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People Need Feedback

August 24, 2014 — Leave a comment


We all need people who will give us feedback. That’s how we improve.- Bill Gates

According to 1,400 executives polled by The Ken Blanchard Companies, failing to provide feedback is the most common mistake that leaders make. When you don’t provide prompt feedback to your people, you’re depriving them of the opportunity to improve their performance.

Lots of people have lost their jobs for the simply reason that their boss was too big of a chicken to give them the feedback they needed to improve. Yes, just because you’re a boss doesn’t mean you can’t be a chicken too.

Have you ever been in a position where you had to let someone go? Were they shocked to discover that their performance wasn’t sufficient to keep their job? Then it’s most likely that you failed to provide them the feedback the needed to improve their performance. No one should ever…

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Blanchard LeaderChat

Business People's Hands RaisedKen Blanchard tells a story about his early days as a consultant.  One day he was brought in to help address a turnover problem at a manufacturing plant in the Southeastern United States.  In spite of competitive wages and benefits and an overall positive assessment from employees, the plant was experiencing large spikes in people leaving every summer and management couldn’t figure out why.

When Ken arrived, he was briefed on the situation and the inability to determine a cause.  After reviewing the data, Ken thought about it a minute and then suggested that a good next step would be to talk to front line employees to see if they could shed some light on the situation.

“Why do you want to talk to them?  What would they know that we don’t?” was the general reaction of the senior leadership.

But Ken persisted. He conducted a number of interviews and found out…

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There’s an old saying about listening to coworkers, colleagues, and those under your authority that says you better listen to the choir.


Do you listen to “the choir?”

Do you value their opinions?

Do you reward them with respect?

Do the unexpected.

Do extraordinary things for your “choir.”

Listen to and address their concerns.

Humans value being heard.

If you do, then you can expect the unexpected and extraordinary results.

Start getting results now.

Don’t regret it later!



Recognizing the Artist (or Craftsman), not the Tools

A New Diary

June 29, 2013 — Leave a comment

I read this, looked at the chronodex website ( ) and now I think I’m hooked. Thanks Michael Jecks.


A short blog today – there is far too much on for me to spend too much time here.

I have, over the years, tried out a load of different types of planner and diary. In between writing a novel or two, you understand.

Many years ago, I was determined to keep a diary so I would be able to look back in my white-haired dotage and peer with vague stirrings of memory at my writing and recall ancient emotions. I bought a five year journal, and almost kept up with it for one year.

The trouble is, I’ve never been disciplined enough to keep scribbling about my own life. It just doesn’t work like that for me.

However, when I was in business, I was introduced to a number of new systems to make life easier.

Yes, I started out with a rubbish series of annual diaries (each pathetically…

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I love stories of over-the-top customer service!

Competition in price is not the only issue when it comes to customer loyalty. Flexibility and outstanding service make a huge impression and a deep impact.

Here are a few I found worthy of review:

Can you offer your customers flexibility?

Customer Gifts: Making a Nice Gesture the Right Gesture

See you next Tuesday for more Over-The-Top Tuesday posts and links!

Great management tips on delegation…


In my last post I wrote about the damage done by micromanaging. I could write for hours and hours on this scourge to all things productive. It limits the growth of every type of organization by limiting the growth of it’s people. It kills moral, it kills productivity, it kills profitability and eventually, it kills the organization.

But there is a way to stop micromanaging in it’s tracks. It’s called delegating!

Now as all micromanages will tell you, delegating doesn’t work. They say that if you want a job done right then you must do it yourself.

To all my micromanaging friends I say this: that’s a bunch of bunk!

If you delegated a task to someone and they failed at the task then it’s likely the failure was caused by YOUR poor delegating skills. As a leader you failed to delegate properly and further convinced yourself that you MUST…

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I was not a Boyscout. After my time as a Cub Scout, (scouting for younger children) I dropped out. On the final Cub Scout camp out, a Boy Scout troop set up camp a few hundred yards from our camp. This group frightened me and my buddies. The word “rogue” comes to mind. Screams came from those hung by their ankles in trees, or bound in their sleeping bags as bigger kids and leaders stood around laughing. They were not the model Boy Scout troop by any means. Remember the “evil” karate school from the movie Karate Kid? That’s what I’m talking about. (I’m sure this group was the exception and not the rule, that there are wonderful troops, and my perception was skewed being several feet shorter than the rough-housing teenagers.)

During my long and glorious career as a Cub Scout, I learned about earning rewards and awards. The lure of the shiny pin grabbed me, it drew me in, I thought, I must accomplish the tasks and earn the “bling.” You can think of a similar experience or example I’m sure. If you do the deed, you earn the bling.

I am grown up now, at least according to the calendar, and I know that for those in the working world, the goal goes beyond pins and medals. We think we want to be called “leaders.” Leadership, however, cannot be earned like a badge or a pin. Leadership is different from what we have been told.

Leadership cannot be obtained by completing a single or series of tasks, attending a seminar, taking a class, or reading a series of books. Many are under a great deal of pressure to figure out which tasks and deeds must be completed to reach the goal of being called a leader.

May I make a suggestion? Follow the blog at, you will hear things you probably have not heard before. You will learn more about an alternative approach, if you have already been around the block a few times, chasing the “rabbit” of the leadership development industry, cut yourself lose. Try something different, try something that really works.

Adding Etiquette to Employee Expectations