The importance of a cohesive team

August 10, 2009

Helping each other creates cohesion and successIn sports, everybody knows the importance of having a group of talented people who can play together harmoniously for the interest of the group. Not only must the team members be good at their specialty, but they also must have the understanding of the other players’ needs and skills, so that they can create for them opportunities to score. Moreover, everybody understands in sports the crucial role of the coach to create the proper interaction to achieve success. Terms as goals, help and support are common.

In business, having such cohesive teams, although always mentioned as very important, tends in many cases to be suboptimal. Many companies perform below what they should and could perform, simply because the interconnection and the fostering of the relationships are very often neglected. It almost looks like everyone sticks to their job description, on which by the way the nature of the interaction with colleagues is not even mentioned. Recruiting people and telling them what they have to do without telling them with whom and how to achieve the goals together will simply not deliver good results. When you take a look at reward systems, you will see that it generally never include collective goals, except the very general profit. Most of the time, bonuses are based on individual performance indicators that usually ignore the performance indicators of your direct colleagues.

Sport or business, the principles are the sameSo, how to achieve superior performance and build cohesive teams across departments? Actually, it is rather simple, at least in theory. Just copy what they do in sports. They draw charts about the strategy to reach the goal and beat the opponent. They review it together, and everybody gets to hear what their specific role is going to be. They will have to pay attention to what the adversary’s moves are and they will develop alternative strategies to deal with them. Everyone in the team knows their function, and most importantly, they know what their fellow team members will do for them and what they expect from them. Further, the coach is present on the sidelines and is very vocal giving instructions at once all the time as the game develops. Unfortunately, such a presence and such a hands-on support are often missing in business, because the coach is in a meeting.

Of course, running a business is not quite like playing the main event game, but they are simple ways to create that sense of support and quick reaction to changing situations and applying alternative plans. One of the most effective approaches to create cohesive teams in business is to develop the supplier-customer partnership at all levels of your organization (see our presentation about this subject). Everyone must know what the colleagues needs are and must communicate what their own needs are as well. This shortens discussions as there is clarity created beforehand and it enhances a sense of anticipation by all participants, as they will recognize what to supply their team members with in a timely manner. Last, but not least, creating and sustaining cohesive teams requires a strong hands-on leadership (read Presence: the prerequisite for leadership).

Copyright 2009 The Happy Future Group Consulting Ltd.

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The KISS that will improve your life

July 30, 2009

Most of us have heard about the KISS acronym. For some reason, it is usually described as “Keep It Simple, Stupid” which I have always found a bit derogative. I prefer to read it as “Keep It Short & Simple”.

Short and simple truly make life easy and, generally speaking, things that work the best in life are the simplest ones.

The advantage of simplicity is that the message is easier to understand by more people. When you explain something in simple terms, it will take you much less time to convince the other party of what you are telling them and they will be more prone to follow your instructions.

The advantage of keeping things short is that it saves you a lot of time that you would waste in long and probably complicated explanations that you would have to repeat before the other party gets the message properly. By being short, you also will increase the impact of your message. Remember that short is what slogans are made of, and that people tend to forget information quickly.

Hopefully, this was short and simple enough!

Copyright 2009 The Happy Future Group Consulting Ltd.


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 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.


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.


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.


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!

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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.