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PRIORITIZING

Posted on March 31, 2014 by Trinity HR

As managers, one of our important responsibilities is to set priorities and to help our employees set priorities in terms of what needs to be accomplished. Without establishing priorities, it is too easy for one of the following to take place:

  • Wrong priorities are assumed—either too high or too low
  • No distinction is made between what’s really important & what can be delayed
  • Everything is considered to be a “must do now”

The Pareto Principle applies to priorities–20% of priorities will give you 80% of productivity/results—that’s a 4-fold return.

All work has to be viewed in the context of two questions: (1) How important is it? and (2)How urgent is it?

Based on those two factors (importance & urgency), all work then typically falls into 1 of the following 4 priority categories:

  1. High Importance/High Urgency
    • Do these things first!
  2. High Importance/Low Urgency
    • Set deadlines for completion!
    • Work into your daily routine!

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  3. Low Importance/High Urgency
    • Do after “High Importance/High Urgency”!
  4. Low Importance/Low Urgency
    • Put aside, but commit “X” amount of time each day, week or month towards getting them done.

The 3 “E’s” of prioritizing are:

  1. Evaluate – What are my priorities?
  2. Estimate – How much time will each take?
  3. Eliminate – What is on my “to do” list that does not need to be done or can be assigned to someone else?

Posted in Strategy, Management & Leadership

A Leader’s Vision

Posted on March 24, 2014 by Trinity HR

A leader should have great vision–and I am not talking about eyesight. A leader must be able to see:

  • Before others see – seeing not just the present but also into the future; being able to anticipate the next round of challenges & opportunities
  • More than others see – seeing the hidden issues; seeing untapped potential; seeing what others do not see

A leader’s vision:

  • Starts from within
  • Draws upon her/his past experiences, including both successes & failures
  • Paints the picture with great clarity so followers cannot just “catch the vision”, but can also “run with the vision”

If the vision by the leader is very clear, it will:

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  • Provide direction, serving as a road map for the future
  • Breed passion, causing the organization/your team to catch your enthusiasm & want to join the journey
  • Creates meaning, which enables a better understanding about how what each employee does each day fits into the proverbial “big picture”
  • Develops unity, with everyone driving toward the same outcome

A great example of the power of a leader’s vision can be seen in America’s achieving of President John F. Kennedy’s dream of putting a man on the moon.

  • This dream came to fruition in part on February 20, 1962 when astronaut John Glenn became the first American to orbit Earth.
  • It came to full fruition on July 20, 1969 when astronaut Neil Armstrong took the first step on the moon, famously saying, “That’s one small step for man, one giant leap for mankind’.

 

Posted in Strategy, Management & Leadership

What You Need to Know About 2014 Pay Increases

Posted on March 17, 2014 by Trinity HR

Recently, a study of pay increase planning for 2014 was conducted of more than 4,500 companies, with the following breakdown by # of employees.

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The key findings of the survey are shown below:

Pay Increases in 2014

  • 88% of all surveyed companies are planning to give pay increases. This is up from 83% in 2013.
  • A major factor cited for doing so is retention of key talent. Almost 60% stated that talent retention is their “#1 or high” concern.
    • The U.S. “All Industries” average turnover rate (including both voluntary and involuntary turnover) for 2013 was 15.1%Immunity from external pathogens require the inside of the artery wall for atherosclerosis and evaluating the flow across areas of these “mildly abnormal” areas to define the importance of the plaque in the veins and arteries. browse around this online cialis. The voluntary turnover rate was 10.4%, which represents 69% of all terminations.
    • Given this turnover rate and the high cost of turnover, it stands to reason that companies are concerned about their ability to retain their employees.
  • The average increase is projected to be 4.5%, up by about 1.0% from 2013’s pay increases.
    • From 2008 through 2013, the average pay increase has been in the 3.0% to 3.5% so it is significant that 2014’s pay increases are projected to cross over the 4.0+ range.
  • The average increase by company size as measured by the number of employees is:

3-17-14-2

Posted in Compensation & Performance Management

THE 5 W’s OF AN ENCOURAGING LEADER

Posted on March 10, 2014 by Trinity HR

1. WATCHFULNESS

  • Be observant so that your encouragement is:
    • Specific
    • Timely

2. WORDS

  • Serve to reinforce the performance & behaviors you desire
  • Express your appreciation

3. WRITING

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  • Often even more powerful that spoken words
  • Notes are a tangible reminder to the recipient—long after we may have forgotten the note, the employee has not

4. WALLET

  • Even a small monetary reward is important & valued as much as or more than the value itself

5. WINNING

  • Celebrate wins—including small ones
  • Winning begets winning

 

Posted in Employee & Labor Relations

WHY DO EMPLOYEES FAIL AND WHAT ROLE DO WE AS MANAGERS PLAY IN IT?

Posted on March 3, 2014 by Trinity HR

If you have had employees under you for any substantial length of time, you have probably had someone who did not perform to the level they needed to. When this takes place, we as managers (regardless of our level or title) have an obligation to assess what went wrong, especially in terms of identifying how we may have contributed to their lack of success.

Over the years, I have had individuals who were not successful. As a result, I had to go through an assessment to try to discover why and what I could have done to make a difference in the outcome. I also have had to assist numerous colleagues and clients to go through this assessment process.

Each situation is unique in some respect and there are numerous, varied reasons for the lack of success on the part of an employee. Nonetheless, after going through this process personally or as a coach to a colleague or client, I discovered four commons reasons that the vast majority of failures fall into.

These are the 4 most common reasons employees are not successful. Each of them has a component that contains a managerial responsibility.

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  1. Do not have a clear and complete understanding of WHAT they are supposed to do.
  2. Do not know HOW to do it.
  3. Do not grasp WHY they are doing it.
  4. Face OBSTACLES beyond their control.

Think about the most recent person under you who was not successful. In retrospect, was there something within one or more of these reasons that you could have done to potentially prevent the undesired outcome for the person, you and the organization?

Posted in Compensation & Performance Management

COMMON TRAITS OF GREAT BOSSES

Posted on February 24, 2014 by Trinity HR

I recently got to thinking about the various bosses I had during my 40+ career in business, especially those during the 25 year executive part of my career. My views of them, at last in hindsight, are that each had certain positive traits, as well as some not so positive ones. I am confident that this comes as no shocking revelation to anyone.

I mentally rated them from “great” to “oh me”. After doing so, I came to the conclusion that those that I rated as “great” or at least “very good” had several traits in common. These traits involve “TLC”—no, not Tender Loving Care”.

When it comes to being a great boss, the “TLC” stands for the following traits:

T: Trustworthy and Trusting
L: Leadership and Likeable
C: Competent and Caring

Let’s look at each of these traits in a practical way rather than from the dictionary:

T:

  • Trustworthy – This refers to someone in whom you can place your confidence because they are reliable, dependable and their word can be counted on.

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  • Trusting – This equates to a boss who believes in their employees’ integrity, character and ability. It translates into an employee’s feeling the boss is not always looking over her/his shoulder and/or second guessing an employee’s ability, judgment, honesty, etc.

L:

  • Leadership – The individual has the ability to exert positive influence in order to move people in the right direction.
  • Likeable – Forget the common notion that as a boss we don’t have to be liked, but only respected. The truth is that people respond better to, are more willing to “go the extra mile” and have greater enjoyment working for someone they like as opposed to someone they merely respect.

C:

  • Competent – People want their boss to have the necessary experience, knowledge and skills to be successful. It makes work life better for them as employees.
  • Caring – A caring boss demonstrates her/his genuine concern for their employees as human beings and not just as employees who produce output in the form of product or services.

 

Posted in Employee & Labor Relations

Ten Keys to a Winning Team

Posted on February 17, 2014 by Trinity HR

A team is not a bunch of people merely tied together organizationally. Instead, it is a group of individuals working together purposely as a result of motivation and mutually beneficial goals.

One of the best views of teams comes from the world of team sports. In sports, the motivation and mutual goal is usually winning the championship.

Since I was blessed to be a point guard on both a high school and collegiate championship basketball team, I’ll use basketball to illustrate what I consider to be the keys to a winning team:

1. Having a good coach (knowing how to spot talent, utilize each player’s strength, create a winning environment & set short-term and long term goals)

2. Focusing on the ultimate goal in front of them (winning the championship)

3. Being coachable (working on a shortcoming the coach points out to you)

4. Desiring to get better (working hard at practices between games and during the off season)

5. Holding each other accountable for their performance without being overly critical (telling a teammate his foul shooting needs to improve)

6. Helping each other to improve (a great foul shooter giving tips and/or encouragement to a struggling teammate)

7. Willing to put the good of the team ahead of personal goals (pass up your own jump shot for a teammate’s dunk)

8. Accepting their role on the team (somebody has to be willing to rebound more than they shoot)

9. Having each other’s back in the event of a problem or error (hustling back after a teammate’s turnover to prevent the opponent from scoring on a fast break)

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10. Celebrating milestones (going out together after being the team’s biggest competitor)

Two quotes of relevance:

“Everybody on a championship team doesn’t get publicity, but everyone can say he’s a champion.”
Magic Johnson, former NBA superstar and winner of 5 NBA championships

“Talent wins games, but teamwork and intelligence wins championships.”
Michael Jordan, former NBA superstar and winner of 6 NBA championships

 

 

Posted in Teams & Teambuilding

The Power of Delegation

Posted on February 10, 2014 by Trinity HR

One of the most powerful tools in a manager’s “tool box” is delegation. Why is delegation so powerful? It:

1. Allows you to spend your individual time & energy on tasks adding the most value—but

remember there is a big difference between delegating & dumping

2. Distributes work among team members so it can be achieved more efficiently

3. Increases productivity

4. Increases team members’ commitment to their team & the organization

5. Develops team members

Why then do some managers fail to delegate? Here are the most common reasons:

1. Insecurity about themselves

2. Lack of confidence in others

3. Failure to have trained others

4. Personal enjoyment of the task

5. A mindset of “no one can do it as well as me”

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How do you ensure successful delegation? Here are the key steps:

1. Carefully determine what can be delegated & to whom

2. Explain the task in appropriate detail, including why it is important

3. Clearly define what is the desired result/deliverable, with a specific completion/due date

4. Agree on follow-up steps, including completion milestones if the delegation involves a task that

will take more than a small amount of time

  • Give assistance when needed–based on requested by the individual or observed by you

5. Recognize the individual upon successful completion

Posted in Organizational & People Development

A Leader’s Vision

Posted on February 4, 2014 by Trinity HR

A leader should have great vision–and I am not talking about eyesight. A leader must be able to see:

  • Before others see – seeing not just the present but also into the future; being able to anticipate the next round of challenges & opportunities
  • More than others see – seeing the hidden issues; seeing untapped potential; seeing what others do not see

A leader’s vision:

  • Starts from within
  • Draws upon her/his past experiences, including both successes & failures
  • Paints the picture with great clarity so followers cannot just “catch the vision”, but can also “run with the vision”

If the vision by the leader is very clear, it will:

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  • Provide direction, serving as a road map for the future
  • Breed passion, causing the organization/your team to catch your enthusiasm & want to join the journey
  • Creates meaning, which enables a better understanding about how what each employee does each day fits into the proverbial “big picture”
  • Develops unity, with everyone driving toward the same outcome

A great example of the power of a leader’s vision can be seen in America’s achieving of President John F. Kennedy’s dream of putting a man on the moon.

  • This dream came to fruition in part on February 20, 1962 when astronaut John Glenn became the first American to orbit Earth.
  • It came to full fruition on July 20, 1969 when astronaut Neil Armstrong took the first step on the moon, famously saying, “That’s one small step for man, one giant leap for mankind’.

 

Posted in Strategy, Management & Leadership

Some Key Roles of a Leader

Posted on January 27, 2014 by Trinity HR

Some of the key roles of a leader include:

 1. Establish a clear vision & common purpose

  • This serves to create direction, passion, meaning & unity, each of which is immensely powerful, but together have almost limitless power.

2. Have “bifocal vision”

  • This means being able to stay on top up of the present, while seeing around the bend to the future.

3. Make certain that people know what is expected of them in their role & how that fits in with the organization as a whole.

  • Do not assume that everyone knows this.

4. Foster teamwork

  • Not only within your team, but also with other teams within the company

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5. Create an environment that encourages continuous improvement

  • o Continuous improvement helps us to stay ahead of the competition.

6. Hold people accountable for their performance

  • This isn’t always pleasant, but it is always the right thing.

7. Celebrate success

  • As leaders, we too often fail to do this even though we know how important it is & how it positively reinforces great performance.

 

Posted in Strategy, Management & Leadership