The simple truth about micromanagers

July 26, 2009

On such a beautiful warm and sunny day, all I will write is a little joke that came up to me while having a conversation about this topic recently: “Micromanagers are called that way because they are very small”.

Copyright 2009 The Happy Future Group Consulting Ltd.


The Happy Customer

July 18, 2009

The Happy Customer will give you more businessCustomers are essential for a business. Therefore, keeping the customer satisfied and happy is critical for you as a supplier. So, what does make a happy customer? Is it just about saying “yes” to all their requests? Although many salespeople seem to think that saying “yes” is the answer, the reality is quite different. Customers understand and accept “no” for an answer when they realize that they can have a better deal than “yes”.

Quite often, I have heard statements such as “we exceed our customers’ expectations” or “customer first” and I have seen that they are rather ineffective, and in some cases counterproductive, because they neither create true loyalty nor establish a respectful relationship. To me, such statements are just hollow marketing slogans that rarely serve the customer or the supplier’s business for that matter.

To make a happy customer, it does not take all that much, but there is a combination of areas that need to be covered properly.

Before even claiming that you will exceed the customer’s expectations, you need to identify and understand what the customer really wants and needs and why. To achieve this, there is this simple, yet highly effective technique that, unfortunately, many salespeople seem to ignore: LISTEN!

To me, listening is the easiest thing in the world: all you have to do is keep quiet and let the customer speak. Just moderate the conversation by asking a few relevant questions, and take notes! Another important part of listening is that it shows that you respect your customer’s knowledge of his business and of yours to some extent. Too many salespeople fail a sale because they annoy the buyer by pretending that they know everything better.

Another area that is critical to make the customer happy is to never any promise that you cannot keep. Saying yes and not delivering is probably the most effective way of destroying trust and credibility. Since they are already difficult to establish the first time, trying to gain them back is an even harder task. If in doubt, you do not have to say “no”, but tell the customer that you will do your due diligence and get back to him as soon as possible. Since this is a promise, do not forget to indeed do the thorough follow-up, unless you wish to lose your credibility. If you cannot promise this, then you must ask yourself if you really should be a businessperson at all.

If you want to establish a long-term relationship, which is what everybody claims, you also must make sure that your service or product is actually adding value to your customer. By asking and listening, you will find out where the customer has a need for added value, and you must demonstrate clearly to him/her that you indeed can help him/her build a stronger business.

Also, never forget that solid relationships can last only if there is mutual respect. You must show this to your customer, and always negotiate in a give and take approach. The best way to earn respect is to be honest and tell the truth. Saying “yes” only works for a while until the day you disappoint the customer. In my sales career, the best compliment I have had came from Marks & Spencer. My contact there told me that what they liked about our company was that, unlike many of their other suppliers, we dared to say “no”, explain why and come with a workable solution. It sounds so simple, doesn’t it?

Last, but not least, always remember that the customer is the one who pays for your salary, so serve him well and in a way that also supports your business. You also must not forget that to have your salary paid, your business must be profitable, so do not forget to make the customer pay a fair price to you for all the great service you deliver him as listed above!

Copyright 2009 The Happy Future Group Consulting Ltd.


The confusion between perfection and excellence

July 2, 2009

Always betterWhen hiring people, I have heard many times their claiming to be perfectionists, either as one of their top three qualities or one of their top three “weaknesses”. Actually, it has always sounded to me like everyone wants things to be “perfect” all the time.
On the other hand, I very rarely have heard anyone mentioning the word “excellence”. This is strange, because many of the “perfectionists” are not really looking for perfection, but they simply want to do an excellent job.
So, what is the difference between the two terms? Actually, it is very simple. Since nobody can define what perfection exactly means, perfection cannot be attained, and therefore should not be set as a goal. On the contrary, excellence, because it is a dynamic and relative concept can be translated rather easily into performance objectives that can be quantified.
Perfection is the quest of an abstract absolute, while excellence is the desire to constantly improve. Therefore, the so-called perfectionists can be split into two groups: the bitter idealists and the driven achievers.
Members of the first group are easy to identify, as they are never satisfied and always have to criticize or blame something or someone for the according-to-them unsatisfying performance. What is also remarkable is that they never seem to make mistakes and they are in never the cause for any problem. They tend to have a negative attitude and they never are happy.
Members of the second group are quite different. They, too, are difficult to satisfy, not so much because performance is below expectations, but because they see ways of doing better or of having been able to do better. Their attitude is generally positive and they are always ready to go again to improve things. Their main motivation is to do beat the previous record and certainly to always beat the competitors. They also do not waste their time blaming, justifying or criticizing, and if they realize that they performance is not good, they will feel mortified and they will take action themselves to correct the situation and meet their goals. Their drive and their knowledge that tomorrow is the other day when they will do better keeps them optimistic, happy and stimulating.
So, if you want superior performance, choose your group! Be enthusiastic, shake things, never give and deliver the goods! Do not focus on why things went wrong, bring solutions and fix the problems!

Copyright 2009 The Happy Future Group Consulting Ltd.


The Happy Boss

June 25, 2009

While there are many books written on employee satisfaction, not much seems to be told about what makes bosses happy in their jobs. Maybe people assume that bosses are happy because they are bosses, or maybe they assume that bosses do not need to be happy.
Nice job!Yet, a satisfied and happy boss is very important for an organization, because the boss’s personality and mood is quite contagious. You can be sure that a bitter boss means lots of bitterness and tension on the work floor. Therefore, a happy boss is an absolute necessity in order for a company to achieve superior performance.
To get a happy boss, just think in reverse of what I have just said, and think what could be so contagious coming from employees that will make him/her feel great.
What is it that the boss really wants? He/she wants to look like a great boss! This means that he/she can show superior results and that people who get in contact with the company will say good things about it and about him/her. This were it gets tricky, because lousy bosses will never create such a momentum among their employees. In fact, being happy is the sign of a talented boss. Therefore, it will all start with the person at the top.
This is a person who has the ability to be self-motivated and with a positive attitude towards life and work. He/she brings this to the workplace and communicates it to the employees. The boss’s competence shows already in the choice of the staff. He/she wants to be surrounded by quality people, and because of their abilities, the leader knows that they can be trusted and that all they need is clear and stimulating instructions. By delegating to good people, the happy boss is able to obtain better results faster and make the company grow faster and stronger. This dynamics of success feeds itself, as everyone can see the results. Customers are more prone to do business with this company, and talented people are interested to work there.
No wonder the boss is happy!

Copyright 2009 The Happy Future Group Consulting Ltd.


Take control of your time!

June 23, 2009

As such, time management is quite simple and yet many people seem to have a serious problem with it.
What counts the most for an effective management of your time is to have control on what happens or can happen during your day.
Juggling all the timeThe best way to achieve this is to make a short plan of the activities you want to be done before the end of the day. Remember that failing to plan is planning to fail.
Next to that, you also need to create the conditions to be able to carry out this plan. This means that, although you need to be flexible and adapt to some change of plans, you also must not forget about your priorities. Assertiveness is quite useful for this, because very often disruptions come from other people asking something from you. Be helpful to them, but also make them understand that their request will have to fit in your schedule just as well. Sometimes you will be able to accommodate your own priorities this way, and sometimes you will have to accept that their request comes first. Nonetheless, always try to negotiate an acceptable give and take.
Another important part of effective time management is to not get distracted by unnecessary and useless activities. How many people seem to have the need to check if they have messages on their cell phones or on their email? There is no point about checking obsessively every other minute. Turn off the device and focus on what you need to do. Sometimes, isolation is the most effective way of completing your to-do list.
Remember that the best reward for your effort and discipline is that all the things you had to do are done. They are off your agenda, and this is one of the greatest feelings there is: mission accomplished!

Copyright 2009 The Happy Future Group Consulting Ltd.


Presence: the prerequisite for leadership!

June 19, 2009

Many books have been written on leadership and you can find about anything you are looking for that explains what makes leaders be leaders.
For those who do not wish to spend time reading, a very simple quality can make a very strong impact on your group. It does not matter if this group is your employees, your family or any social group to which you belong. That quality is presence.

By being present, you send a very clear message: you are involved, you are part of your team, and you are ready to take action and responsibility. This gives a tremendous feeling of security to the members of the team who depend on you. They know that they are not left alone to deal with problems, while the “boss” stays out of the hot spot. This is quite important if you want your instructions to be followed. Rarely seeing the leader, or receiving instructions by emails or from a distance is not motivating, and makes many team members wonder what the respective roles actually are, all the more so when their level of reward is quite different from the leader’s. Such poor leadership very often goes together with a lack of positive feedback (usually such leaders are not shy on negative feedback, though), which is also perceived very poorly.

Napoleon at ArcoleA famous example of presence for a leader is the battle of the bridge of Arcola. Napoleon was still a young general and the battle against the Austrians was not going too well. The story is that Napoleon took the flag and led his troops marching on the bridge, dodging bullets. This reportedly boosted his army’s spirits; they followed him on the bridge for the direct confrontation with the enemy. The result was a strategic victory. Even though this story seems to have been embellished, as Napoleon might not have acted as heroically as the story states, it certainly has established his leadership position and it created a strong mystique about his persona.
Presence, and courage, made him bigger than life!

Copyright 2009 The Happy Future Group Consulting Ltd.


I want to hear laughter!

June 17, 2009

Here is the best anti-stress medicine I know: laughter. I have applied it in my professional life as well as in my personal life and it works superbly, and there is no negative side effects known to man.

Hahaha!I have spent a long part of my career in industries dealing with perishable products. Per definition, such products cannot be stored for very long and this makes the business dynamics quite intense, and often stressful, as “everything must go” and for a profit, mind you. Therefore, my assignment to them, next to (or I should say as part of) doing the job was to make me hear some laughter. It did not matter what the reason would be, as long as there would be fun. In that line of work, we were lucky to be able to find many reasons to laugh because we were dealing with colorful characters and we could easily find the funny absurdities of the business. The head office would involuntarily also provide for much material to us as well. If my staff would not laugh frequently enough to my liking, I would pop in and bring some craziness of my own to help them out.
The results were amazing. With a small team (comparatively to other units of the company or to competitors), we were able to deliver a performance second to none, we were able to solve more problems than the others were, and we were having fun. Even as we worked long hours, nobody burned out. On the contrary, success was constantly bring new and more energy to our team. Once again, the boring, unimaginative and bureaucratic HR department was wrong.
Managing is getting things done by your team. Therefore, you had better take good care of your people, and the best way to do that is to have them laugh on the job. It means that they are having fun, and when you are having fun at work, it does not feel like work. Good managers know what is right for their business. Have them laugh!

Copyright 2009 The Happy Future Group Consulting Ltd.


“Want to” vs. “Have to”: What it means in happiness terms.

June 9, 2009

Want to or have to?It is rather easy to sort people in either one of these two groups. They have very specific and very different behaviors.
For the “Have to” people, everything seems to be a chore. They do not seem to have much fun in life and certainly even less at work. They are the ones that get up in the morning dreading going to work, they hate Mondays and they desperately long for weekends. Their heads and backs are bent under the overwhelming weight of the world they have to (of course) carry on their shoulders.
On the other hand, the “Want to” people seem quite happy, they enjoy what they do (of course, since they want to). They are upbeat and do not seem to carry any heavy burden. The positivity that they exude has nothing to do with the amount of work or the lifestyle they have. All the difference is in their attitude.
The “Want to” people enjoy life more, simply because they have made choices. They have taken charge of their lives and have shaped it around what provides them with fulfillment. Unfortunately for them, the “Have to” people have not reached that point, and they tend to let their environment (boss, family, friends, TV ads, etc…) decide for them what they have to do. Indeed, living somebody else’s life can be tiring and frustrating.
Yet, making the switch is not very difficult, and the best is to start with simple things. What activities, either personal or of a more professional nature do you like to do and provide you with satisfaction? Pick one or two for a start and make a habit of them. The fun that you will get by carrying out these activities will be the best motivation to add more of them in your life.
All it takes is to make the first move, start gradually and persevere. Just take charge of your choices. There is no need and no rush to change everything at once; after all, you have your whole life to reach your goals.

Copyright 2009 The Happy Future Group Consulting Ltd.


Empathy: the gentle way to get things done

June 4, 2009

Reaching outEmpathy is one of those qualities that is acknowledged as being important, but for which there is little training given. One reason probably is that empathy, like some other personality traits, one is born with it more than one can learn it. Yet, there are certain patterns that can be acquired and help people interact with their fellow men better.

What does make empathy so effective in interpersonal relationships?
Empathic people come over as more gentle and get their way more easily, because in the interaction, they take the other side’s point of view in the picture. This makes the other party more receptive to your arguments, as they have the feeling that the outcome is not a win-lose but a win-win situation. What empathy does is create a sense of mutual respect and mutual benefit. This is true as well in private life as at work.

How can someone learn to become more empathic?
This is not a simple process, as empathy is not a skill, but part of one’s personality. The starting point will always have to be the acknowledgement by the person that he/she needs to improve. To understand the impact they make by lacking empathy, they need to see how other people react to their behavior. A good way to do this is to have a video of how they interact with others. Another powerful way is to have them role-play with an instructor who will expose their behavior. Like many issues related to personality, nothing works as well as immediate feedback and correction. They also have to be able to ask themselves “what’s in it for the other party?”, as they soon will realize that they can achieve much more when their counterpart gets something out of the “deal”. Making a list of the needs and wants of both parties before going to a meeting or negotiation can be very useful, as at least the person has to put him/herself in their shoes.

How to deal with low-empathy people?
In my view, the best way is by using your empathy and figure out what their motives might be. It is also very important to be quite firm on what you want and to not give away anything without getting something in return. Assertiveness is also a powerful tool: tell them how they make you feel and what you think about that! However, the most powerful tool of them all is very likely to make them feel that they will lose more than gain by not changing. Low-empathy people do not like losing anything.

Copyright 2009 The Happy Future Group Consulting Ltd.


Management & Leadership lessons from my dog – Part III: Leading the pack

June 2, 2009

After having reviewed how to communicate effectively and after having identified whom the boss should be, my dog Slider will now present her third topic, about getting the pack moving in the right direction.

Hello again dear readers,

A pack well led!

All team members executing their mission

In order to have a group that moves and acts harmoniously, the first thing is to set the rules, then make sure that the rules are understood and accepted, and finally give the  team members correct feedback swiftly and appropriately.

Settings the rules
In our dog world, no rule means my rule. Therefore, if you want to avoid total anarchy and a pack that disintegrate, you must make sure that all team members understand what you want and which behaviors they are allowed and which ones they are not. As the leader, this is your duty. You must make them clear and enforce it, meaning that you must correct improper behavior immediately. Failure to do so will send a very confusing message to our simple dog brains and we will improvise our own set of rules among ourselves.
The way to do this is rather simple, as it comes down to communication. It is all about clarity, consistency, patience, and verbal as well as non-verbal communication. For more details, I will redirect you to my first article about that particular topic.

Show integrity
Mean what you say and act accordingly. This set the example and set the standards that we want to live up to. Do not start negotiating every time we try you, because at this game, we are just smarter and better than you are. Moreover, do not start bribing us! We love it and be assured that we will ask for more, but you will never be able to get anything valuable out of us. Once you do this, you will not be the boss anymore.

Reward good behavior
This seems obvious to us dogs, but unfortunately, it rarely seems to be a spontaneous thing. Let us know when we do something right! It is not difficult to do and it makes us feel really good. When we are rewarded for doing well, we just want more reward, and you can be sure that we will do all we can to please you! Nothing works as well as celebrating a success together!

Reprimand and correct bad behavior
For as much as we understand reward, we do understand reprimand, too. Even though we might not be as smart as our human bosses, we really get the message expressed by frown, a stern look and the word “bad!”. You do not need to shout and gesticulate for minutes, and you certainly do not need to use violence. We get the message! The question is do you get our message then? You should, as our body language will show you that we feel bad about it. The only difference that I see between dogs and people when dealing with reprimand is that we, dogs, will forget about the tension rather quickly and resume our duties, while humans seem to have this tendency to grow resentment and anger. Trust me this is not worth it. A great boss will reprimand you, but will not make it a personal matter. He had expectations and they were not met. He will tell you exactly that, and he will tell you what he expects from you from now on. This is clear. You made a mistake and now you know what to do next. With a great boss, there are no hard feelings or frustration, just feedback and new objectives.

Well dear readers this conclude this short presentation. So remember, if you wish to be the boss, you must act like one!

(The opinions expressed in this article are those of the dog only, and do not necessarily reflect those of the Happy Future Group Consulting Ltd, but we tend to subscribe to the dog’s views more and more.)

Copyright 2009 The Happy Future Group Consulting Ltd.


Be happy that your customer complains!

May 24, 2009

All businesses have it, and most hate it: the customer complaining about the product or the service.
Receiving that awkward callProperly handling customer complaints is actually one of the most powerful ways of creating loyalty. Similarly, poor handling will guarantee your company bad publicity and a poor reputation.
One of the main reasons why complaints are handled in the wrong way is when you take the complaint personally. This happens very easily because in many cases the customer brings his emotions in the picture and makes accusations using “you” while he means “the company”. Entering such a personal argument only escalates things and the discussion usually ends in a conflict.
Not only must you realize that complaints are rarely of a personal nature, they are in most cases legitimate. Of course, there always will be the customer who wants to get some financial advantage by complaining, or those who never will be satisfied regardless of how good your product or service is, but there is a good reason why your customers complain. It might always be rational or logical to you, but be assured that it is to them.
The art of proper complaint handling is in finding out what the actual reason is. Be aware that this can be different from what the customers said at first. You must also realize that emotions are part of complaining and that the customer may need to blow some steam. Unfortunately, he will do so to you even while he knows that you have nothing to do with it. It is just part of the process. Just ask questions, and listen to the answers. If the customers yells, let him yell and do not get involved in a war of words.
Once you have identified the real cause of the problem, deal with it professionally and correct it in the proper way! Once the customer gets what he expected to get in the first place, he will be satisfied again. Just make sure that he realizes that he owes it to your dedication to him.
Be assured that he will remember that special personal service. Thank you very much!This way, you will win his loyalty.
So, be happy that your customer complains, because it will give you precious feedback about the actual quality of your product and service, and it offers a unique opportunity to secure future sales! The worst that can happen to your business is losing a customer without knowing why he is not satisfied, because this does not give you any information on how to improve your product.

Copyright 2009 The Happy Future Group Consulting Ltd.


Happiness’s worst enemy: Fear

May 22, 2009

If on the one hand it is not always easy to find out what makes people happy, on the other hand it is not difficult to find many reasons why they are unhappy.
Of course, I can make a very long list of factors hindering someone from being happy, but there is one very particular reason that comes out: fear.
I remember a quote from of the book “Who moved my cheese?” which I find quite sums it up: “When you are not afraid, you feel free”. I simply could not agree more with this. Fear has this ability to make us create our own mental prison, from which it can be difficult to escape, and this paralyses us.
There are many causes of fear, and I can give here just a few, merely because they are rather obvious examples: fear for your own safety, fear of losing your job, fear of losing someone, fear of rejection, fear of failure, etc.
What fear does is actually the opposite of happiness.
When you are happy, you expand, you radiate, and you look ahead and outside. Happiness puts us in motion. It is a very powerful drive to enjoy more of life (since life feels great) and become active.
When they are afraid, many people tend to undertake less, to isolate themselves and they become passive. Clearly, such feelings are very negative and in such a mindset, no one can ever feel happy, not to mention about the possible health related issues.

Does this look happy to you?

Does this look happy to you?

So, is the best way to become happy to overcome your fears? To some extent it is, as less fear means fewer inhibitions. The best way to be happy is to be alive, and to get there, you have to feel alive first. Of course, this does not mean that ignoring fear is a good solution, as fear has a function of self-preservation, but there are ways of accepting your fears and managing them.
My advice to you is: live! Take chances without putting yourself unnecessarily at risk! Enjoy and be happy about what you have instead of being unhappy about what you do not have!

Copyright 2009 The Happy Future Group Consulting Ltd.


Why do great employees leave?

May 21, 2009

That is a question that I have found on the LinkedIn group “Executive Suite”.
I love those questions, because there is an army of consultants and specialists and experts showing off all they know, and their comments are incredibly detailed.
But the reality is much simpler. Employees, especially the great ones, do not leave the company, they leave their boss.
High turnover, especially of great employees, is the best indicator of poor management!
Many companies use the “grandfather” principle, but in reality, when there is a problem between the “father” and the “grand child”, grandpa almost always backs daddy, while the departure of great employees should tell him that daddy is being naughty, and daddy should be reprimanded. But that rarely happens, and the grandfather principle is kind of a joke, really.
But one thing is sure: when great employees leave, the average quality of what is left decreases, and the company is heading towards the ground.
I have seen that just too many times, in color, 3D and Dolby stereo.
The good thing about it is that companies who appreciate talent always win in the end!

Copyright 2009 The Happy Future Group Consulting Ltd.


What has happened to good old-fashioned headhunting?

May 18, 2009

The more I dig in the world of recruiting and hear from those many talented people who never seem to get any response from their applications, the more appalled I become!

In my view, the whole recruiting process is going in the wrong direction. Everything is set up to just provide companies with “adequate” candidates, but there clearly is no effort anymore to go find out that special someone who will really add competitive value to his/her employer.

I can understand that recruiters seek some help in technology, but only if it creates quality to the customer. What they are doing is adding cost savings for themselves as they do not even read resumes anymore but let the computer do the screening. The keywords matching will sort out who will pass and who will lose. This is sheer laziness and if you ask me, it is cheating the customer. What happens with all the very valid words that are in the resume but just are not the right ones? Bad luck my friend, you used the wrong word, and therefore you are a loser!

And the beauty of it all is that thanks to this “black hole” nobody will ever know that very solid candidates were wrongly rejected. That is the greatest CYA I can think of. And companies keep paying obscene fees to such charlatans in a time where they should cut costs by eliminating all the useless suppliers! Companies do not get the best anymore, they only get the luckiest resume owners.

In my life I have hired quite a few people, and the only few times that I did it through recruiters, it has always been disappointing. They never have been able to send people who had the right personality and solidity for the jobs I wanted to fill in. All the real talents I have hired I found myself and trained myself, with simply the most amazing results and a performance for the company that our competitors envied and our customers valued.

I believe that technology’s purpose is for people to do their work better, not just easier. I also believe that when technology replaces the people using it, then those people purely and simply have no function anymore. They are redundant and irrelevant. Recruiter, you are fired!

I believe that if the way of the future is to screen job applicants by a computer program, then companies can  just as well buy the program and do the work themselves. After all, placing a job posting on Monster or whatever job website does not require a genius and the result will be the same.

As far as I am concerned, except for my first job, I never had to write and send a resume for any position I have held; and even for my first job, I had sent my resume while there was no job opening at that time. I guess that they hired me because they saw something in me. After that, all the jobs I have had have been offered  to me or created for me. I wonder what my life would have been if they had had a computer keyword screening.

In the future, I see two groups of recruiting activities:

  1. The real talent search, by this I mean looking and finding people who have above average abilities, will still be done by headhunters who will tap in their networks and actively work the field to find them one way or another. This will be a quality niche for quality employers. Talented people most of the time are passive job seekers. They are working, either employed or have their own business and can be attracted to another employer if this latter has matching values and offers a job at the level of those over performers.
  2. The bulk or commodity job market, in which companies are not looking for  superstars, but just adequate ones, as they are expendable. This market does not justify the level of fees that recruiters charge (but neither do real estate agents, to whom recruiters actually are quite comparable).  Companies will have the computer program and will go “purchase” the average commodity, and will try to underpay them, as is currently the case already.

Here is a link to an article I found in the National Post that present the current situation: Losing the best: the technology trap in hiring

I really feel sorry for all those people who currently have to find jobs in a very difficult economic environment and who are treated with such little consideration and who have about no way to get around the modern practice of recruiting.

Copyright 2009 The Happy Future Group Consulting Ltd.


Management & Leadership lessons from my dog – Part II: Recruiting the Boss

May 14, 2009

This is the second article from my dog Slider. This time she shares her views on how to recruit a proper boss.

Dear readers,

At first, I thought that I would deal with recruiting the boss in a similar way as bosses recruit their employees: by asking for a resume.

Unfortunately, this appears rather useless very quickly, as all the candidates refer to the same great things about themselves. They have had experience with or owned dogs in the past and they can walk on two legs! For how impressive their skills and experience are, for a simple dog like me, this is not convincing, and that by a long shot. It does not tell me much about their qualities as bosses and from my experience, I am more stable on four legs than on two, so that particular skill might even be overrated; and I, too, can do some impressive tricks.

Leading is not a givenSo, let’s forget the resume, as it not giving me the right information and let’s try to see if a personality test would work better. In my doggy world, we establish who the leader of the pack is in a very simple and primal way: the more dominant one leads. Could it be any simpler than that? Although we need to take a slightly different approach with people, establishing a relationship dog-boss follow a rather similar process. We will accept you as the boss only if you are able to earn our respect. Look around and you will see all those dog owners who failed to get to that point: they simply do not have us under control. We run away, we pull in a different direction than the one they want us to go to, or we are aggressive. In short, we behave badly. Well, that is from the boss’s perspective. For us there is another truth: we behave that way because we have no boss. There is no one we respect enough to follow, so we set our own course. Does that sound familiar to you humans? Interesting, isn’t it? We do not have the ability to do politics; neither do we have any awareness of our pedigree. Therefore, respect is about all we have. Also, remember that you do not spell respect F-E-A-R. If you lead us by fear, we probably follow because we prefer to avoid the consequences, but we will not like you, we will not respect you, and when the time is right, we will turn against you; unless we just become dysfunctional and neurotic, as I have sometimes seen.

Of course, there are those who think that buying us is enough to make them our bosses. No, it just makes them our owners. We do not feel too much for hostile takeovers. The merger and acquisition process needs to happen in a firm and effective manner. Of course, some bosses deal with the problem by getting rid of the “difficult” ones among us, but they probably will experience a similar situation with our replacements anyway.

To conclude, I will sum up like this. In order to be our boss, you must demonstrate that you indeed have the ability to lead the pack, which you only will do effectively by earning our respect. Being a two-legged creature or repeating us that you are the boss is simply not enough. Once you have earned our loyalty, you will be amazed by how much you will get in return!

DSCN1492

Next time, I will return with Part III: Leading the Pack.

(The opinions expressed in this article are those of the dog only, and do not necessarily reflect those of the Happy Future Group Consulting Ltd, although they usually do.)

Copyright 2009 The Happy Future Group Consulting Ltd.