Weekly Quote: Inflection Points

"There is at least one point in the history of any company when you have to change dramatically to rise to the next level of performance. Miss that moment, and you start to decline."

-- Andy Grove, Intel CEO

As he says, there is at least one point, but usually there are many points along the way where we either go backward or forward depending on whether we recognize that point in time, what actions we take and how well we lead.

Another fact:
To respond properly we have to change some parts of our culture, the beliefs we share, to implement the dramatic changes necessary to ensure we continue to grow. At these critical points in the life of a business we need to rekindle a Culture of Accountability that, I would bet, has been lost along the way somewhere.

Remember the "owner" vs "victim" distinction? As a leader you must communicate, educate and follow up in systematic ways to get everyone thinking like an owner, being accountable for their thoughts, actions and results.

Look at Kodak. They were a highly successful company living off analog (film) photography, but a few people at Kodak were busy inventing digital products and applying for a whole ream of patents around the technology. Way ahead of everyone.

Recently they have filed for Chapter 11 bankruptcy and sold off mega $millions of those
patents. Why?

One could say it was because they made bad decisions or implemented bad strategy. But it was really deeper that. It goes back to their culture. They thought like victims, not assuming accountability and thus let someone or something else make the decisions for them.

They had developed a "victim" culture, they watched "while the world was changing around hem". They hung on to the cash cow and feared launching digital products because it would eat away at their own analog film products. All the while "blaming" their decline, like a victim, on
circumstances outside their control - on new technology.

So this was their "inflection point". Their leadership had a chance to think like an owner, but their culture and the beliefs that reinforced it, had deteriorated so far that they could not focus their thoughts, actions and results on winning in the digital age.

"Only when you assume full accountability for your thoughts, feelings, actions and results can you direct your own destiny: otherwise someone or something will do it for you."."

- OZ Principle

We have invited Diana Southall a friend, client and associate to be our guest this week. Diana has worked with two of my clients recently and gotten rave reviews for the turnaround she has inspired and the people pain she has relieved with both of them. She doesn't tell you how to do it, she rolls up her sleeves and helps you do it.

She is conducting a workshop starting March 28th. All the details are below. I also recommend her Ebook "9 Steps to Solve People Pains in Your Business".
Sign up for FREE report on her website.



The People Plan - Value Proposition

Quote

"We have 100 employees so that means we have 100 different personalities!"
-Bill Crawford, Plant Manager at local manufacturing firm

Article

Why is employee management so hard? Because employees are individuals with their own preferences, attitudes, work style and personality.

Once your company hires that first employee, you will experience some type of People Pain!

• You spend too much of your time responding to issues such as employee's attitude or performance
• Your employees generally do their jobs, but you don't see that they are committed to excellence
• You have too much to do, but do not trust your staff enough to delegate more
• When you want to hire someone, it is too time consuming or you are not confident you will find the "right person."

How can you possibly get everyone to be excited about their jobs, work together as
a team to achieve results, and positively hold each other accountable?

Luckily, there is a proven method to manage your employees that can attract, retain, and
motivate most employees to achieve maximum performance.

You need the Right People, Doing the Right Things, and Doing (It) Right (a People
Plan).

Right People

• Develop your current employees
• Recruit and select the Right People

Doing the Right Things

• Define job expectations

Doing It Right

• Manage employee performance to get result

Want to develop your own People Plan?

Starting March 28, University at Buffalo Center for Entrepreneurial Leadership is
offering a 3 night People Plan seminar.

More details are available in the People Plan Seminar Brochure.

March 28
Finding the "Right People": 11 Steps to recruiting & selecting the Ideal Candidate

April 23
Developing Your Current Employees

May 23
Managing Employee Performance: Getting Agreement & Results

Presenter: Diana Southall (CEL 2006, MBA, Senior HR Professional)

© The People Plan, by HR Foundations

Roar Like A Lion

"I may not be the lion, but it was left to me to give the lion's roar."
--Winston Churchill

This short video takes 3:53 to watch.

All the best,
Rick Wallace