I can't remember where I read this book title. But it must have stuck well to my head I remember it still.
Most of us know the Great King Solomon. A one of a kind leader who once brought glory and political stability in an otherwise unfriendly world political and economic landscape.
If there was a UN in his day and age, he can very well be considered the first UN Secretary General bar none. Even more, he was once reputed to be the wisest and wealthiest. But that is in the eyes of men.
In the eyes of his Creator, his legacy is a big fat zero. Why? Because he fatally failed in a critical facet of his life. That is to pursue personal devotion and allegiance to his Maker.
If one if fond in marathon, it is like saying he started great. But he finished his race to life in a disaster. Moral of the story: we can start right but can we END right?
Thoughts anyone?
Wednesday, January 30, 2008
Good vs Bad Leaders
"People don't care how much you know until they know how much you care" said once cliche. Some call it tough love. Some filial piety. Still others call it paternal/maternal concern. Great Leaders care for their flock. Big sacrifice.
And all along, many leadership books tend to overlook basic and fundamental tenets of leadership. One that always pop up any list is the criteria to judge good vs bad leader.
From my research, here's a rough one I compiled...Read along:
Good leaders:
=============
1. Inspire confidence
2. Were humble
3. Had integrity and character
4. Knew what they were talking about
5. Let me get on with things
6. Were always there when I needed help
7. Usually said, ‘Yes, try it.’”
8. Gets out of the way.
9. Objective
10.Self effacing.
The worst leaders are:
=====================
1. Never seemed to be around when I needed them
2. Always asked me to justify what I wanted to do
3. Always wanted to know what I was doing
4. Often said ‘no, we can’t do that’
5. Gave the impression of being distrustful
6. Didn’t smile much
7. Talked about themselves a lot.”
8. Bully
9. Proud and Arrogant
10.Short term focus
Agree? Let me know your thoughts.
And all along, many leadership books tend to overlook basic and fundamental tenets of leadership. One that always pop up any list is the criteria to judge good vs bad leader.
From my research, here's a rough one I compiled...Read along:
Good leaders:
=============
1. Inspire confidence
2. Were humble
3. Had integrity and character
4. Knew what they were talking about
5. Let me get on with things
6. Were always there when I needed help
7. Usually said, ‘Yes, try it.’”
8. Gets out of the way.
9. Objective
10.Self effacing.
The worst leaders are:
=====================
1. Never seemed to be around when I needed them
2. Always asked me to justify what I wanted to do
3. Always wanted to know what I was doing
4. Often said ‘no, we can’t do that’
5. Gave the impression of being distrustful
6. Didn’t smile much
7. Talked about themselves a lot.”
8. Bully
9. Proud and Arrogant
10.Short term focus
Agree? Let me know your thoughts.
Saturday, January 26, 2008
Leadership Vision and Traits
From my own personal experience, I now made my own definition of vision. And that is "an unusual discernment or foresight of things hitherto unknown." Now most people associate vision to that either in business or religious circles.
But, as I reflect today, I believe each family head should erect a grandstanding vision that is along the lines of Excellence and 'Selflessness'.
Similarly, while a person develops the vision that will propel his legacy towards the goal, he should develop further his leadership traits. And according to Lee Iacocca, these are the desirable ones:
Leader Should Have:
1.Curiosity - ask questions.
2.Creative - try something different. Think outside the box.
3.Communicate - both verbally and nonverbally.
4.Character - ability to judge right from wrong. Then do what's right.
5.Courage - boldness to make decision under extreme pressure.
6.Conviction - fire under the belly.
7.Charisma - inspires people to follow you.
8.Competent-fix problem.
9.Common Sense - dip of horseshit vs ice cream
Does all these make sense to you?
But, as I reflect today, I believe each family head should erect a grandstanding vision that is along the lines of Excellence and 'Selflessness'.
Similarly, while a person develops the vision that will propel his legacy towards the goal, he should develop further his leadership traits. And according to Lee Iacocca, these are the desirable ones:
Leader Should Have:
1.Curiosity - ask questions.
2.Creative - try something different. Think outside the box.
3.Communicate - both verbally and nonverbally.
4.Character - ability to judge right from wrong. Then do what's right.
5.Courage - boldness to make decision under extreme pressure.
6.Conviction - fire under the belly.
7.Charisma - inspires people to follow you.
8.Competent-fix problem.
9.Common Sense - dip of horseshit vs ice cream
Does all these make sense to you?
Tuesday, January 15, 2008
Morph
My blog is having a facelift, yet again.
What used to be an online journal covering the topics of leadership, character building and spirituality has evolved. It is now a site repository of weblogs and links, to better run a business entity.
Better still, it involved the business of changing mindset and cultivating a train of thought befitting champions.
After all, if one is anchored on solid leadership ground, and is in a constant mode of developing his/her character, then sooner or later, that person is poised to becoming a real winner in life.
How about you? Have you upgraded yourself lately?
What used to be an online journal covering the topics of leadership, character building and spirituality has evolved. It is now a site repository of weblogs and links, to better run a business entity.
Better still, it involved the business of changing mindset and cultivating a train of thought befitting champions.
After all, if one is anchored on solid leadership ground, and is in a constant mode of developing his/her character, then sooner or later, that person is poised to becoming a real winner in life.
How about you? Have you upgraded yourself lately?
Morph?
My Blog is having a facelift.
Over the years I noticed that this blog has evolved. It started as a leadership and character building, reflection-based on-line journal. Now it is slowly morphing into a repository, fast link, and quick topical reference information source, especially in leading a business entity.
Do you face the same dilemma of having to morph your site esp for your bloggers out there?
Over the years I noticed that this blog has evolved. It started as a leadership and character building, reflection-based on-line journal. Now it is slowly morphing into a repository, fast link, and quick topical reference information source, especially in leading a business entity.
Do you face the same dilemma of having to morph your site esp for your bloggers out there?
Wednesday, January 09, 2008
Leadership and Viral infection
Leaders need to market themselves. How? With carefully thought action plans that is. And what better way to illustrate this than to borrow and hopefully apply some marketing fundamentals there is.
From the marketing webinars I chance upon, here are some points worth noting down.
1. Makes sure we solve people's problem. This is key.
2. Find products for your customers, NOT finding customers for your products. Most mixed this up. Product brands with excellent quality speak for themselves.
3.It is not that you deserve the conversation, but it's how you can cause conversation to take place.
4. Make something worth talking about. Tell to 1 person a genuine, believable and onerous. Then watch it as it spreads like wildfire.
Bottolime, inject the viral mentality. But don't twist facts! Trust is key. Once fraud, deception, deceit and lying takes place, then trust is betrayed. It is very difficult to bring back level of trust from beginning if this happens.
Leaders,take note.
From the marketing webinars I chance upon, here are some points worth noting down.
1. Makes sure we solve people's problem. This is key.
2. Find products for your customers, NOT finding customers for your products. Most mixed this up. Product brands with excellent quality speak for themselves.
3.It is not that you deserve the conversation, but it's how you can cause conversation to take place.
4. Make something worth talking about. Tell to 1 person a genuine, believable and onerous. Then watch it as it spreads like wildfire.
Bottolime, inject the viral mentality. But don't twist facts! Trust is key. Once fraud, deception, deceit and lying takes place, then trust is betrayed. It is very difficult to bring back level of trust from beginning if this happens.
Leaders,take note.
Tuesday, January 08, 2008
Morale Builder vs Destroyer
Happy New Year Folks!!
To start this year's blog, I just wanted to share 2 contrasting messages (email and method) which can make or unmake a leaders mandate. Read along and hope you pick up the lessons learned in between!
5 Ways to to MOTIVATE PEOPLE:
=============================
1.Money: This is one of the most effective and powerful reward
2.Awards and gifts: Recognize superior service by giving high quality gifts such as pens, planners, shirts or gift certificates to popular restaurants
3.Public recognition: Post the employee's name in a newsletter, memo or letter that will be seen by his or her peers
4.Praise: One of the best ways to show appreciation is to tell employees how important they are
5. Responsibility: Added responsibility, promotions or new training will motivate employees and quell any feelings of monotony
Motivated employees do a better job of serving customers. Happy customers buy
more and become committed patrons. And in the end, more customers buying more products and services increase your profitability and success.
On the contrary, here's an excerpt of a single email to DEMOTIVATE employees.
1 EMAIL TO DEMORALIZE YOUR PEOPLE:
==================================
From: Patterson,Neal
To: DL_ALL_MANAGERS;
Subject: MANAGEMENT DIRECTIVE: Week #10_01: Fix it or changes will be made
Importance: High
To the KC_based managers:
I have gone over the top. I have been making this point for over one year.
We are getting less than 40 hours of work from a large number of our KC-based EMPLOYEES. The parking lot is sparsely used at 8AM; likewise at 5PM. As managers -- you either do not know what your EMPLOYEES are doing; or YOU do not CARE. You have created expectations on the work effort which allowed this to happen inside Cerner, creating a very unhealthy environment. In either case, you have a problem and you will fix it or I will replace you.
NEVER in my career have I allowed a team which worked for me to think they had a 40 hour job. I have allowed YOU to create a culture which is permitting this. NO LONGER.
At the end of next week, I am plan to implement the following:
1. Closing of Associate Center to EMPLOYEES from 7:30AM to 6:30PM.
2. Implementing a hiring freeze for all KC based positions. It will require Cabinet approval to hire someone into a KC based team. I chair our Cabinet.
3. Implementing a time clock system, requiring EMPLOYEES to 'punch in' and 'punch out' to work. Any unapproved absences will be charged to the EMPLOYEES vacation.
4. We passed a Stock Purchase Program, allowing for the EMPLOYEE to purchase Cerner stock at a 15% discount, at Friday's BOD meeting. Hell will freeze over before this CEO implements ANOTHER EMPLOYEE benefit in this Culture.
5. Implement a 5% reduction of staff in KC.
6. I am tabling the promotions until I am convinced that the ones being promoted are the solution, not the problem. If you are the problem, pack you bags.
I think this parental type action SUCKS. However, what you are doing, as managers, with this company makes me SICK. It makes sick to have to write this directive.
I know I am painting with a broad brush and the majority of the KC based associates are hard working, committed to Cerner success and committed to transforming health care. I know the parking lot is not a great measurement for 'effort'. I know that 'results' is what counts, not 'effort'. But I am through with the debate.
We have a big vision. It will require a big effort. Too many in KC are not making the effort.
I want to hear from you. If you think I am wrong with any of this, please state your case. If you have some ideas on how to fix this problem, let me hear those. I am very curious how you think we got here. If you know team members who are the problem, let me know. Please include (copy) Kynda in all of your replies.
I STRONGLY suggest that you call some 7AM, 6PM and Saturday AM team meetings with the
EMPLOYEES who work directly for you. Discuss this serious issue with your team. I suggest that you call your first meeting -- tonight. Something is going to change.
I am giving you two weeks to fix this. My measurement will be the parking lot: it should be substantially full at 7:30 AM and 6:30 PM. The pizza man should show up at 7:30 PM to feed the starving teams working late. The lot should be half full on Saturday mornings. We have a lot of work to do. If you do not have enough to keep your teams busy, let me know immediately.
Folks this is a management problem, not an EMPLOYEE problem. Congratulations, you are management. You have the responsibility for our EMPLOYEES. I will hold you accountable. You have allowed this to get to this state. You have two weeks. Tick, tock, tick tock...
=================================================================================
HAPPY NEW YEAR!!!
To start this year's blog, I just wanted to share 2 contrasting messages (email and method) which can make or unmake a leaders mandate. Read along and hope you pick up the lessons learned in between!
5 Ways to to MOTIVATE PEOPLE:
=============================
1.Money: This is one of the most effective and powerful reward
2.Awards and gifts: Recognize superior service by giving high quality gifts such as pens, planners, shirts or gift certificates to popular restaurants
3.Public recognition: Post the employee's name in a newsletter, memo or letter that will be seen by his or her peers
4.Praise: One of the best ways to show appreciation is to tell employees how important they are
5. Responsibility: Added responsibility, promotions or new training will motivate employees and quell any feelings of monotony
Motivated employees do a better job of serving customers. Happy customers buy
more and become committed patrons. And in the end, more customers buying more products and services increase your profitability and success.
On the contrary, here's an excerpt of a single email to DEMOTIVATE employees.
1 EMAIL TO DEMORALIZE YOUR PEOPLE:
==================================
From: Patterson,Neal
To: DL_ALL_MANAGERS;
Subject: MANAGEMENT DIRECTIVE: Week #10_01: Fix it or changes will be made
Importance: High
To the KC_based managers:
I have gone over the top. I have been making this point for over one year.
We are getting less than 40 hours of work from a large number of our KC-based EMPLOYEES. The parking lot is sparsely used at 8AM; likewise at 5PM. As managers -- you either do not know what your EMPLOYEES are doing; or YOU do not CARE. You have created expectations on the work effort which allowed this to happen inside Cerner, creating a very unhealthy environment. In either case, you have a problem and you will fix it or I will replace you.
NEVER in my career have I allowed a team which worked for me to think they had a 40 hour job. I have allowed YOU to create a culture which is permitting this. NO LONGER.
At the end of next week, I am plan to implement the following:
1. Closing of Associate Center to EMPLOYEES from 7:30AM to 6:30PM.
2. Implementing a hiring freeze for all KC based positions. It will require Cabinet approval to hire someone into a KC based team. I chair our Cabinet.
3. Implementing a time clock system, requiring EMPLOYEES to 'punch in' and 'punch out' to work. Any unapproved absences will be charged to the EMPLOYEES vacation.
4. We passed a Stock Purchase Program, allowing for the EMPLOYEE to purchase Cerner stock at a 15% discount, at Friday's BOD meeting. Hell will freeze over before this CEO implements ANOTHER EMPLOYEE benefit in this Culture.
5. Implement a 5% reduction of staff in KC.
6. I am tabling the promotions until I am convinced that the ones being promoted are the solution, not the problem. If you are the problem, pack you bags.
I think this parental type action SUCKS. However, what you are doing, as managers, with this company makes me SICK. It makes sick to have to write this directive.
I know I am painting with a broad brush and the majority of the KC based associates are hard working, committed to Cerner success and committed to transforming health care. I know the parking lot is not a great measurement for 'effort'. I know that 'results' is what counts, not 'effort'. But I am through with the debate.
We have a big vision. It will require a big effort. Too many in KC are not making the effort.
I want to hear from you. If you think I am wrong with any of this, please state your case. If you have some ideas on how to fix this problem, let me hear those. I am very curious how you think we got here. If you know team members who are the problem, let me know. Please include (copy) Kynda in all of your replies.
I STRONGLY suggest that you call some 7AM, 6PM and Saturday AM team meetings with the
EMPLOYEES who work directly for you. Discuss this serious issue with your team. I suggest that you call your first meeting -- tonight. Something is going to change.
I am giving you two weeks to fix this. My measurement will be the parking lot: it should be substantially full at 7:30 AM and 6:30 PM. The pizza man should show up at 7:30 PM to feed the starving teams working late. The lot should be half full on Saturday mornings. We have a lot of work to do. If you do not have enough to keep your teams busy, let me know immediately.
Folks this is a management problem, not an EMPLOYEE problem. Congratulations, you are management. You have the responsibility for our EMPLOYEES. I will hold you accountable. You have allowed this to get to this state. You have two weeks. Tick, tock, tick tock...
=================================================================================
HAPPY NEW YEAR!!!
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