“….But We’ve Always Done It This Way….”

“….But We’ve Always Done It This Way….”

If I had a hundred dollar bill given to me every time I’ve heard that statement in the last 90 days, I’d probably have about ten grand extra in the bank!  Or its alternative line, “…But We Are Not Accustomed To Doing It That Way….”

Almost every day that I speak with clients (past, present and future), who are discussing the “change factors” to growing their businesses, that this topic doesn’t raise its ugly head.  Moving their companies into the world of TODAY requires, in most cases, “….NOT DOING IT THAT WAY ANYMORE….”

When I pursue this conversation and engage into an in-depth WHY NOT, I typically get answers like;

a.     “I understand but I don’t think the rest of the staff would understand”

b.     “Although I agree we need change, we are comfortable right now and I am concerned about rocking the boat”

c.      “Sure I agree it’s the right thing to do but I don’t want to offend other people in the company”

So then I’ll ask, “…how is this working out for you right now?”  Answer; “….well it’s not that’s why we are having this conversation.”

As a business consulting specializing in growing companies and saving people, it is without a doubt that I (as most quality consultants) can ride in on my white stallion, evaluate and/or analysis your organization, make recommendations for defining change, stay on the growth line with you to implement or stand back and watch.  The absolute failure in all of this will come if you folks who sit at the top of the ivory towers don’t demonstrate a validated buy in to the change process.

What happens if you don’t get help from me or another qualified consultant?  Nothing happens.  It is business as usual and you can remain comfortable, not rocking boats, and wondering why you make two steps ahead and one back instead of 3 forward.

Growing revenue and profits come directly through people…your people.  If you are a leader, then lead.  If you are a follower but in a leadership position, consider stepping back and allowing another to lead.  But wait if you did that, you would have to delegate and trust…..oh my, I can hear it now….”WE HAVE JUST NEVER DONE IT THAT WAY.”  When in all probability it should have sounded more like, “I HAVE NEVER DONE IT THAT WAY.”

Remember that leaders are not necessarily managers and managers are not necessarily leaders.  I personally don’t believe there is a fine line between them.  Either you are a leader who is a good manager, want to be but don’t know how or just not interested in coming out of the comfort zone.

Regards,

George F. Mancuso, President

Client Growth Consultants

Grinnell, Iowa

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• Leading Change: Breaking the Fear of Mistakes (leadershipwatch-aadboot.com)
• Business Change Strategies (thinkup.waldenu.edu)
• Resistance Is Futile. Change! (lifematchesbook.wordpress.com)

Is There More or Less Stress In The Workplace?

I recall reading an article in the New York Times several years ago that basically told workers to quit whining and suck it up.  I remember the article referring to times being tougher years prior than it was at the time of the article and that workers endured long hours, physically demanding and low pay.

Unless your workplace keeps you in a bubble, we can all attest to continued high stress levels in the workplace.  And what appears to be a trend, the business owners and executive teams don’t seem to be reacting to fixing the problem.

Executives and owners just don’t seem to understand or consider the direct and bottom line affect that undue stress has on their business models.  High stress levels invite unscheduled time off, retention issues, added costs to health care benefits.

Today’s life in business and personal is a tricky balancing act to say the least.  Too many companies are just not flexible in their approach to management when it comes to helping workers handle stress.

With regards to the retention issue and stress, it remains one of the top five reasons employees leave companies.  And throwing money at employees isn’t the answer either.  The problem is stress not money and getting corporate priorities in order and fixing that particular problem will probably help smooth other areas out without even trying.

A.    If your company has experienced a high turnover of people;

B.    If your management seems to be disengaged with the rank-in-file workers;

C.    If people don’t walk down your halls with a bounce in their step;

      If your employees are running on cruise control and not motivating, innovating and/or mentoring;

       If the atmosphere in your workplace is so thick you could cut it with a knife;

F.     Then we are here to help.  Call or write and I will respond immediately!

ReRegards,

    George F. Mancuso, CPC

Top Ten Low and No Cost Employee Retention Tips

HAPPY MOTHERS DAY TO ALL WHO ARE AND 

TO ALL THAT HAVE OR HAVE HAD A MOTHER!

Top Ten Low and No Cost Employee Retention Tips

1.       Employee Selection – Hire the Right Person

a.      Research clearly indicates that poor job matching is a leading factor in unwanted employee turnover!

2.      Open and Effective Communication

a.      A well written and communicated statement of purpose, will aid new and existing employees in aligning with the goals and values of the organization!

3.      Clear Expectations

a.      A satisfied employee knows exactly what is expected of them during a typical day!

4.      Outstanding Feedback and Recognition

a.      The need for recognition increases when employees know they are doing a good job!

5.      Treat People With Respect

a.      Recognize that each member of your team has unique backgrounds, experiences, talents and abilities!

6.      Share Training Responsibility

a.      You can spotlight the strength of certain employees, by asking for their participation to demonstrate your trust and the value you place on their experience!

7.      Have Fun

a.      Studies have shown that laughter dissolves tension, stress, anxiety, irritation, anger, grief and depression!

8.      Promote Work/Life Balance

a.      The realization and acceptance of the fact that people have lives and events of importance outside the office is a huge loyalty builder!

9.      Demonstrate Corporate Social Responsibility

a.      As organizations we can build personal relationships through our combined support especially to develop a “feel good” atmosphere among the entire staff!

10.   Utilize Connection and Exit  Interviews

a.      Change creates opportunity for growth and when utilized properly this can be a solid source of quality information for future development.

Employee Retention matters are a key indicator of a healthy and successful organization.  It is also one of the biggest challenges organizations face today.  Employee Retention has a ripple effect on every aspect of your organization.  Customer satisfaction, product development, sales and overall profitability are all affected by your organizations ability or inability to retain your best employees.  We are here to help.  Call or write and we will respond immediately!  And please feel free to share this Email.

 Regards,

George Mancuso, CPC

President

Client Growth Consultants

Related articles

• Help wanted (regular joes need not apply) (theglobeandmail.com)
• How to Measure Employee Retention Costs (brighthub.com)

In What Direction Are You Headed?

Picture a quarterback throwing a pass to one of his receivers.  He typically throws the ball to where he expects the receiver to be and not where the receiver is at that instant.  Defensive players, who have high statistics with interceptions, try to think like the quarterback as well so they can take control of that thrown pass and run in the opposite direction.



Hockey great Wayne Gretzky always said he skates “to where the puck in going to be” and not to where it is now.  Again, the defense is always looming large over the play to disrupt it, take control and skate the other way.



So it goes in business.  If you are not prepared to move to a direction or location in the growth process that is forward, then you are moving backwards.  As manager(s), owner(s), executive(s), sales teams you are probably painfully aware of some entity or person always ready to intercept the pass and foil the plan(s).



Spend a few minutes thinking back over your professional career. Reflect over the research, marketing, selling, engagements, client conversations, employee to employee conversations, analyses, interviews, publicity events presenting findings and recommendations and being called back to provide additional products, services or mentoring. What were the one or two most satisfying and rewarding events or moments you have experienced?

Was it when a team received applause at a board meeting for your work they performed under your direction? Was it winning an engagement or a sale you had been pursuing for some time? Was it reaching a unique conclusion or insight after a long period of analysis? Was it the times you spent with a valued colleague working on a difficult problem? What about being able to speak to audiences about your work or about your profession in general? Or is it the flexibility of lifestyle business and/or sales management can afford you?

Ask yourself, is there a pattern? What were you doing when you experienced your favorite moment? If you think about a few of your favorite moments, is there a pattern? Are they all related to selling your services or wining an engagement, or are they mostly about doing the work? Are the winning moments all of one type? Why shouldn't you focus your efforts on living a professional life full of joy?

Conversely, what were some of the worst moments of your professional career? Is there a pattern? Can you restructure your business practice to eliminate or at least mitigate them?

Look down the playing field, get the vision, pick the spot and lead the team.  The control is in your hands, the responsibility is yours and the rewards belong to all who participate.

Regards,
George F. Mancuso, CPC
Client Growth Consultants

Strive For A Record Second Quarter of 2011

Dear Friends and Colleagues;

RE:  Strive for a Record Second Quarter

I would like to wish all of my Jewish “Mishpacha” a Happy Pesach and to my Christian friends a blessed Easter Holiday.

Spring has arrived and we are in the second quarter of 2011. It is amazing how time flies!

Please ask yourself:

1.      Did I do all that I need to do to hit my goals in the first quarter of this year?

2.     If you did….Congratulations!

3.     If you didn’t….you need to ask yourself why?

4.     Did you erase those goals each month and put up your goals for next month, or did you add the difference you didn’t produce to your goals for the following month?

5.     Did you already give up on the income you planned to earn in 2011?

No matter what you did in the first quarter of this year, you can still hit your annual production and salary goal if you make a commitment right now!

A.     What worked this first Quarter?  Continue with this activity

B.    What didn’t work?  STOP doing those activities

C.    What NEW things will you do?

Never forget the price you pay for not attaining the highest level of success possible.  The market is great and reasonably strong.  The time to grow yourself, your company and your clients is now!  It makes no difference what industry you are in or what level you are in the organization, you have power to make a difference every single day of your life.

If I can help you in anyway, call or write and I will respond immediately!

Regards,

George F. Mancuso, CPC

Related articles

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