January 15, 2009, 8:47 pm
Don’t ask your people to do more than you are willing to do. As a leader, your own preparation for everything you do has to be exemplary. If you are dedicated to success and will do whatever it takes to achieve it, the rest of your team will be, too.
As a leader, your high standards of performance, attention to detail, and above all-how hard you work set the stage for how your players perform. A lot of leaders want to tell people what to do, but they don’t provide the example. “Do as I say, not as I do,” doesn’t cut it when leading people to a destination of success. Continue reading ‘To Be a Successful Leader’ »
November 16, 2008, 10:24 pm
If you think about when organisations work well, it’s because all the parts are coordinated together and managed as an integrated whole. And that’s a very good reason why we ought to treat our performance measures the same.
By understanding how measures are related to one another, you increase their power to help you understand and diagnose performance, and thus how you can report those measures together to make performance understanding and diagnosis easier.
RELATIONSHIP TYPE 1: Cause-Effect
As the most commonly talked about relationship between measures or KPIs, the cause-effect relationship isn’t too hard to understand. It simply means that when one measure improves or deteriorates in performance, it causes another measure to improve or deteriorate in performance as a consequence. Continue reading ‘3 Types of Performance Measure Relationships’ »
March 12, 2008, 10:40 pm
“Be nice to people on the way up because you’ll meet the same people on the way down”, Wilson Mizner.
Until late 1970s employee relations used to be considered as a professional stream running within the boundaries of organizational policies and rules. The emphasis used to be on the interactions of both employees and employers persuading them to act how they are expected to be. Managers were just as instruments who were executing the orders with limited decision-making freedom.
The earlier phases of employee relations, known as “Authoritarian Management”, minimize the importance of people but given more substance to the orders of boss. This doesn’t prove that authoritarian management used to be always cruel or rude. Continue reading ‘More than just being nice to people’ »