On Thursday, after the completion of a long twelve month consulting contract, I was making my final trip back to Iowa and had plenty of time for retrospect. As I was traveling the back roads of Kansas, I passed through the town of Phillipsburg and noticed a huge rodeo in progress. The banners all stated that this was the biggest rodeo in Kansas. There were no less than 100 horse trailers and well over 200 horses all around. Cowboys and Cowgirls were everywhere.
It made me think of the self discipline it took over the last year to achieve the goals that were set forth to and by me. I thought, "practice does make perfect", as the adage goes. And the case in point is that rodeos have grown out of a desire on the part of cowboys and cowgirls to demonstrate their skills. Skills they have developed, practiced and utilized everyday on the range. Somewhat like a subtle self discipline.
Their outstanding performances in the rodeo arena are only made possible by the unnoticed preparation day in and day out. The more you practice, the more you prepare, the better you will be. If you want to be the best you can be, you must develop self discipline.
Self Discipline like integrity, is one of those words we are all “pretty sure” we can define. Can you? What is your definition of self discipline? (And of course I’m not speaking about punishment)
According to the Merriam-Webster Dictionary, “discipline” includes the field of study; training that corrects molds or perfects the mental faculties or moral character. And “Self Discipline” is the correction or regulation of oneself for the sake of improvement.
If you say to yourself that you are prone to be somewhat undisciplined, there is a cure for that and it’s called COMMITMENT! If you aren’t committed to your goals, you are just marking time in your organization. And I promise that when you make a commitment public, you typically set in motion powerful forces within your mindset. If you follow that commitment with integrity and exhibit self discipline, you will find that your performance matches your practice time after time.
Have a tremendous week. Call or write if I can be of any assistance.
Regards,
George F. Mancuso, CPC
Gman Business Resources
Nationally recognized Retained Executive Search and Employee Retention Specialist.
7/25/09
Who is The REAL Team Leader?
Who is the REAL team leader?
If I suggested to you that YOU are the real team leader, would agree or would you be surprised? If I suggested that just because you are on the team, doesn’t mean you can’t be the leader or the star player, would you be surprised at that?
Ulysses S. Grant said, “Leading is easy; the hard part is persuading others to follow.”
Although I do believe that one person should be the overall responsible leader in charge, any successful team is full of leaders. Each of us demonstrated leadership in our own rite. When you were born there wasn’t a program at the hospital checkout counter that included “leadership.” But yet we all have leadership built solidly within us. Some of us choose to be more demonstrative than others, but we’ve all got it.
To be a leader, I personally believe you need 3 elements of expertise;
1. You have to KNOW YOURSELF and all of your abilities to perform
2. You have to KNOW YOUR TRADE, whether it is making a part, providing a service, selling a product or managing a company.
3. You must demonstrate CONSISTENCY in your everyday life. This might possibly be the most important point. 3 examples of this statement are;
A. I know a Senior Vice President of sales who is loved by all of her customers, but bombs with her staff and her family as well. She has alienated her kids and husband and I understand is now even contemplating divorce.
B. I am aware of another person who is a Sales Manager and is considered to be very social and typically the life of most party’s. But when he is at work he makes no effort to make friends or alliances and pretty much stays to himself. But put him in front of an audience and he throws a switch to the on position and turns back to being Mr. Wonderful.
C. I met a team leader in a manufacturing role that has all kinds of friends within the building. But once he leaves the building, he becomes the true definition of a loner.
Why be on a team and be a loner? If you “bill yourself” as a one person show, then you accept the responsibilities on your shoulders of all facets of your daily business and professional life. Why would you want to do that? Why not show your team the leadership skills you have within your circle of expertise and offer it as part of the whole program?
And if you are the team leader in charge, you have a greater responsibility than to just reach a stated goal. You must have the leadership skill to encourage each member to be their own leader and contribute at a level of excellence. In doing this, your team members will have a feeling of exhilaration that will be hard to beat. This will come not only from reaching your team goals, but because they feel great about themselves and the team members around them. Bring out the best in your team and the rewards will be abundant.
I am a huge Vince Lombardi fan and consider him a man I’ve tried to model my own leadership skills from. He took a mediocre Green Bay Packers team, instilled leadership, team skills and the desire to be the best and they went to two Super Bowls. It wasn’t about him; it was about the people around him. “HIS” team, the Green Bay Packers! He never accepted the accolades; he gave them where they were due. But when they lost a game, he accepted that lost as a personal one and vowed to help the team to learn from their mistakes.
In closing today, I again suggest that YOU are the REAL team leader. Have a tremendous week and call or write if I can help in any way. Your comments are always welcome.
Regards,
George Mancuso, CPC
Gman Business Resources, Inc.
If I suggested to you that YOU are the real team leader, would agree or would you be surprised? If I suggested that just because you are on the team, doesn’t mean you can’t be the leader or the star player, would you be surprised at that?
Ulysses S. Grant said, “Leading is easy; the hard part is persuading others to follow.”
Although I do believe that one person should be the overall responsible leader in charge, any successful team is full of leaders. Each of us demonstrated leadership in our own rite. When you were born there wasn’t a program at the hospital checkout counter that included “leadership.” But yet we all have leadership built solidly within us. Some of us choose to be more demonstrative than others, but we’ve all got it.
To be a leader, I personally believe you need 3 elements of expertise;
1. You have to KNOW YOURSELF and all of your abilities to perform
2. You have to KNOW YOUR TRADE, whether it is making a part, providing a service, selling a product or managing a company.
3. You must demonstrate CONSISTENCY in your everyday life. This might possibly be the most important point. 3 examples of this statement are;
A. I know a Senior Vice President of sales who is loved by all of her customers, but bombs with her staff and her family as well. She has alienated her kids and husband and I understand is now even contemplating divorce.
B. I am aware of another person who is a Sales Manager and is considered to be very social and typically the life of most party’s. But when he is at work he makes no effort to make friends or alliances and pretty much stays to himself. But put him in front of an audience and he throws a switch to the on position and turns back to being Mr. Wonderful.
C. I met a team leader in a manufacturing role that has all kinds of friends within the building. But once he leaves the building, he becomes the true definition of a loner.
Why be on a team and be a loner? If you “bill yourself” as a one person show, then you accept the responsibilities on your shoulders of all facets of your daily business and professional life. Why would you want to do that? Why not show your team the leadership skills you have within your circle of expertise and offer it as part of the whole program?
And if you are the team leader in charge, you have a greater responsibility than to just reach a stated goal. You must have the leadership skill to encourage each member to be their own leader and contribute at a level of excellence. In doing this, your team members will have a feeling of exhilaration that will be hard to beat. This will come not only from reaching your team goals, but because they feel great about themselves and the team members around them. Bring out the best in your team and the rewards will be abundant.
I am a huge Vince Lombardi fan and consider him a man I’ve tried to model my own leadership skills from. He took a mediocre Green Bay Packers team, instilled leadership, team skills and the desire to be the best and they went to two Super Bowls. It wasn’t about him; it was about the people around him. “HIS” team, the Green Bay Packers! He never accepted the accolades; he gave them where they were due. But when they lost a game, he accepted that lost as a personal one and vowed to help the team to learn from their mistakes.
In closing today, I again suggest that YOU are the REAL team leader. Have a tremendous week and call or write if I can help in any way. Your comments are always welcome.
Regards,
George Mancuso, CPC
Gman Business Resources, Inc.
7/11/09
What Are The Qualities of a Leader?
QUESTION: Our organization is full of people that “think” they are leaders. In many cases, I suspect they have yet to wake up from their dream. How would you define a true leader?
(Marsha B, HR Director, Manufacturing)
ANSWER; My immediate response was to start typing with speed for all the things a leader is not. In my consulting practice as well as our recruiting division, we see many “leader want to-be types.” Some are good and many not so good. So please indulge me and I’ll give you what I call a “Mancusoism” which is the way I define a leaders twelve most important qualities;
1. Excellent listener
2. Business like, yet compassionate
3. Truly cares about the success of the people around him/her
4. Untiring perseverance level of willingness to teach others
5. Always gives the accolades of success to his/her team
6. Willing to stand on point when situations don’t quite go as planned
7. Respects the opinion of the people around him/her
8. Encourages staff to develop ideas and plans
9. Micro Managing is not in his/her vocabulary
10. Knowing that the title of manager, doesn’t necessarily make you a leader
11. Communication is an everyday practice
12. Staff always know where they stand with him/her
There is little doubt that I will get Emails with another 12 valid points. But when I talk about the qualities of a leader above, I truly mean that they possess most or all of what I have identified. Most managers who THINK they are leaders but perform poorly at it, typically treat people badly and don’t communicate worth a hoot.
May this week be one of the best of year so far for you and your family. Call or write if I can help in any way.
(Marsha B, HR Director, Manufacturing)
ANSWER; My immediate response was to start typing with speed for all the things a leader is not. In my consulting practice as well as our recruiting division, we see many “leader want to-be types.” Some are good and many not so good. So please indulge me and I’ll give you what I call a “Mancusoism” which is the way I define a leaders twelve most important qualities;
1. Excellent listener
2. Business like, yet compassionate
3. Truly cares about the success of the people around him/her
4. Untiring perseverance level of willingness to teach others
5. Always gives the accolades of success to his/her team
6. Willing to stand on point when situations don’t quite go as planned
7. Respects the opinion of the people around him/her
8. Encourages staff to develop ideas and plans
9. Micro Managing is not in his/her vocabulary
10. Knowing that the title of manager, doesn’t necessarily make you a leader
11. Communication is an everyday practice
12. Staff always know where they stand with him/her
There is little doubt that I will get Emails with another 12 valid points. But when I talk about the qualities of a leader above, I truly mean that they possess most or all of what I have identified. Most managers who THINK they are leaders but perform poorly at it, typically treat people badly and don’t communicate worth a hoot.
May this week be one of the best of year so far for you and your family. Call or write if I can help in any way.
7/5/09
How do values fit in?
July 5, 2009
Q: Many companies follow the rational strategy development model that includes Vision, Values, Mission, Objectives, AND Strategy. I understand, operationally, how all of these other than values fit in, taking a company forward. What good is spending time figuring out organizational values if nobody pays any attention to them?
(William R., EVP – Construction Industry – Mananas, VA)
A: This statement begs the question of whether it is the poor articulation of values or their lack of use that is the issue. I would agree that too many companies place too little emphasis on defining their values. Even when they do, the values they do articulate are often inspirational and not the values currently espoused or acted on by the management and employees. When they don't, it is frequently because management fails to see how values could be "used" in executing the strategy they have developed.
What we can miss is that values are more foundational in an organization's day-to-day operations than strategies or tactics. If tactics are what you do, then values are who you are. In crafting the long view of strategy, a consensus on values underlies your decision making and problem solving processes. When a problem arises that challenges you in ways not foreseen by strategy, then values are what you must have to reconcile the conflicts in those decisions. For example, how should a company resolve a conflict between an employee and a customer if you haven't had a full conversation about how you honoring employees compared to how you serve customers.
If your company has not had a serious conversation recently about values, you could provide value by facilitating that discussion. Whether your specialization is in leadership, human resources, process management, marketing or any other area, a conversation about values as a way to increase the consistency and fairness of decision making is a natural leadership function.
The beginning of month seven, 2009 is in full swing. Have a great week and a tremendous month.
Regards,
George F. Mancuso, CPC
Q: Many companies follow the rational strategy development model that includes Vision, Values, Mission, Objectives, AND Strategy. I understand, operationally, how all of these other than values fit in, taking a company forward. What good is spending time figuring out organizational values if nobody pays any attention to them?
(William R., EVP – Construction Industry – Mananas, VA)
A: This statement begs the question of whether it is the poor articulation of values or their lack of use that is the issue. I would agree that too many companies place too little emphasis on defining their values. Even when they do, the values they do articulate are often inspirational and not the values currently espoused or acted on by the management and employees. When they don't, it is frequently because management fails to see how values could be "used" in executing the strategy they have developed.
What we can miss is that values are more foundational in an organization's day-to-day operations than strategies or tactics. If tactics are what you do, then values are who you are. In crafting the long view of strategy, a consensus on values underlies your decision making and problem solving processes. When a problem arises that challenges you in ways not foreseen by strategy, then values are what you must have to reconcile the conflicts in those decisions. For example, how should a company resolve a conflict between an employee and a customer if you haven't had a full conversation about how you honoring employees compared to how you serve customers.
If your company has not had a serious conversation recently about values, you could provide value by facilitating that discussion. Whether your specialization is in leadership, human resources, process management, marketing or any other area, a conversation about values as a way to increase the consistency and fairness of decision making is a natural leadership function.
The beginning of month seven, 2009 is in full swing. Have a great week and a tremendous month.
Regards,
George F. Mancuso, CPC
7/2/09
Responses to the Hiring Managers of the World
June 28, 2009
Q: HOLY SMOKES! Last week’s newsletter created quite a fire storm of Emails back to me. Some of the horror stories I read about it those Emails made what’s left of my hair, stand on end. After wading through over 100+ Emails, below are a few of the responses that speak for all. Interestingly enough, I did not get any Emails that identified themselves as hiring managers.
A: From Allen S., An information security analyst;
Hi George,
To paraphrase a quote from "Treasure of the Sierra Madre,"
"Ethics? We don't need no stinkin' ethics."
It is a truly severe problem that is destroying America. How can we on one hand advocate for democracy and freedom when we are behaving toward others and ourselves against the very principles we claim to stand for? Hypocrisy does not become us.
And the examples are in all aspects of our society. On the one hand we say we are a society governed by the rule of law, but on the other hand many advocate for special treatment for select groups rather than working to change what may be indeed a very bad law or procedure. Americans are become Janus like figures where the public persona looks one way, but the private looks another.
Alas, I fear for America's future and the welfare of our children.
1. From Peter S., Sales Executive, Orlando, FL
George,
You are on spot with this message. I can personally relate to this message since I have been searching for a new position this year. It is not just the companies HR people and hiring managers but some of the companies’ top executives.
In the past year I have been engaged in several interview processes that have included multiple phone interviews, face to face, etc. with up to President/CEO of companies only for them to fall off the face of the year and not respond to calls or emails. I have never experienced so much unprofessional-ism and like you said we as candidates just want an honest reply. Being in sales I can take a “No”.
I have had companies pull offer letters just before the start date due to economic conditions, this happened twice. Most recently I had a VP of sales shake my hand as I was leaving saying she was going to be calling HR as she drove home to get an offer letter started. Yep, a week later they said they hired someone else, but an inside contact said they never hired anyone. Why lie?
OK I am done venting, in a way I feel better knowing it is not just me but then it also is depressing to know that ethics and professionalism is dying.
2. JOB SEARCH PET PEEVES IN GENERAL:
a. Companies who take you down the interview path and then fall off the face of the earth.
b. Companies pulling offer letters “Due to economic conditions”, did you not check your budget PRIOR to starting an interview process?
c. If you ask for references particularly past clients I have sold too, call them!!! I respect my past and present clients so if I ask them to be a reference call them!
d. If you ask me for copies of my W2’s you better be prepared to show me yours or an official breakdown of how much your other sales folks have made, stop telling me the OTE is $ 250K+ when you don’t have anyone breaking $ 200K
e. Recruiters – Stop posting fake jobs just to illicit a bunch of resume to build up your DB,
f. Bottom-line yes it sure is an employer’s market right now but it won’t be forever and if you treat people like crap during an interview process if they do join your organization once things turn around they will bolt, you are also hurting your reputation in the market place.
3. From Marian L, Recruiter, Denver, CO;
Employers think their riding high on the wave right now, but they must remember that the wave eventually crashes into the sand. These lack of ethics and professionalism is going to bite them in the butt sooner rather than later. And I for one, will have very little compassion.
And one final commonality paraphrased by me;
PROCRASTINATION; We’re not talking about taking a day or two to think about it, we’re talking about the silence from the lack of communication so that hiring managers can look for just a little bit better candidates. The emotional toll on candidates is deplorable.
I have several final thoughts, but today I think I’ll take the position of enough said. “The People Have Spoken.”
Regards,
George Mancuso, CPC
President
Gman Business Resources, Inc.
Q: HOLY SMOKES! Last week’s newsletter created quite a fire storm of Emails back to me. Some of the horror stories I read about it those Emails made what’s left of my hair, stand on end. After wading through over 100+ Emails, below are a few of the responses that speak for all. Interestingly enough, I did not get any Emails that identified themselves as hiring managers.
A: From Allen S., An information security analyst;
Hi George,
To paraphrase a quote from "Treasure of the Sierra Madre,"
"Ethics? We don't need no stinkin' ethics."
It is a truly severe problem that is destroying America. How can we on one hand advocate for democracy and freedom when we are behaving toward others and ourselves against the very principles we claim to stand for? Hypocrisy does not become us.
And the examples are in all aspects of our society. On the one hand we say we are a society governed by the rule of law, but on the other hand many advocate for special treatment for select groups rather than working to change what may be indeed a very bad law or procedure. Americans are become Janus like figures where the public persona looks one way, but the private looks another.
Alas, I fear for America's future and the welfare of our children.
1. From Peter S., Sales Executive, Orlando, FL
George,
You are on spot with this message. I can personally relate to this message since I have been searching for a new position this year. It is not just the companies HR people and hiring managers but some of the companies’ top executives.
In the past year I have been engaged in several interview processes that have included multiple phone interviews, face to face, etc. with up to President/CEO of companies only for them to fall off the face of the year and not respond to calls or emails. I have never experienced so much unprofessional-ism and like you said we as candidates just want an honest reply. Being in sales I can take a “No”.
I have had companies pull offer letters just before the start date due to economic conditions, this happened twice. Most recently I had a VP of sales shake my hand as I was leaving saying she was going to be calling HR as she drove home to get an offer letter started. Yep, a week later they said they hired someone else, but an inside contact said they never hired anyone. Why lie?
OK I am done venting, in a way I feel better knowing it is not just me but then it also is depressing to know that ethics and professionalism is dying.
2. JOB SEARCH PET PEEVES IN GENERAL:
a. Companies who take you down the interview path and then fall off the face of the earth.
b. Companies pulling offer letters “Due to economic conditions”, did you not check your budget PRIOR to starting an interview process?
c. If you ask for references particularly past clients I have sold too, call them!!! I respect my past and present clients so if I ask them to be a reference call them!
d. If you ask me for copies of my W2’s you better be prepared to show me yours or an official breakdown of how much your other sales folks have made, stop telling me the OTE is $ 250K+ when you don’t have anyone breaking $ 200K
e. Recruiters – Stop posting fake jobs just to illicit a bunch of resume to build up your DB,
f. Bottom-line yes it sure is an employer’s market right now but it won’t be forever and if you treat people like crap during an interview process if they do join your organization once things turn around they will bolt, you are also hurting your reputation in the market place.
3. From Marian L, Recruiter, Denver, CO;
Employers think their riding high on the wave right now, but they must remember that the wave eventually crashes into the sand. These lack of ethics and professionalism is going to bite them in the butt sooner rather than later. And I for one, will have very little compassion.
And one final commonality paraphrased by me;
PROCRASTINATION; We’re not talking about taking a day or two to think about it, we’re talking about the silence from the lack of communication so that hiring managers can look for just a little bit better candidates. The emotional toll on candidates is deplorable.
I have several final thoughts, but today I think I’ll take the position of enough said. “The People Have Spoken.”
Regards,
George Mancuso, CPC
President
Gman Business Resources, Inc.
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