preparing for the future
Post on 20-Jan-2016
Embed Size (px)
DESCRIPTIONPreparing for the Future. Joint FMI-CGA-CMA Workshop February 13-15, 2007 Hotel Grand Pacific Victoria, BC. Michael Berman firstname.lastname@example.org 253-514-9421. The BCOM Staff FISH’n With Mike Berman. Welcome…. Why are we here? What we already know Chopping wood Diet and exercise - PowerPoint PPT Presentation
Preparing for the FutureJoint FMI-CGA-CMA WorkshopFebruary 13-15, 2007Hotel Grand PacificVictoria, BC
The BCOM Staff
WelcomeWhy are we here?
What we already knowChopping woodDiet and exercise
What is my role?
TeamworkWhat evidence do you see of teamwork at the fish market?How important is teamwork at the fish market?Southwest AirlinesAssembly line/OrchestraDesk reference manualHow do you develop teamwork?
Choose Your AttitudeWhat does attitude mean?How does attitude affect action? How does your attitude affect other people?What is an attitude set point?A positive attitude is necessary to Be There, Make Their Day or have FunChoose your attitude; accept the consequences
More AttitudeWhat are some words to describe working conditions at the fish market before the current FISH philosophy?After the introduction of the FISH Philosophy are these conditions still present?What changed?
Be ThereShawn said that being there is like being with your best friendWhat does not being there say to others?What are the costs of not being fully present?Be there; After it becomes a habit, it takes no more time or energy; it connects you with others, offers support and allows you to learn and grow
Additional Be ThereIf you choose to BE THERE with a difficult person how would that person know that you were, being there?How does choosing your attitude help your being there?Have you ever needed someone to be there for you and they werent?
Make Their DayIt can be a new house or car; it can also be a smile, a compliment or an interested questionIts that next step beyond just being pleasantIt begins with focusing on the other personIt often costs nothing, takes little time and makes your day as wellIf you love your job, its going to show. Sammy How could that make someones day?
Play!!!The most misunderstood of the four principlesThe all business approach is uninspiring, boring and stifles creativityThrowing a fish is productive playNo one can tell you how to play at work; you need to think about it and find waysPlay does not consist of put-downs or jokesPlay requires mutual trust, permission and perhaps, boundaries
More PlayPeople play in their own way, some quietly, some not at allPlay should not be intimidatingAs J.P. said, There are a million different ways of playing. It doesnt have to be throwing a fish.Whats fun in your job now? How do you play? How do you feel when you play and have fun?If you give people permission to play and you dont play, will they?
Play Possibilities Decorate your office with FISH dcor and quotes from the video.Ride a scooter through the office to deliver messagesPlay five minutes of up-beat music before the office opensHave an office potluck once a monthGive silly prizes for no reasonLet someone ring a gong when they successfully help a person
FISH in ActionO Canada
The wrong shoes
The big yellow bus
Elements of a Successful Business A product of service that is valued Core values Employees to make it work Others
Components of a CompanySales/marketingR&DManagementHuman ResourcesFinanceEngineering
Physical EquipmentOffice equipmentVehicles; truck, cars, airplanes, tractors, etc.BuildingsOther
Equipment or People
Most competing companies have the same types of equipmentCompanies may draw from the same employee poolMachines do not have personalities, egos and feelingMachines do not have to be motivatedMachines perform at the same level
EmployeesWhat % of total budget is for wages and benefits?Turnover How much does it cost to replace an employee?What is the effect of poor employee performance?Poisoning the wellNot being an employer of choice
The Power of ConsumersAs consumers we usually have choices to make regarding where we spend our money.What do we base these choices on?
MonopoliesIn some cases we do not have choices available to us:
PoliceFireOther governmental agenciesThe only game in town.Wal-Mart
RelationshipsAll relationships, business or personal, are based on the same factors:Mutual trust and respectShared valuesShared goalsOpen and timely communications
What are some examples where a favorable or unfavorable impression of someone determined if you did business with a company?
What employers have succeeded largely because of the personal relationships established by their employees?
West JetSouthwest AirlinesWalmartStarbucks
Key Areas in Building SuccessThe hiring processThe dead zoneOrientationInitial employment period probationManagement stylesEmpowering employeesCommunicationsCustomer serviceEmployee Performance LevelsLeadership
Where to find candidatesCurrent employees, promotions, postings, word of mouthCompetitorsNewspaper adsTrade journalsSearch firmsWalk-insNew graduatesOthers?
Interviewing CandidatesOne interviewerPanel interviewsMultiple interviewsIts all about themDont talk too muchUse silenceAsk open ended questionsLearn about them
Hiring GuidelinesHire for attitude; train for skillsYou dont have to hire a grouchFind a good fit for the company cultureDont hire by a three to two vote; its not fair to anyone
The Dead ZoneThe time between offer and acceptance and the first day on the job is a critical time.Buyers remorseKeep in touch; send a letter, newsletter, annual report, etcKeep excitement up
First Day on the JobBe prepared for the new employeeGreet the new employ with enthusiasmBe sure his/her office or work space is readyHave business cards readyIntroduce new hire to co-workersHave someone take new hire to lunch
Orientation The purpose of orientation is to help the new employee develop a sense of commitment to the company, his/her particular job and a feeling of belonging and being needed.
More OrientationOrient the new employee to the entire companyWhere does the new employee fit in and why his/her job is importantTell the company history, with pride and passion. Let him/her know that he/she is following in the footsteps of some fine people who set high standards
Even More OrientationReinforce the notion that they were the best of the candidates and you are happy to have them thereIf possible ask senior level management to say, HelloGive new employees a tour with introductionsSet the bar high so he/she has something to strive for
Employee Needs Financial needs (extrinsic) salary and benefits Money isnt a satisfier, but lack of money is a dissatisfier Hertzberg
Sustaining needs (intrinsic)Meaningful work A purpose/importance
Employee Needs Contd
Shared valuesTrustShared (reciprocal) ValuesClear expectationsChallenge Communication Feedback, praise, supportive criticism
A Thought to Consider They dont care how much you know until they know how much you care.
Initial Employment PeriodProvide continuous feedbackUse buddy systemBe aware of signs of problems or difficultiesBe alert to new employees motivationLet employee know that he/she is vital to the company; Im just the receptionist (secretary)
More Initial Employment Period
Establish realistic goalsIs employee a good fit?Work to resolve any emerging problems and if that doesnt work
Made a Hiring Mistake? If you have followed all of the above and the employee demonstrates a poor attitude and/or job performance: 1. Meet with employee to assess attitude and provide training when needed 2. Document employee problems and help offered
Hiring Mistake? 3. Release employee if problems cannot be resolved 4. Obtain legal advice if termination is indicated 5. Review situation to determine what went wrong and how to correct it
The Training Process Determine what they need to know, to be successful on the job, and. TRAIN THEM!!! Train for current job, promotional opportunities and entry into management When opportunities open up, look first to your employees Are your employees in the right job?
Management StylesA successful management style is appropriate to the person and situationLeadership versus ManagementPeople prefer and respond to strong leadersStrength is flexibility Oak tree versus the palm tree
Great Lies of ManagementThe Dilbert Principle, Scott AdamsYour input is important to usOur people are the bestWell review your performance in six monthsI havent heard any rumorsTraining is a high priorityWe dont shoot the messengerPerformance will be rewarded
More From DilbertWe reward risk takersThe future is brightWere reorganizing to better serve our customersYou could earn more money under the new planI have an open door policy..and number 1.is
No. 1 From Dilbert
Employees are our most valuable asset
So much of what we call management consists of making it difficult for people to work. Peter Drucker
Management by ExclusionManagers push away those who disagree with themDissidents band together depriving manager of inputGridlock developsManager is isolatedDissidents become strong preventing manager from accomplishing goalsManager fails
Management by InclusionManager includes people in process; even those who disagreeEmployee resistance dissolves; its difficult to disagree when you are a part of the processTeamwork developsProgress is madeManager succeedsEveryone succeeds