What Grade Do YOU Give Yourself? A-B-C or F

Although I promise what follows here will be thought provoking, it is the most unsophisticated and unproven assessment known to mankind.

1.      Is it true that there are very few if any, highly respected leaders on your team or in your workplace?

2.      Is it true that you have reprimanded or criticized a team member in front of other people?

3.      Is it true that I have to earn your trust?

4.      Do you believe that if you want it done right you will probably have to do it yourself?

5.      Is it true that you hover over team members like a helicopter?

6.      Is it true that you become very defensive when a team member questions a directive, order or process?

7.      If another team member or leader treated you exactly as you treat others, would you enjoy coming to work every day?

8.      Is it true that you believe, “if it wasn’t for the employees and the customers, this would be a great place to work?”

9.      Is it true that even though you know there is a flaw in your management style, you just do not have enough time to do anything about it?

10.   Is it true that you believe that other team members should just know what and where the priorities lay?

11.   BONUS QUESTION:  If you are a midlevel to “C” level manager, do you believe in your heart that most all employees would give you a grade of A?

SCORING:  Each YES is worth “0” and Each NO is worth “1”

A = 8+ points
B= 6-7 points
C= 5 points
F= 4 or less points

If your team or company has communication and/or employee retention issues, we CAN help.  Please visit our Management Acclimatization process.  The results can almost be magical.

Regards,

George F. Mancuso, CPC, CEO

Have The Members of Your Team Nicknamed You “Helicopter?” Say It Isn’t So!!!

Yes this is a fair question and this is the [new] way I’m using this noun/verb.  Helicopters “hover” and when one human being becomes a helicopter over another human being, hovering can bring disastrous results because a crash of some sorts is imminent.

Picture the rotating wings or blades turning on a vertical axis through the engine while trying to hover horizontally and then the helicopter starts to fail and as it comes down those blades have no mercy on all in their path.

Folks, that is exactly what happens when a manager or leader micro manage their team(s) or companies.  If you have the right employees in place; talented employees; quality consciences employees: Employees who embrace success from the smallest measurement to the most grandiose result:  Employees who are loyal…… Then I ask you the following;

A.     Why is it necessary to watch their every move?

B.     Why is it necessary to “make” them do it only your way”

C.     Why is it you don’t respond or communicate your thoughts to their suggestions?

D.     Why is it necessary for you to always be right? (at least according to you)

E.      How proud of yourself would you be if you found out your new nickname IS HELICOPTER?

I promise you this; if you truly want to be a true professional and respected leader and/or manager then here is the formula:

A.     Give your employees the tools they need

B.     Give your employees the support they need

C.     Give your employees the training they need

D.     Provide them with accurate, timely and honest communication

E.      Demonstrate to your employees your level of confidence in them

F.      If your team experiences a “bump” in the road, allow the whole team to learn from it

G.     Do not under any circumstances, EVER, EVER criticize an employee in front of his/her peers

H.     ALWAYS, ALWAYS, ALWAYS , give compliments to employees in front of their peers

I.       ALWAYS, ALWAYS, ALWAYS, give credit where credit is due….to the team leader and his/her team because it typically is not all about just one

Have a tremendous week and if I can do anything to assist you, please call or write and I will respond immediately!

Regards,

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc.

How Do I Become A Great Leader of People?

In answering this question, I offer to you 14 points to consider;


1. Do not have a heart filled with duplicity

2. Make training for growth a part of your normal life

3. Do not wear blinders

4. Understand all of the professional roles of your team

5. Know the difference between positive and negative or gains and losses

6. Learn to be perceptive and always think ahead

7. Listen more, talk less until you have all the details

8. Maintain sensibility and compassion

9. Empowerment is not an overused buzz word but an underutilized results getter

10. Unwavering loyalty to excellence in all arenas

11. Discipline means that every accomplishment is preceded by preparation

12. Creativity comes after discipline not before

13. Maintain a logical balance of all of these points by making them become second nature

14. And finally, “keep the mindset of a beginner’” by never becoming so entrenched in yourself that you fail to see all of the fresh possibilities that surround you.

Please accept my wishes for a tremendous week and if we can assist you in any way, kindly call or write and I will respond immediately!

Regards,

George F. Mancuso, CPC, CEO

ClientGrowthConsultants.com

I AM Searching For A President For One Of My Clients

I’m searching for a PRESIDENT that has “IMPRESSIVE” Sales and Marketing background,
full P & L experience/responsibility and a good working knowledge of manufacturing operations.


Salary range is $275,000 to $300,000 plus 50% target bonus plus 75% target 3 year performance bonus.

Visit the Careers Portal on our website, ClientGrowthConsultants.com and send me your most current resume as a Word or PDF document. All QUALIFIED candidates will be contacted within 24 hours of receipt of resume.

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc.

As A Manager Do YOU Fit These Concepts?

As A Manager Do YOU Fit These Concepts?

So many great comments from our readers about the role of the manager.  I share just a few excerpts with you.

“…the finest Managers are always the strongest Leaders; and people who lose sight of guiding their team as opposed to dictating fall into categories such as micro-management, poor staff retention, and sub-standard results.  Guiding on united goals, and motivating via an individual’s personal goals within an organization, is a way that Leadership should be practiced.”  JG

“…Leading from "the shadows" is the best way as it encourages individuals to contribute, to think for themselves and become confident in their own abilities and as a manager it is your responsibility to encourage those around you to act in this way.  The strength is in the team and not one single individual, the weakest link can break the chain and it's the chain that turns the cogs.” DN

“…the manager should be a teacher, coach, or guide having a lot of patience. The best manager in my opinion is a one who has an objective in mind about grooming of his subordinates using all available sources. His personal guidance and training sessions are very important. He is a manager only because he knows better. It is manager who knows how to meet the tasks, what are the capabilities of his staff, who should be most suitable for a particular task, what are the available resources, how to utilize all of the sources in the best way, what to incorporate more to achieve the goals.”  RNA

“…unfortunately, most companies I consult with do not have the time to do this excellent questioning of their business growth, George. They are too busy chasing their tails: reacting. It is like the story of the Gatling gun salesman visiting Indians shooting with bows and arrows. "We don't have time to see you, we are fighting our enemy."  CI

“…management = effective and efficient acquisition, use and maintenance/retention of resources;
Leadership = influencing people to a clearly defined goal

We fail to retain our people (in our teams) when we fail to combine these two skills and we lose them from our organizations when we fail to recognize that they are PEOPLE and not machines and that they too have aspirations which exceed our vision for them. (Generally clouded by our sense of importance/value/indispensability)

Most managers recruit and lose their most valuable resource because they want to control it! People do not like being managed and if you have people who require it then, you're recruiting exactly what you think keeps you in control.

A good manager should be recruiting people who are better / more effective / more efficient and ultimately, the tasks being performed will be at such an exceptional standard that such a manager will be retained for his/her ability to consistently meet and/or exceed organizational performance requirements.”  GE

Have a tremendous week!

Regards,

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc.