Edward Deming World Networker
Living in Caracas, Venezuela is an awesome experience. There, I lived The Total Quality Management experience. In the late 70s quite a few managers were trying to find their way into higher realms of achievement for themselves and their companies.
I, myself, after working as a management executive for Intercontinental Hotels Corporation, I was building an independent business which would help me to become my own boss and achieve financial independence.
As I decided to build my business around the book industry, I found managers and CEOs of the largest companies in Venezuela asking for ideas on how to become more efficient and more productive. That curiosity brought me to Edward Deming′s Total Quality Management.
Even though the idea of social networking as we know now from the internet business world, was
I started by talking to production managers and general managers, about Edward Deming′s "Total Quality Management". These business and industrial leaders and myself, detriot black caps learned about Deming′s success in Japan and how his theories were considered as one of the main causes for Japan′s economy to go from the ashes of war, into the new economic leader of the world.
Suddenly I found myself building my business network, talking and sharing Deming′s principles, and becoming an "authority" in total quality management at the same time.
detriot black caps /> From my hotel business activities, I did have good relations with Ford executives from the Venezuelan branch, who became very important for me at the time, as Ford Motor was the leading american company which became a quality example both for management and production quality, by using Deming′s principles.
That experience and my relations with Ford people became very important for me as I used them to promote Deming′s ideas which were of great help to build my business.
Networking is the trend in Internet marketing. Social networking sites are very successful, because they cater to all those of us who want to share our ideas, videos, photos and experience with the world.
2012年9月18日星期二
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While wandering through Google Plus the other day, I ran across a video "CEOs suffer from social paralysis" by?Thomas Power. Power, chairman and founder ofEcademy.com, essentially posits that CEOs are rewarded for things like reducing costs, automating processes and producing short term results, none of which social media is good for.
Credit: hockeydino.com
Well, maybe it helps reduce advertising costs with more efficient digital, but that's not enough for the C-suite. To them it all seems too chatty and frivolous.
What drives CEOs?
That got me thinking about one of my favorite books "Freakonomics", new era detriot tigers black hats a non-traditional economics text that explores behaviour as explicable by incentives.
Stock price, the expectations of investors, revenue, margin, market share, production volume and so on are what drive CEOs. They are incented to raise the stock price, provide market gains, and to deliver dividends to investors. All the while, they are performing a balancing act between the board and employees, and keeping an new era detriot tigers black hats eye on their own bonuses and stock options.
Telling a CEO you can't deliver Return on Investment (ROI) on social media but you expect "return on engagement" is about the same as saying you're seeking permission to hunt for unicorns. It simply won't fly.
To embed social media into an organization you need executive sponsorship, which means you need to align your program with their motivations. Connect the dots for the leadership
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Inspirational Leaders Start By Taking On Challenges
by Michael D. Hume, M.S.
If you want to be a more inspirational leader (as do most of my clients), you have to be inspired. One way you'll
I'm humbled to have been able to sing a lot of Christmas carols this year with America's premier caroling new era detriot tigers black caps group, The Original Dickens Carolers here in Colorado. Recently, I worked with an agent who gave me a new lesson in the meaning of personal initiative and inspirational leadership.
Over the years, I've worked with a LOT of agents in my artistic endeavors. I have respected them all, because agents are a big part of bringing creativity to the world in a commercially-viable manner; they're both discriminating appreciators of the arts AND entrepreneurs, two types of which I'm a big fan. That said, in my experience, many agents have allowed themselves to become jaded and cynical, and for some, getting gigs for creative people is just a job they do for money. My new friend, though, seems to be a real exception to this sweeping generality: she's inspired, and inspiring.
Here's the story she shared with me recently (but not until after I'd worked with her): turns out she has a grandson who, last Christmas, was very ill with autism. One side of his brain had quit functioning. Thousands of bucks had been spent on this kid throughout his life, new era detriot tigers black caps all in a fruitless search for an answer.
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Effective communications are essential for building both personal and professional relationships with others. First impressions count so it is important to choose words that others can relate to quickly.
Every industry and function has its jargon. For example, talking to bankers about interest rate sensitivity, to product developers about time-to-market, and to manufacturing enterprises about overhead costs builds rapport. Salespeople prefer words that convey energy and excitement; medical practitioners prefer words that suggest
Because people often make decisions on emotion, and then justify them rationally, it is essential to use motivational language. Whereas ultimately that means using persuasive language, the entertaining, informing, and convincing styles are useful for raising emotion.
Successful salespeople claim that it takes multiple interactions with a prospect to make a sale - at least five is not uncommon. Unsuccessful salespeople usually give up before they have reached the threshold required to close. Many interactions are required to build trust, which is based upon communications and the accompanying actions.
Large transactions between enterprises, such as long-term contracts, or mergers and acquisitions may require field trips and site visits over multiple days. These events require discussions and presentations in meetings, and over breakfasts, lunches, and dinners. Eventually the parties meet across the table to negotiate the deal. Minimizing the amount of face time with counter parties reduces the risk of something being said that is out of place. So face time should be reserved to those situations where messages can be powerfully transmitted with anticipation and deliberation.
During negotiations, the parties must never be off guard, and all language to entertain, inform, convince, and persuade should be chosen carefully by understanding the needs of the audience and their backgrounds. Therefore, it is necessary to determine what motivates an audience and what it new era detriot tigers hats aspires to - their industry and functional backgrounds provide clues.
It is important to understand whether the audience prefers the "analytical" approach (findings followed by conclusions followed by recommendations), or "bottom-line" approach (recommendations based upon conclusions based upon findings).
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You know the old saying: "If you feed a man a fish, you feed him for a day. If you teach him to fish, you'll feed him for a lifetime." While many people in our society need lunch, they also to learn to catch, clean, and cook the fish and become self-sustaining in the future. They may even need some ongoing lessons to make sure they learn to do it well.Teaching the skills and following up to make sure they absorbed them correctly is what mentoring is about.
If you have skills to share, whether they are life skills or professional skills,?there is someone out there who can benefit from your experience. You
New hires may come to your company fresh out of school or from other jobs. They may have the book learning down pat, but aren't quite sure how to use it.?A mentor can offer suggestions to help them learn the ropes. If they don't know how to fit new era detriot tigers caps into the company culture or into the 9-to-5 work world, a mentor can get them on track. As they start or move up in their careers, a mentor can offer advice and be a sounding board.
Recent census figures have confirmed that for every two Baby Boomers leaving the workforce only one young professional will fill their spot. Some statistics compiled by?Misti Burmeister, and reported in the?Great Leadership?blog attest to the importance of mentoring:
More than 60% of college and graduate students listed mentoring as a criterion for selecting an employer after graduation. (Source: MMHA)
76% of Fortune's top 25 companies?offer mentoring programs. (Source: Fortune)
96% of executives say?mentoring is an important development tool. (Source: AccountTemps)
77% of companies?report that mentoring programs were effective in increasing retention. (Source: The Center for Creative new era detriot tigers caps Leadership)
35% of employees who do not receive regular mentoring look for another job within 12 months. (Source: Emerging Workforce study by Spherion)
62% of employees who have received mentoring say they?are very likely to stay with their current employer. (Source: Yellowbrick)
75% of executives point to mentoring as playing a key role in their careers. (Source: ASTD)
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So, facilitative leadership: is leading by committee ... not!
It is not about getting everyone together and asking, "what do you and you think?" Everything cannot be decided via committee! Especially if your work involves
For this process to work, the leader must be successful at creating an atmosphere where people not only feel comfortable contributing ideas and suggestions, but where the leader actually acts on that input.
Acting on input does not mean doing everything the group tells you to do. It does mean making it clear to detriot tigers black hats the group that their input is valued by defining how that input will be used. Many times a leader will give the impression that if the team members give honest input, they will be given their 'marching orders'. This is why the leader must clarify prior to asking for input how that input will be used. For instance, let the group know if you are:
1- Just asking for ideas and you (the leader) will make the final decision
2- Asking for ideas and you (the leader) will discuss options with the group again prior to making the final decision.
3- Requesting input so final decision will be made together as a team
4- Requiring input and the team will make the final decision after reviewing it with you.
5- Giving input to the team and the team will tell you what the final decision is.
These are just examples of how to explain your intentions when involving direct reports in the decision-making process. The added advantage of this clarity is that it is another critical step in building respect, trust and rapport.
This model is the strategic outgrowth of the changing role of leadership.
Back in the day, and hopefully this does not mean last week for you ... the leader stood in the middle of everything and directed the team with one-way communication. Essentially that leader would say, "jump" and the followers would need to know how high.
As this leader progresses she/he allows for two-way communication, but the leader is still in the middle directing the activities of the group.
Continuing this progression, the leader steps out of the middle - and becomes a part of the team. This also allows for better communication - actually between team members. The leader is still responsible but does not 'push' her/his people, they tend to 'pull', to get people detriot tigers black hats to follow them - not to push and micro-manage them.
As the leader progresses even further, they can actually step away from the day-to-day aspects of the area. This affords even more communication between the members of the team. Again, you cannot do this until you have helped the team members interact with each other on a 'level playing field'. This is why you should be familiar with the elements in this book that can help you build those essential skills for your subordinates - so you can be free to work on the more strategic elements of your job, instead of the tactical.
The skill required for this process is critical because the typical leader's area of span and control is not retracting, it's expanding! So you will be required to 'run' multiple departments, and that cannot be done effectively if you are 'stuck' in the middle of one trying to direct everything.
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True leadership is what is learned by creating leadership opportunities and using these experiences as teaching points. Nowadays, leadership applies to each and everyone in the detriot tigers black caps organization irrespective of their rank, title, position, or grade, and the leadership pipeline must begin with people who are not on the level to be leaders yet. This kind of development must be linked directly to the objectives and challenges faced by the organization.
Development of leadership will attract and retain top talent and help the organization to reach to defined success. It is also said that Leadership development is a detriot tigers black caps process, not a
A successful leadership development program results in giving tangible benefits to the organization. A successful program will enable the company to develop better leaders for tomorrow. The star point in this kind of program is that the employees begin to identify themselves with the organization. They take courage and understand ownership of the organization's vision, mission, values and goals which are committed to creating and maintaining a dynamic, supportive and team-oriented culture.
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You can learn amazing leadership lessons and skills in a forest ? if you pay attention.? I know first-hand, because I have a forest behind my house.? Here are three terrific lessons I learn in the forest ? lessons to help you improve your leadership skills.
1.? LITTLE PINK RIDING HOOD
I always see deer in the forest.? About 99.9% of deer run away when I walk nearby.?
But, one deer does the opposite.? She walks near me, usually 25-50 feet away.? Sometimes she follows only 5-10 feet behind me.? [Note:?
?I affectionately call my deer friend Little Pink Riding Hood.?
?Once a monstrous, 6=foot tall sandhill crane was walking on a forest trail.? Little Pink Riding Hood walked 5 feet behind that mammoth bird.? Whenever the bird stopped walking, Little Pink stopped.? When the bird resumed walking, Little Pink followed.?
I consider her my ‘deer friend.'? Sometimes a small deer tags along with Little Pink.???
Little Pink Riding Hood is admirably brave.? Once, six deer detriot tigers hats stood in the forest, eating leaves.? A coyote walked detriot tigers hats toward them.? Four of the deer moved away.? But, Little Pink and her small friend calmly walked in a big circle away from the other deer.?
Suddenly, Little Pink and her small friend started running astoundingly fast straight at the coyote!? The coyote ran away.?
Leadership Lesson = Most people are chicken or too lazy to take charge of situations.? Thank goodness for brave leaders like Little Pink Riding Hood.? Superb leaders use their brains to plan what needs to be done. and then immediately start to do it.
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Alusine M. Kanu, D.A.
?There are many multicultural issues, concerns, and challenges in supervising the multicultural. This article identifies theoretical orientations with discussions of the supervisory model, teaching styles and ethics that accommodate multiculturally diverse clients, supervisees and students. When the client is a minority group member and sometimes when either the supervisor or the supervisee is a minority person, supervisors need to recognize the relevance of addressing cultural concerns. All counseling detriot tigers caps and supervision contacts have cultural, racial and ethnic aspects which shape core assumptions, attitudes, and values of the persons involved and which may enhance or impede counselor effectiveness.
?A number of supervision techniques have been proposed to ensure that the cultural dimension is addressed. Bernard and Goodyear (1992) Planned discussion
Conceptualizing clients from a multicultural perspective means that counselors are (a) aware of and can integrate the impact of various cultural factors on clients presenting issues and (b) able to articulate an appropriate treatment plan for working with clients based on knowledge (Constantine and Ladny, 2001). In particular, counselors' theoretical orientation may impact the ways in which they make sense of issues affecting culturally diverse individuals. Counseling theoretical orientations that have been presented include psychodynamic, humanistic, and cognitive-behavioral theories. Eclectic counseling approaches have been increasingly popular because they utilize a primary theoretical orientation, but may borrow techniques from other theoretical orientations based on their proven efficacy (Lazarus and Beutler, 1993).
Creating a transformative curriculum includes designing a learning community that is reflective of a multicultural society and individual differences among citizens. Educators need to respond to the needs of various groups as well as to individual students. Classrooms are cultural communities that are reflective of perspectives studied, the students, and the professor. Successful learning requires an intercultural approach. Students can understand that learning is about the generation, mutual reflection, and critiquing and expanding ideas and concepts. Students can learn that there are patterns of detriot tigers caps values, speech preferences and behaviors associated with different cultures. This helps student's break down cultural stereotypes.
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What's Good About Who's Bad?
by Michael D. Hume, M.S.
I've made the point that there are two types new era black hats of person in the world, and in each of us. One type is the Entrepreneur: the daring risk-taker, the creative idea-generator, the energetic go-getter, the compassionate collaborator, the positive glass-half-full thinker. The other is the Victim: the cautious bureaucrat, the cynical idea-criticizer, the tired naysayer, the politically-minded competitor, the negative glass-half-empty complainer.
Which side of your own nature will dominate you depends upon which you feed, and which you let go hungry. Whether you own your own business or, like some of my clients, you're on a leadership mission within an organization, you want to constantly feed your "inner Entrepreneur," and give your "inner Victim" nothing to subsist upon. And one of the best ways to do both of these at once is to appreciate your adversaries.
We all end up with adversaries in life - people who seem to oppose you at every turn, sometimes for no particular good reason. You've met a few strong Entrepreneur-types, new era black hats though, who seem to acknowledge the reality of adversaries but live as though their aspiration is not to have any opponents at all. That type of person has realized that appreciating her adversaries is an excellent form of attitude maintenance, that it keeps her better nature strong while leaving her lesser nature wanting.
Think about your current adversaries. Who do you worry about? Who do you gripe about after work (hopefully not to excess)? Without whom would your life be humming along perfectly smoothly? With luck, you don't have more than a small handful of adversaries in your life today. She might be a former ally who has "turned"