eastern Panhandle of WV. If they maintain their tenacity and creativity, there won't be any stopping them.

It just goes to show you: when you don't think you have anything more to give, give anyways. The results could be just what you expect, but sometimes you may receive far more than you gave.

Take care.

Be better.

-Bill

Another year wiser?

Yeah, yeah - I'm thirty now.

The jokes really weren't too bad. The gifts only included one bottle of Geritol (and Ginko Beloba), but were otherwise very nice. The party was smaller than I'd have liked, but I got to see a lot of people that I really enjoy seeing - and having them all in the same room was fantastic.

Now, if you're reading this blog and weren't there, have no fear. Things come up. People can't make it, I couldn't invite EVERYONE, some people could have made it had we not all left when we did, and I'm not worried either way. I'm not writing this blog to make anyone feel guilty. I appreciate the ones who were there and can't wait to see everyone who wasn't there. That's not why I decided to write.

A dear friend of mine chuckled the other day when I called her back - "You even say 'Take care.' at the end of your message on your voice mail". She was referring to the fact that I say it, write it, close emails with it, chat with it and even leave it at the end of comments all the time. If I have one overused term - "Take care." is definitely it.

The thing is, I mean it. I truly think about it when I say it. I genuinely want people to take care, and I definitely want them to know I feel that way. But maybe it's time for an update.

So, today, after my nap, my dose of prune juice, and labored trip to my walker, my thoughts were kind of recounting everything that's happened in thirty years and I was wondering what I want to say to people now that I'm officially "wiser" (notice I keep ignoring the other part of that term). It wasn't a simple at first. Nothing seemed to do the job in my head that "Take care" did.

Then, it struck me. I need a statement that really lets people know how I feel; something that empowers them more. I need something that no one else is willing to take the time to think of to close their emails with, but it still need a colloquialism that is simple yet meaningful.

I need to tell everyone to "Be better".

It leaves a lot open for interpretation, and you might even look at it as a challenge, but that's what I want for you... and me.

For me, "be better" brings to mind the fact that I can be better at anything. I can be a much better father, or son. Lord knows I can be a better friend. I can be a better writer or driver or listener. I can be a better student or role model. I can even try to be better than someone else if I'm going to be competitive. I can just be better.

All I have to do is focus on being better at any one of those things to actually be better. The real beauty is, that sometimes, to be better I only have to be marginally better today, but marginally better is still better.

So, I'll tell you to take care, and I mean it when I say it, but expect a lot more "Be better"s in the future. I'll guarantee you'll find them in your emails and maybe also coming soon to a voice mail near you.

Thank you all for being part of my life during significant parts of the past thirty years. It always amazes me to think of the profound effect so many people have had on me, and, if you're reading this, odds are you're one of them.

Be better.

-Bill