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Archive for August, 2017

Successful Supervisor 40 – Engaging People

In this article I want to share some of my personal experience on the topic of how to obtain the full engagement of people.

Getting the maximum discretionary effort of each individual on the team ought to be a top priority for any supervisor, yet in an attempt to “maintain control,” many supervisors make critical errors that undermine their intentions. Control is extremely important, and yet there are right ways and wrong ways to obtain it.

First, there is a term that I often hear which puts a negative slant on the concept of coaching people to do better. That term is when the supervisor “writes up” an employee.

Let’s say I am an employee, and you are my supervisor. You have noticed that my breaks are too long, so you tell me that you are going to “write me up” for not following the break rules. Let’s break down…

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Successful Supervisor 41 – Terminating People Well

Occasionally supervisors are called upon to terminate an individual who is no longer being helpful to the group.

There is no easy or pain-free way to fire a worker, but there are some mistakes that, if avoided, allow the supervisor, and others, to get through the difficult matter with grace.

There are a few different categories to consider, and the appropriate behaviors are very different depending on the situation. The easy termination is where an individual has threatened bodily harm to someone else and/or has a weapon capable of doing it.

In these cases, it is always important to get Security or Police involved as early as possible. The termination needs to happen immediately without any chance of recovery. When a person goes to that extreme, he or she is an eminent danger to the population.

I recall one instance when I was a young Department Manager where an individual…

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Being A Slacker At Work

Practical Practice Management

Have you ever “slacked off” with your job duties? You know, not really doing what is expected of you?

If we were honest with ourselves, we probably would find that we have done things that fall into this category more often than we would admit.

Here are a couple of examples that could fit in that “slacker” category.

  • You put off doing things you need to get done today so that you can enjoy a lighter load today and not work too hard. You are hoping that tomorrow you will feel like busting it to get it all done.
  • If you are in the retail industry, and a customer would like a certain item and it is not on the floor, instead of looking in the stockroom or calling another store to see if they have it you tell the customer, “I am sorry if there is none on the shelf…

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Invest in Trust

Lead Today

All leadership is based on trust. If someone doesn’t trust you they simply will not be committed to truly following you. They might comply with you, they may do what you tell them to do, they may even kind of like you but they will not commit to you.

Building trust takes time. When I hear someone say “you must earn the right to lead” what I really think they are saying is “you need to build some trust before anyone will actually follow you.?

Authentic leaders know that their title or position does little in the way of building trust. People don’t trust titles, they don’t trust positions, and they don’t trust names. People trust people.

Trust building must be intentional. It should happen every day. If you’re a leader, or someone in a leadership position, (of course you know that holding a leading position doesn’t mean you’re actually…

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Successful Supervisor 39 Measuring Performance

There is an old adage in quality circles that “What gets measured gets done.” The saying is often attributed to Edwards Deming, although there is some debate on it.

The issue of what to measure and how to feed back performance is a lot more complex and important than many supervisors recognize. This article is to shed some light on common problems that can come up when trying to measure performance.

Selecting the right measures is a first consideration. Believe it or not, it is common for supervisors and managers to select measures that drive performance in the wrong direction.

I know that sounds incredulous, so let me provide a few examples to demonstrate that what may seem to be a logical measure can drive poor performance.

In an effort to increase revenue, a computer company decided to measure the number of calls made by the sales force. History showed…

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Aldous Huxley and the Mind/Body connection

Physical Immortality - the mass possibility's Blog

This is an interesting article – “I wish to raise my hand. Well, I raise it. But who raises it? Who is the “I” who raises my hand? Certainly it is not exclusively the “I” who is standing here talking, the “I” who signs the checks and has a history behind him, because I do not have the faintest idea how my hand was raised. All I know is that I expressed a wish for my hand to be raised, whereupon something within myself set to work, pulled the switches of a most elaborate nervous system, and made thirty or forty muscles — some of which contract and some of which relax at the same instant — function in perfect harmony so as to produce this extremely simple gesture. And of course, when we ask ourselves, how does my heart beat? how do we breathe? how do I digest my…

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Kindness and Health

Physical Immortality - the mass possibility's Blog

Love this …some cool science as well 🙂

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