Category Archives: Management & leadership

Need Help Getting the Word Out?

I’ve been working for the past coupe of years on encouraging pastors/ministers/congregational leaders to start childcare centers in their buildings — because I think that would be a great contribution to society. It would help children, their family, their neighborhood, and indeed the nation. There is robust, replicated, reasonable research that shows that congregationally affiliated preschools outperform others. There are lots of reasons for that.
Today, I just thought it might be helpful to get the word out about existing congregationally affiliated, or other high quality centers. I’ve spent quite a lot of hour learning marketing. I’d be happy to share with you. I have developed the “Business Cascade” fro a client: goging from value proposition to marketing to advertising and sales implementation.
Who else would like to work with me on this? Ten session program for on $997.00 — but only until April 30th.
After that, it goes into the Consulting or Online course category.
Sharon

Our Mission : Helping You Meet Your Mission

We do basic management consulting for small businesses, churches, and schools. Our greatest expertise is understanding the social dynamics of the workgroup. The second is sympathetic coaching of the frontline manager.  Original assessment research and follow-up required.
Topics for training include:  1) how to hire, manage, and fire for the new manager, 2) time management for the manger and business owner, 3) conflict reduction, 4) meeting facilitation,  5) customer service, 6) corporate culture — and 7) coaching.
We specialize in helping congregationally affiliated child development centers, in ALL aspects, because we feel this is an important mission to the world. Few understand both the business, the board, and the educational dynamics of CDCs. We do. We can help. Conflict reduction, board training, marketing, curriculum development, character development, and management.
We have long specialized in conflict reduction. Most of our customers have been denominations, non-profits, and schools. Please see our book, written, especially with the Austin corporate market in mind. Workshops available tailored for your specific denomination.
We have great curriculum on customer service. I see a great need for it.
We have a new product line to help people find their mission. Sharon has been certified in Lance Wallnau’s Destiny Dashboard. She has also written curriculum for the solopreneur to reflect upon and improve his/her performance: Career Console.
We were drafted to help with some executive level English and American business etiquette, and are very happy to help.
Please call to set up a private consultation, a keynote or workshop. 512-249-7629

The Power of Mentoring

I could use some help. I’m trying – without success – to create an acronym that captures the essence of mentoring. How would you use MENTOR or MENTORING as an acronym? What I have so far needs some work. M. Mission – what are we working to accomplish. Mentoring has focused outcomes. Mentors and proteges […]

via An Acronym That Explains Mentoring — Leadership Freak
Mentoring is often overlooked in the rush of day to day activities, especially in smaller businesses, but it can make for longevity of the business, easier life in the long run for the owner, and better retention of the best staff.  Larger businesses where many people call themselves managers place much more attention on training people to be leaders, managers, and mentors. In small businesses, by contrast, most managers are more interested in getting daily tasks accomplished. Often they came from the trade that the business offers, rather than seeing themselves as only managers. This is especially true in pink collar areas. Women often lack training in managerial skills. When they gain them, they often forget to mentor others.
Dan Rockwell offers great, brief reflections that help people be better managers. Whether you are a director of a preschool, a small business owner, or a pastor, you might enjoy and benefit from Dan’s insights. Please stay in touch here, with orgstrat, as I bring you a cross pollination of all things good.
BTW, I have a very few openings for trainings this fall, but only in Austin. I would like to do some more, but I am so busy preparing great things for you, this fall I can not travel.  If you are out of town, please do call for next year. Thanks, Sharon 512-NOSPAM249-7629.

Discovering Your Power At Work

Susan Flower of the Blanchard Group reminds us that what we do does matter. We think we have no power, but we do. Read on:
 
An essential mindset for achieving your goals and contributing to the goals of others is recognizing and appreciating your power at work. I’ve witnessed many amazing transformations as individuals altered their mindset related to power, explored their points of power, and proactively created positive change. This transformation begins by recognizing an important truth about power: […]

via Don’t Underestimate Your Points of Power at Work—5 Places to Look — Blanchard LeaderChat

Is Training Really Worth It?

Remember Henry Ford? He was the business breakthrough of his day. His innovations we depend upon today. What would you life be like without the automobile?   Without the assembly line?
Here is Henry Ford on the topic of training, but a business owner’s perspective:
The only thing worse than training  employees and having them leave is not training them and having them stay.
Think about it.
BTW, when times are hard, small businesses usually cut training first and advertising second. No wonder the failure rate is high among small businesses. Small or large, do not let this be true about your work group.

One Best Thing to do to Reduce Employee Turnover! Surprising!

Lots of my clients got in a management position because they loved what they were doing: teaching children, making furniture, preaching — not because they wanted to read management books. Now, they are, however, managers. One of the biggest challenges is to keep good employees. Wouldn’t you like to know how to do that? How to reduce turnover? How to make good employees great? How to avoid having to start all over again with a new employee — that great gamble? And the answer is — based on both scientific study and experience and taught by the most famous management guru – drum roll — is staff meetings.
WHAT? Right. Ken Blanchard recommends two staff meetings a week. In these staff meetings, you let your employees know what you want. You find out what problems they are having. You let them feel like a team. You avoid conflict. You also train them. Good meetings are often overlooked tool in managing people. Bad meetings are bad. Good meetings work. I can help. I train managers (pastors, owners and whoever runs meetings) how to do better meetings. I can also be part of the training of your staff. Plan your meetings now.   Oh, an anyone who engages me during January 2017, will receive a 20% discount. Have a great year.

Leadership is About Helping Other Implement Values

The values you hold determine how you evaluate action. Successful people are people who have accurately and consistently implemented their values. Leaders are those who have helped a others implement them. Normally this is a group who implement them together. We call this a successful company, congregation, school, or non-profit.
Many people cite a long list of values. A counselor, would say, look at what a person does; this is what they value. In a group, however, sometimes it is very difficult to implement values. The social structure of the group tends to be stronger than the moral will of the individual. That is why good leaders are priceless — they enable the mission to be met.
What values do you wish you could implement? Is your organization living up to the values you hold most dear? How well, then, is the group meeting its mission?
Would you like a confidential reflection on this; investigating your own practise of management and leadership> Would you like a structured conversation with your group? I can facilitate that meeting (meaning bring structure so the conversation happens.) Is there a particular value you feel your organization is not living up to, but you would like to find solutions for shift? Call me. We can get it done. 512-249-7629

Time to Plan Again : By Connecting

Many of my clients are schools and preschools. It is a busy time there, fresh with planning the new year and meeting new students.
Whether or not you are in that environment, you probably feel the freshness of the new school year. It is a great time for planning and a great time to hit the mission again with your team.
For some fresh ideas on planning with you team, how about some words from a new source? Kay Orr writes how she handles first of the school year planning and how she brings the stakeholders together. Read with an open mind and open heart and I’m sure you will be refreshed.
https://www.thsc.org/2016/08/5-simple-points-for-planning-the-academic-year-23997/

Most People Hire Wrong.

Top advice for making good hires is the most overlooked; indeed, it is usually instituted exactly opposite to optimal. Check out Jack Welch’s advice and compare to your own observations.
In my quest to bring you the best management advice, I’ve been reporting on great books. I’ve been chewing on Jack Welch’s Winning. What first attracted me was the squib on the cover, quoting Warren Buffet, the best investor in the world, saying “No other management book will ever be needed.” Wow. Jack Welch was CEO to GE during its pinnacle of success.
I was blown away by his tips on hiring. His tips are for finding and nurturing winners. The margins of my book is now marked with exclamation points. I agree with all of his observations, but where I have been an employee, never ever have I seen any of this put into place, but rather the reverse. Where I have worked (government, non-profit) these principles are instituted in the opposite. No wonder those institutions are not doing well! I think I have clients, too, who fall prey to some of this. But you, dear readers now have a special “in.”
Here is what Welch says, summarized. At the end of the post, I will put a link for the book. I do recommend you get it, read it, mark, and inwardly digest it. Then call me to talk about it. I do have a recorded training session on how to hire, complete with clock hours for educators in Texas. . That is a beginning. Welch’s advice is more theoretical and so will take you even farther. If you have employee problems, call me and let me help you institute these  principles.
Nothing matter more than getting the right people on the field. (I would say, also put the right people in the right position on the team. If you have a whole team like this, you win. )
First: Look for integrity, intelligence, and maturity. (Most people look for people they think will be easy to control or someone they like – in that moment.)
Then EEEEP:
Energy: Then look for positive energy – meaning thrive on action and relish change. (This is tough, because HR people tend to despise change and so do poorly run organizations.)
Energize: Ability to energize others. (Which a smart person will put down so you will like them.)
Edge: courage to make tough yes-or-no decisions. Decisiveness. (Poor managers want to send people like this away, because they are scared that their opinions will clash.)
Execute: Ability to get the job done. Results. (But look at integrity first. Then don’t be scared to hire someone brighter than you.)
Passion : authentic excitement about work. – accuatlly they tend to be passionate about everything they do. (I have been so very much and oten taught to stuff this, to be less intense, so as not to scare people. So don’t be frigthened by a competent person and find a way to allow a passionate person to admit it to you.)
Hiring for the top
Find people who are authentic. Authenticity makes people likeable. (Amazing – and I see the exact reverse! Even in some of the most famous, if broke, corporations in this town. Oh, I bet there is a connection. Back to integrity.)
Ability to see around the corners. (Again, while this may be highly valued in a competent large corp, this stuff scares people in smaller, less competent organizations. Get over it, so you can be bigger and more compentent of an organizations.)
Strong penchant to surround themselves with people better and smarter than they are. Ah yes, grasshopper, be these things, as well as hire the people who have these things.
<a href="http://Winning” target=”_blank”>The Book: Winning by Jack Welch