Time Management Blogwatch – December 30, 2008

Time Management Blogwatch – December 2008

For what it’s worth, we cobbled together the best of the time management blog posts and articles from this past month of procrastination fascination.

Lest you think we’re kidding about the drivel that fills the time management blogs, imagine reading the thousands of posts we rejected including one that detailed how business travelers should stay on the lower floors of hotels to save time in the elevators.

There are no words to describe just how stupid you have to be to follow advice like that.




Time management
Time management. From childhood to till now I always think about 24 hours utilization. The ’80:20 Rule’. This says that typically 80% of unfocussed effort generates only 20% of results. This means that the remaining 80% of results are

time management and what can’t be managed
We had a talk on Sunday at church about using our time more wisely. Most of the time I was telling myself–this isn’t for you, this isn’t for you. Because I am one of those people who is obsessive about making sure I get the most out of

Drucker on Time As a Resource
There is without doubt an issue of time management going on here – that the Drucker quote below might shed some light on. However I think that what they really believe, perhaps sub-consciously, is,. “Mike, we are in a routine here.

The Illusion of Multitasking
Posted in Entrepreneurship, My Future in Focus, Personal Development, Time Management Tagged: Blackberry, brain, business coaching, cognition, cognitive behavior, decision making, focus, focus management, Franklin Covey, life, …

Learning Time Management is Like Learning a Language
Because time management is built on a collection of personal habits, changing them is entirely up the individual’s willingness, and requires continuous practice to turn a new technique into a habit that can stick. …

QuickTalks: Dan Ariely: Time Management: The Root Cause of …
The temptations of the present overwhelm the good intention of the future.

Stress Management Techniques
A good time management course can do a great deal to help with all of these. Learning to focus on one thing at a time, setting times when you can be interrupted and times when you cannot, having regular breaks and a definite end to your …

Sir, you don’t need more time
Time management is a popular topic well chronicled in leadership and sociological discourse. Yet, despite the large amount of ink it gets, many leaders still get stung by the time bug while ploughing through their leadership functions. …

Top Management Tips: How To Cut Business Costs With Employee Time …
Having easy access to time management history allows your company to guesstimate (with accuracy) the man hours of a particular project, what that project will cost in labor and resources, the cost effectiveness of pricing, …

Choosing a Time Management Plan Thats Right for you
The types of time management techniques often employed today are wide ranging and varied in both their approach and tools used. Most business people have graduated from traditional desk top calendars and wrist watches to some type of …

Time Management for Freelancers: My Wired Article — Nerdist
This piece chronicles 6 weeks of my life trying to implement time management programs as a freelancer. It was super fun to write and I ACTUALLY LEARNED STUFF IN THE PROCESS. I sincerely hope you enjoy it. If you have a need for instant …

EVERGREEN: Time Management-Manage yourself, not your time
Unfortunately the term “Time management” creates a false impression of what a person is able to do. Time can’t be managed, time is uncontrollable we can only manage ourselves and our use of time. Time management is actually …

Sharpening The Saw – Habit Seven of the Seven Habits – We Take it …
That’s why Covey’s book is Number One on our list, and that’s why we were absent from the world of Leadership Development blogging for the past month. We were sharpening the saw. With our saws now razor sharp, …

Thinking of improving your time management skills for your 2009 New Year’s Resolution? Do yourself a favor and don’t read the blogs, read a book: 7 Habits of Highly Effective People, by Stephen R. Covey.

Coming Soon to a Theater Near You: Freakonomics, The Movie

Freakonomics: The Movie

During my extended time off between Thanksgiving and Christmas, I sat down with accomplished entrepreneur and filmmaker Chad Troutwine to discuss the most ambitious documentary ever to pique the interest of the editors of AskTheManager.com.

For those of you unfamiliar with Chad’s work, he is a founder (along with Markus Moberg) of Veritas Prep, one the finest and most prestigious GMAT preparation and graduate school admissions consulting companies in the world. In addition to his business interests, Chad has served as a producer or executive producer for many wonderful films.

His latest project involves taking one of the most interesting and controversial business books ever written and turning it into a feature length documentary. Freakonomics, for the few of you who’ve not yet read it, is likely one of the five best business books ever written. Although not a leadership development or management training book, Freakonomics is both a fun read and an eye-opener into real world economics. More social commentary than Economics 101, Freakonomics, by Steven D. Levitt and Stephen J. Dubner, is one of those rare books that provides something for everyone, especially for those outside the field of economics.

While the editors are not seeking to turn AskTheManager.com into a blog about Freakonomics – the book’s authors Levitt and Dubner already maintain a terrific one at NYTimes.com that (like the book) is both an economics lesson and a quirky look at humanity – we are very interested in the upcoming documentary and we do highly recommend the book.


To satisfy some of my own curiosity around the Freakonomics documentary, I cornered producer Chad Troutwine – keeping him from his Holiday shopping – and peppered him with ten tough questions:

TheManager (TM): What made you think that Freakonomics would make a good film?

Chad Troutwine (CT): The real answer is that I thought it deserved to be a film, more than I was convinced it would be a good one. I’m pretty evangelical when it comes to this subject. I want as many people as possible to learn about Freakonomics. Film is a remarkable medium to reach a mass audience. It gives people who don’t really read much the chance to enjoy the material, but it also offers the three million readers a way to enjoy Freakonomics in a brand new way. Besides, I really wanted to meet some of the amazing characters that Levitt and Dubner found for the book.

TM: Have there been any other projects that made you feel this way?

CT: Yes, but none as strongly as Freakonomics. I’d still like to adapt Liar’s Poker, the brilliant Michael Lewis autobiography about 1980s Wall Street excess. It seems particularly timely today. Brush With the Law would make a spectacular film. It’s the joint memoir of a Harvard Law School student who became addicted to gambling and a Stanford Law School student who occasionally smoked crack during his third year. It’s Fight Club and Trainspotting meet The Paper Chase, but it’s a true story. 

TM: Freakonomics is such a great read with many desirable topics, how did you select the main topics for the film?

CT: I let the prospective directors pitch me. First, I had to get them to agree to join the project. I described my cinematic vision with as much clarity as possible, and shared my passion for the material with them. I suggested several possible topics – including ideas that emerged after the book was published. Morgan Spurlock was great. He said something like, “As long as it doesn’t have anything to do with food or terrorism, I’m in, man.” Because Morgan was willing to commit to the project so early, it gave me instant credibility when I approached Academy Award winner Alex Gibney and the other accomplished filmmakers.   

TM: What influence, if any, did the directors play in selecting the topics?

CT: The directors chose their own topics, but I retained a veto position. I required each director to submit a treatment. If I approved, that was the topic. I rejected a couple of ideas, actually.

TM: What influence, if any, did the authors play in selecting the topics?

CT: That’s a good question. Co-authors Dubner and Levitt have shown interest throughout, particularly Dubner. They trusted me to oversee that part of the process, so our contract gives me sole responsibility. One director team pitched a story idea that required a lot of participation from Levitt. He graciously agreed, and I think it will turn out to be one of the most engaging segments.

TM: Was there a topic covered in the book that you felt was too taboo for film or too hard to deliver to a traditional audience?

CT: No. Abortion, racism, cheating, classicism, crime, terrorism, and myths about child safety were all fair game. The main premise was enough of a hindrance: taking economic analysis and making it entertaining. Fortunately, Levitt and Dubner already conquered that challenge in grand style. We’re simply emulating the model that they created. One subject was off-limits. Because Sudhir Venkatesh was writing his own book, “Gang Leader for a Day,” we were contractually obligated to avoid using material in the chapter “Why Do Drug Dealers Still Live with Their Moms?”

TM: What is the most important thing you hope audiences take away from this film?

CT: Running regression analyses and mining rich data sets are extraordinarily valuable endeavors for brilliant people like Professor Levitt because the results offer so much utility for everyday life. He can interpret the data and impart findings – often directly contradicting widely held beliefs – that can help us all be wiser parents, more informed voters, savvier business people, and better decision-makers. If we succeed, our film will inspire audiences to see the merit in challenging conventional wisdom. I’m not sure I can turn economists and sociologists into rock stars, but I hope that “thinking freakonomically” becomes synonymous with sound judgment and high intelligence. That’s pretty sexy to me.

TM: What has been the most rewarding thing for you (personally) about working on this project?

CT: We’re not done yet, but I feel a real sense of satisfaction that I was able to orchestrate what is already being hailed as the greatest collection of documentary filmmakers ever assembled. Moreover, this is, ostensibly, my first film as a lead producer. If Freakonomics can permeate the popular culture and inspire people to think more like Levitt and Dubner, and then act accordingly, that would be the ultimate.   

TM: If you were a tree, what kind of tree would you be?

CT: I would be a deciduous tree in autumn. Is there any other answer?

TM: No, not really… As a producer, where do you get both your motivation and your inspiration?

CT: I’ve never fully understood where I get my motivation or my inspiration.  Maybe that question is best left to others to interpret based on what I create and how much I accomplish.

Troutwine is eyeing a late summer 2009 final cut for the film, with a theatrical release possibly later in the year. For those of you (like us) who cannot wait, here is a list of the named directors, the working titles of each segment and current status for their respective segment:

  • Morgan Spurlock: “Would a Roshanda by Any Other Name Smell as Sweet?” (post-production)
  • Rachel Grady & Heidi Ewing: “Applying Freakonomics to the Young and Nimble Mind” (filming)
  • Alex Gibney: “Who Cheats and How Do We Catch Them?” (pre-production, filming begins January 2009)
  • Eugene Jarecki: “Abortion and Crime” (pre-production, filming begins in January 2009)
  • Fifth Segment: TBD  

We think we know who the will direct the fifth segment (and we’re thrilled if it turns out to be correct), but we were sworn to secrecy and despite our overall lack of journalistic integrity; we do plan to keep this secret. Sorry…

Between now and the film’s release, may we recommend you enjoy the books Chad Troutwine mentioned in his interview. We’ve read all three and highly recommend them:

·         Freakonomics

·         Liar’s Poker

·         Brush With the Law

Additionally, if you’re looking to get a daily fix of Freakonomics, we recommend you drop in on Dubner’s and Levitt’s blog.

Sales Management Blogwatch – November 19, 2008

 

The Best of the Sales Management Blogs

A colleague asked me this week about my first commissioned sales job – he, too, started in sales and worked his way up to management. After a few minutes of friendly banter about old school sales managers and the like, we went back to our regular grind.

Reflecting back on my first sales job, I was reminded of the 2’ by 30’ banner that hung over the sales desks. It was my first day, and as I walked into the salesroom I was greeted by grumpy faces of weathered salesmen and that gigantic banner. The banner read “Nothing Happens Until Somebody Sells Something.”

I thought this saying was a little hacky back in the 1980s, and I think it’s a lot hacky today; but it did get me thinking about the current economic situation. With Citibank laying off more than 50,000, Circuit City and other retailers declaring bankruptcy, and about 2 million auto industry-related jobs in jeopardy – it begs the question: Could some of these companies have sold their way out of their problems?

I don’t have a good answer to this, but my gut tells me that great sales leadership could have made a difference. It always does.

Back to the Blogs

Are you struggling to provide great sales leadership for your team? Perhaps some of these “Best of the Best” blog posts and articles hold the key – there are some great entries this time, including some that focus on selling in the down economy. Enjoy!

Sales Management: Differentiating Your Business during This Recession
What you feel is your differentiator and what you believe you customers want and/or should want is not necessarily true – especially during a business slow down. This article will give you some insights on how to separate your company

Monday Morning Manager-Common Sense Rule # 1
You’ve been waiting a while for this opportunity and it has finally fallen in your lap-sales management. You’ve been with Widget International for 5 years. You have grown your territory every year and you are one of the leaders in the

What Does Your Client Touch Program Say About You?
For instance, I work obviously in the areas of sales and sales management. Most salespeople and managers know there are a great variety of training methods and theories. Controversy and going against convention isn’t an issue in this

Maximizing Your Price–The Value/Benefit Equation
Price increases are currently occurring at a faster rate than we’ve seen in the US economy for nearly 25 years. The driving forces behind these increases seem to be

Sales Management: Avoid Motivational Bankruptcy, 6 Tips for …
The president of an office supply company was recently lamenting that his sales people were not operating to their potential. “Motivationally bankrupt,” he said. This is a very common complaint in any area of business. …




When Should You Walk Away From a Deal?   Now! The second that question begins to form in your head you should be prepared to walk away now. That is not to say that you shouldn’t perform a thorough evaluation of options, examine how the deal can be altered or

Doggin’ It
Not by design, but this week a number of the discussions I had with prospects/clients had to do with front-line sales managers. This is a good thing since for a long time I have been a firm believer that the biggest bang for the buck in

Guest Article: “Managers Continue to Teach Their People How to …
Managers Continue to Teach Their People How To Avoid Full Accountability By Keith Rosen. “What is that guy doing now?” It was just an odd maneuver. Something out of the ordinary from what would have typically been an everyday experience …

Sales Management Corner: Common Sense Rule #2
Last week I mentioned that a new sales manager shouldn’t start at this position by making changes. After assuming the role, a manager should have the salespeople assessed. Too many managers want to change their salespeople without …

Sales Coaching Without a Playbook
Sales management has a significant impact on critical sales performance metrics, including turnover rates, sales cycle length, and quota attainment. Recent research by CSO insights indicates that just the ability to proactively identify …

Sales Management in a Down Economy
Our next three posts will focus on Sales Management in a Down Economy. Here’s the first of three things you absolutely must do as sales manager if you want your sales team to continue to thrive and succeed – no matter what the headlines …

Are You a Sales Professional or Semi-skilled Laborer?
We in sales work in what we like to claim is one of the highest paid professions, yet statistics indicate we are, in fact, employed in one of the lowest paying professions. In fact, we are engaged in a business that is unevenly divided …

CanDoGo is Now a Free Site–Get Great Sales Tips from more than 60 …
I have great news to share with you. I am one of the exclusive authors/speakers/trainers/coaches for a company called CanDoGo that delivers concise advice for sales, personal development, leadership and motivation over the Web. …

Avoiding the Price Question Early in the Sale
The price of your goods and services is always a primary concern to your prospects. Whether you like it or not, price is top of mind with the majority, if not all, of your prospects; and you probably find the question of price comes up …

3 Strategies to Help You Meet Revenue Goals Even in a Down Economy
Ludwig says the sales management team, with the involvement of their salespeople, must evaluate each individual’s sales funnel to determine which opportunities he or she should pursue. Come up with a short list by looking at factors …

 

Management Training Blogwatch – November 13, 2008

 

Management Training Blogs – The Best of the Best

As is a semi-regular custom here, the editors of AskTheManager.com scoured the billions of pages of the World Wide Web to bring you the best Management Training-related blog posts and articles for past few weeks.

The pickings are slim here, folks. This means we either do a lousy job of searching or there just isn’t that much written about Management Training anymore. (Probably a little of both…)




Management Training
Often it is only when you attend a business coaching programme that you realise that you have many of the managerial skills required to be successful leader. It is also the forum where you can assess those skills where you don’t feel

Gaming During Management Training
I had to attend some kind of leadership/management training workshop for work a few weeks ago headed by one of those external consulting firms. It was surprisingly interesting and focused on communication, confrontation, resolution and

SOUND-OFF: Paying DC Middle-Schoolers for Good Grades
It is wonderful that accounts are being created at SunTrust Bank for the students in the program, and it is even better that the bank is providing free money-management training, but at the end of the day, these middle school students …

PEST Analysis Overview
Those who have undertaken a management training course will have been educated with a variety of tools and techniques they can use to improve the flexibility of their organization. One such analytical tool is referred to as The PEST …

Send Tucson School Admin Staff to Disney Training?
She’s sending her “executive team” to management training with Walt Disney. No Mickey Mouse jokes here. I’m sure Disney is a well managed business, and their training sessions probably help other corporate leaders learn about bonding …

Management Training – The Dirty Little Secrets
I am often asked if training really works. The answer is yes and no! Here’s why. Sometimes, unless a training is made mandatory, those who need it the most will choose not to attend! 75% of the learning goes on after the employee comes …

‘Tis the Season for Management Training
We meet in a banquet room on the second floor. Two walls of windows give us a great view of the golf course. When I started going in January, it was no big deal. There’s nothing bleaker than a large empty expanse of field covered in …

Professionalizing Management?
So, their argument about closure rests on the assumption that management training yields a higher level of leadership, skill, etc. that would allow professional managers to command a premium relative to non-professional managers. …

Real Change
The above speech is from 2002, but it seems to me that it is fitting on the eve of our election here in America. I have no idea where Bill Strickland stands on the issues or the candidates. But his approach shows how change can be …

Planning For Empowerment
In a previous article we considered the rationale and benefits of empowering staff. However, it’s important to recognize that successful empowerment, requires careful preparation and planning, it not simply a case of giving someone a …

Exposed and Transperent
“Never trust a leader who hasn’t suffered.” -John Eldredge. I’ve heard it many times before that who we really are is revealed in crisis. I didn’t fully own that reality until I tasted my own crises. Taste is a humbling thing. …

 

Management Training Blogwatch – October 14, 2008

The Best of the Management Training Blogs – Week of October 14, 2008

The past week saw some decent, though not terrific posts, advice and articles for managers interested in growing their leadership skills. The editors of AskTheManager.com combed through the drivel to deliver you the Best of the Management Training Blogs, enjoy!

Being a Leader in tough times
Over the next few months, many organisations may face difficult times, but as a leader within your organisation what can you do to ensure your firm remains successful? The following are a number of tips that will help. 1.

 




Interview With Dr. Richard Harte, Developer of the National Guild
In the following years I designed and implemented sales and management training programs for a number of America’s largest and most successful companies including Motorola, Estee Lauder, Paxar, CMP Publications, Mutual Benefit Life,

HR – Management:- Managing Up–Get the Boss to Have Your Ideas
Bill Oncken, late management training guru of Managing Management Time, used to say that managers need to get the boss to have the managers’ ideas. Face it, he said — you know your job better than the boss does, so the boss’s ideas are …

Professional Sales Training
Professional sales management training will strengthen your staff on many levels; furthermore professional sales training will give your staff the resources they need to be a success. Professional management sales training offers a …

How Personal Development Training Assists Management
This type of personal development management training typically focuses on dispute resolution and problem solving abilities. Much of how management deals with others has to do with mind set. If management treats the employees like they …

Stevey’s Blog Rants: The Bellic School of Management Training
After it’s eventually resolved (by still other people bringing replacements out), your waiter finally rematerializes and apologizes for the kitchen screwup. Stevey’s Blog Rants: The Bellic School of Management Training.

How Executive Coaching Can Improve Your Management Skills
Management training does not have to be painstaking or laborious. Personal executive coaches provide management training skills and models that are easy to grasp for any type of executive. Management training should be interesting, …

Matrix management training recalibration
One of my colleagues, Janet, used the phrase “recalibration” in our recent development meeting on matrix management training. It’sa phrase I have thought about a lot as we are developing some new matrix management training modules based …

Crisis: American Economy Style
If you want to know what your leader(s) are made of, now is the time to find out. Who we really are is revealed in crisis. If your industry/work is not experiencing a crisis now, don’t worry you will and it will present the same …

Sales Management Training – Is it Worth It?
Sales Management training can be one of the biggest challenges for any organisation. So often companies decide to put their best sales people into a sales management role Usually as a reward for a great sales career. …

Management Training Tip – Seven Ways to Manage Your Boss
Sean McPheat provides management training to small, medium and large businesses. Visit Sean’s http://www.mtd.co.uk/blog/ management blog for free management training tips and advice. …

Is the Key to Successful Management Just Plain Old Management …
The role of management training should be to help managers to understand how their behavior can de-motivate others, rather than simply showing them new role models to mimic. Management training should provide facilities for …

Who would you rather have as a boss, McCain or Obama?
admin for The Sage Commander: Monster Productivity Management Training – for Managers, Supervisors and Small Business Owners, 2008.

Management tips
Every week I send out both a management training tip and an employee training tip to the entire firm. I have received nothing but positive feedback on these. Some I write myself; others I borrow from other sites/authors and of course, …

Suited Booted And Ready To Go! 5 Steps Of Management Training That …
The management training is an excellent way to the next stage that can assure your career and give the drive that you must excel according to your boss or the employers of potential. Point 1 – The first point of thinking. The positive is …

 

New Managers – How Do You Keep From Getting Run Over?

New Managers – Avoiding the Inevitable Traps

AC from Saskatoon, Saskatchewan (that’s in Canada for the geographically challenged leaders out there) wrote us in August for some advice on how to gain respect as a new manager. To read her original concerns and our response, please follow this link.

We were anxious about her situation, because it was so very typical of young managers tasked with leading entry-level sales reps with nothing to lose. It is much easier to lead six-figure salespeople and middle managers with skin in the game than it is to manage an immature group with too many other options.

From the sound of it, AC is doing the right things (and doing them right):

I just wanted to update you… I have taken all your insight straight to the bank. For 5 of the last 6 weeks, our store has been number one of the 58 stores coast to coast. I am constantly trying to reinvent ways of being organized and efficient…

That’s outstanding news, AC. For anyone who doesn’t understand the first rule of business, it is to make money for the owners of the company. AC’s store is clearly performing at the highest level for sales and she is continuing to look for ways to improve. Obviously, there are good things to come for AC in her management career.

While it can be said that Sales Cures All Ills, issues remain in AC’s store. AC could not get her team to complete a fairly simple task of keeping 12 clientele books updated, so she reduced the workload to a single book, expecting her team to relish in the efficiency and simplicity of the plan. As AC soon learns, no good deed goes unpunished.

My attempt blew up in my face. I can honestly say that it hit the fan that day, and people were up in arms. They had reacted as if I killed their dog. This change has created a catastrophe of tension within the store, and it feels like a junior high clique. I have never used my position to do whatever I want; I have goals and have always lent an ear to those who have an opinion, because I respect the opinion of my associates.

So, sales are good, but small changes create chaos. Moreover, it seems that the team does not appreciate AC.

These associates have taken advantage of the good grace and now feel the need to tell me how to do my job. I would be more than welcome to negative or positive feedback as long as it’s not a complaint session and a positive outcome could be reached. Such is not the case, fingers would rather be pointed than solutions found. These associates only seem to appreciate me as long as I am accommodating their every whim: letting them leave early and paying them for the rest of their time; letting them take coffee breaks and extended lunches; and having all their requested days off met while still trying to accommodate their need for hours. I’ve come to the conclusion that I am a pushover, and perhaps have created a beast that I no longer want to feed. 

AC, you’re not a pushover. You’ve made some great decisions (or your store would not have been number one for 5 of the last 6 weeks), though you have hit some inevitable roadblocks for new managers. I’m hopeful that these past two months have helped you understand that employees are never satisfied.




Employees Want Everything

It’s really a true statement that your employees want everything. An immature workforce, as is typical in a mall clothing store, is never satisfied. Give them an extra ten-minute break, and they’ll want twenty. Let them go home at 4:30, and they’ll want to leave at 4. Give them a $100 raise, and they’ll want $200. They will never be satisfied.

I’ve always said that if you gave an immature workforce the right to sit at home and watch TV and still earn the same amount of pay, they’d complain about when the checks arrived. They will never be satisfied.

Say it with me: They will never be satisfied. No matter what you give, they’ll always want more. They’re too immature to understand the needs of the business. If they could understand this, they’d attempt to balance their wants with the company’s needs – they won’t. Since they will never be satisfied, it’s time to stop giving. You can still reward, but you want to learn the difference between favors that gain nothing for the store and rewards that drive results.

I thought that there was a good work environment and that everyone was getting along, when in fact there was so much two-facedness going on that I was oblivious to. I can’t fix a problem I don’t know about. I’ve always been an honest person and I can own up to my faults. How do I fix this issue and establish myself rather then have people run me over?

Just like with small children, it is important to set the boundaries and limits for your team. Don’t stick anything in the electrical outlets. Don’t cross the street without looking both ways. Don’t touch the stove.

With entry-level workers, you have to expect that all of them will eventually leave for one reason or another, so don’t be afraid to allow some of them to depart right now. Set the limits on what is acceptable behavior, the length of the coffee breaks, quitting time and the schedule. Explain that you will be flexible so long as they are flexible and the store is meeting its goals.

For those who want to grow with the company, they’ll get this right away and they’ll perform. For those who are just too immature to help the company reach its goals, they’ll find something else to do. (Of course, they’ll be unsatisfied at their next job, too.)

Be Fair – Great Leaders Always Are

Let them know that if they need special consideration (e.g., they want to go home early or get a certain day off), that you’re a fair person who’ll work with those who are willing to work with you.

Let them know that your only job is to help them be successful, and that you have a primary goal to make this a fun place to work. Of course, it won’t be fun for anyone if you don’t meet your objectives. They can help you meet those objectives or they can find somewhere else to work.

Explain that while this may sound harsh, the economy we’re faced with today does not reward poor performing groups, although those who like being on the number one team have nothing to worry about.

Find an External Enemy

Sales is a competition and good salespeople are very competitive. Right now, it sounds like the enemy of the salespeople is their manager. You need to turn this around. Give them a new enemy to focus on: the other fifty-seven stores in your company.

Post the sales results of every store, every week. Highlight where your store is on the list and where the five or six geographically closest stores rank. Celebrate (by congratulating and thanking your team) whenever you are ahead of the others, and ask for suggestions (from your team) when you are not. When your team is focused on beating the snot out of the other fifty-seven stores, you’ll be amazed at how the petty issues of the past seem to go away.

Obama, McCain, Biden or Palin – Who’s the Best Leader?

 

Which Presidential or Vice Presidential Hopeful Would Make the Best Leader?

 

Over the past several days, the editors of AskTheManager.com released their leadership ratings and rankings of all forty-two US Presidents from Washington to Bush. We examined how these men would perform as the CEO of a Fortune 500 company by using what we believe are some of the most important leadership characteristics: humility; delegation; integrity; vision; success (during their term); and (impact on) future (generations).

 

(To see our first article, ranking the Presidents from Worst to First, follow this link. To read the detailed comments showing why we ranked each President where we did, please follow this link. If you’re interested on how each President scored in the six weighted categories, please follow this link.)

 

As we grow closer to the November 4, 2008 Presidential Election, the real question for America is where would Barack Obama, John McCain, Joe Biden or Sarah Palin rank on this list? With the current economic climate and uncertain foreign affairs, it’s clear we need a leader. Because of this, it becomes more and more important each day for Americans to ask hard questions about their candidate of choice.

 

Where would your candidate or their running mate rank in terms of business leadership in the new millennium? Could he or she successfully run a large corporation today? Do they have what it takes to be a true leader or are they more concerned about themselves and their legacy?

 

More importantly, will their decisions be sound and founded on unwavering principles, or will they constantly be swayed by the winds of political expediency and public opinion?

 

Running the United States and running a large, for-profit corporation have more similarities than differences. Because this is a website dedicated to developing business leaders, we needed to know who would we choose to run our company if we had our pick of the four candidates vying for President and Vice President.




 

The Rankings – Worst to First

 

4. Joseph Biden    

A single allegation of plagiarism could be partisan politics gone awry. More than one, and we start to see a pattern. While we really like Joe Biden, we cannot help but be put off by his alleged lack of integrity and the appearance of political machinations. Similar to McCain in that he’s served many years in leadership roles in the Senate, Biden is no maverick and tows the party line to a fault. Of the four Presidential and Vice Presidential hopefuls left in the race, Joe Biden is clearly the least qualified leader. His score of 67.5 (see the category ratings below) would put him well below average at number 31 on the all time list.

 

3. Barack Obama   

We’re always worried when we see a potential leader who wants nothing more than to be in charge. Often they will say or do anything to get the job. Once there, they find they lack the necessary skill set to truly lead. While Obama clearly has the most vision of this foursome, we’re concerned that an Obama Presidency will not lay the proper groundwork for future success. We do believe his integrity is greater than that of John McCain, but he’s still no Lincoln. With a score of 77.5, Obama would rank as an above average Presidential Leader.

 

2. Sarah Palin         

A total and complete surprise when selected as the Vice Presidential candidate for the Republican Party just last week, there is little we really know about Sarah Palin. What we do know and what we’ve heard, we actually like. Palin clearly does not tow the party line. Even more so than McCain, Palin is a true maverick. Her decisions seem to be based on what is best for her constituents and she seems unafraid to make enemies in Washington – something America has needed for the last two decades. Her perceived lack of humility hurts her, though on our list Palin would still rank as the 24th best Presidential Leader of all time (just behind another leader without humility – Theodore Roosevelt).

 

1. John McCain      

The most humble leader of the four, we believe McCain will also do the best job at delegating responsibilities (not completely unlike Ronald Reagan). What we like best about McCain is that most in his party would prefer to have someone else to vote for – he does not tow the party line (despite what the Obama commercials say). Of course, he is not without blemish, and the alleged backroom dealings around the Central Arizona Project and Charles Keating make us question his integrity. That said, with a score of 82.5, John McCain would rank as the 20th best Presidential Leader of all time (just behind James Madison).

 

How Did They Rate?

 

To determine the final rankings, we graded each Presidential and Vice Presidential hopeful in six weighted categories (below), awarding a score of 1 to 10 in each category. A score of 10 indicates this candidate shows true and complete leadership in a particular skill set.

 

Humility (H) – Great leaders today avoid the spotlight (unless it benefits their company), give credit to their subordinates, and generally drive their businesses through character and vision rather than ego and pride. We considered the amount of unhealthy ego and overbearing pride in each of the four hopefuls to determine the grade in this category.

 

Delegation (D) – No one person can do it all, that’s why great leaders are also great at delegation. They thrive on allowing others to make decisions, and they empower nearly everyone through their words and their actions. We graded each candidate on what we believe is their ability to let go and leave some of the duties to their staff.

 

Integrity (I) – Great leaders are principled, and they adhere to a strict moral and ethical code. They exude character because of their honest, forthright nature; and they never put themselves above the needs of their team or company. Our assessment and category grades are based on each candidate’s record with respect to character and honesty.

 

Vision (V) – True leaders have the ability to see beyond the current reality and project an ideal future. They not only create a vision, but they share it, live it and carry it out. We analyzed each candidate’s ability to share their vision, though we have no idea on which ones can truly execute and which ones are just blowing hot air.

 

Success (S) – Great leaders don’t just make everyone feel good, they also execute (i.e., they get the job done). Proper execution leads to success, and great leaders understand this. We graded each of the candidates on their level of success enjoyed during their previous and current positions.

 

Future (F) – When a great leader departs a company, they leave it in better shape than when they arrived. Additionally, because they were driven with an eye on the longer term, the decisions they made during their time in the position continue to have a positive impact into the future. Our assessment of the candidates includes a grade for how we feel their decisions would impact future generations.

 

H

D

I

V

S

F

Total

Rank

Candidate

8

9

7

8

9

8

82.5

1

John McCain

6

7

9

9

8

8

78.0

2

Sarah Palin

7

8

8

10

8

7

77.5

3

Barack Obama

6

7

6

7

7

7

67.5

4

Joseph Biden

6.8

7.8

7.5

8.5

8.0

7.5

76.4

-

Candidates’ AVERAGE

7.9

8.0

7.2

7.8

7.3

7.4

75.3

-

Presidential AVERAGE

 

We were careful to ignore the popularity of these four, and attempted to judge them solely on the traits that we feel make a good leader. Will they have the ability to execute? Do they possess the necessary honor; intelligence; character; and, most of all, service required to lead the free world? Are any of them capable of true leadership, or will they be just popular pawns of their party?

 

It’s important to note that these rankings are based on how these Presidential and Vice Presidential hopefuls and their decisions would impact a Fortune 500 company. Of course, we know that the task at hand for the next President will prove much more difficult than taking over a large, troubled company.

 

The question every voter needs to ask themselves is this: Is my candidate up to the task?

 

 

Ratings & Rankings of the Presidents of the United States

 

How Do US Presidents Rank as Business Leaders? (Part Three of Three)

 

(This is the third article in a three-series post. Please see the first and second articles in this series by following this link for our notes associated with each President, and this link for our “worst to first” rankings of the US Presidents as leaders.)

 

Where does your favorite President of the United States rank in terms of business leadership in the new millennium? Could all or any of the US Presidents successfully run a large corporation today? Did they have what it takes to be a true leader or were they more concerned about themselves and their legacy? Were their decisions sound and founded on unwavering principles, or were they constantly swayed by the winds of political expediency and public opinion?


 

Running the United States and running a large, for-profit corporation have more similarities than differences. Whom would we choose to run our company if we had our pick of the 42 men who served as Presidents of the United States?

 

The editors at AskTheManager.com scoured the history books and looked deeply at each President’s record as a leader. We ignored the popularity of their decisions and judged these men solely on the traits that we feel make a good leader: the ability to execute; honor; intelligence; character; and, most of all, service.

 

To determine the final rankings, we graded each President in six weighted categories (below), awarding a score of 1 to 10 in each category. A score of 10 indicates this President showed true and complete leadership in a particular skill set.

 

The Six Measures of Presidential Leadership

 

As promised, we bring you the leadership rankings of the Presidents, and the raw scores from each of these six weighted categories:

 

Humility (H) – Great leaders today avoid the spotlight (unless it benefits their company), give credit to their subordinates, and generally drive their businesses through character and vision rather than ego and pride. We considered the amount of unhealthy ego and overbearing pride in each of the 42 Presidents to help determine the scores in this area.

 

Delegation (D) – No one person can do it all, that’s why great leaders are also great at delegation. They thrive on allowing others to make decisions, and they empower nearly everyone through their words and their actions. We graded each of the 42 Presidents on their ability to let go and leave some of the duties to their staff.

 

Integrity (I) – Great leaders are principled, and they adhere to a strict moral and ethical code. They exude character because of their honest, forthright nature; and they never put themselves above the needs of their team or company. Our assessment and category grades are based on each President’s record with respect to character and honesty.

 

Vision (V) – True leaders have the ability to see beyond the current reality and project an ideal future. They not only create a vision, but they share it, live it and carry it out. We analyzed each President’s ability to both share their vision and execute it, and based our grading on these results.

 

Success (S) – Great leaders don’t just make everyone feel good, they also execute (i.e., they get the job done). Proper execution leads to success, and great leaders understand this. We graded each of the 42 Presidents on their level of success enjoyed during their term.

 

Future (F) – When a great leader departs a company, they leave it in better shape than when they arrived. Additionally, because they were driven with an eye on the longer term, the decisions they made during their time in the position continue to have a positive impact into the future. Our assessment of the Presidents includes a grade for how their decisions impacted (or are expected to impact) future generations.

 

It is critical that we remember that all 42 Presidents were great men (if not necessarily great leaders). They each held the highest office in the land and (good or bad) each brought their own flavor to the job. Every President deserves some measure of respect – if for nothing else than the sheer odds they defied to occupy the office of President.

 

(The editors of AskTheManager.com are humbled that we live in a country that allows and encourages the criticism of political leaders. We feel truly blessed.)

 

H

D

I

V

S

F

Total

Rank

President

9

9

9

10

10

10

96.5

1

George Washington (1789-1797)

10

7

10

9

10

10

96.0

2

Abraham Lincoln (1861-1865)

9

9

10

10

9

10

95.0

3

Thomas Jefferson (1801-1809)

10

8

10

9

10

9

94.0

4

Harry S Truman (1945-1953)

10

9

10

10

9

9

93.5

5

John Adams (1797-1801)

10

9

10

9

8

10

93.0

6

Woodrow Wilson (1913-1921)

10

9

10

10

8

9

91.0

7

Jimmy Carter (1977-1981)

9

9

9

10

10

8

90.5

8

Franklin D. Roosevelt (1933-1945)

8

8

8

10

10

9

90.0

9

James K. Polk (1845-1849)

9

8

10

8

9

9

89.0

10

Grover Cleveland (1885-89; 93-97)

9

10

9

9

9

8

88.0

11

Ronald Reagan (1981-1989)

9

8

8

10

7

10

87.0

12

Dwight D. Eisenhower (1953-1961)

9

8

9

9

8

9

86.5

13 (tie)

William Howard Taft (1909-1913)

9

10

9

10

8

8

86.5

13 (tie)

James Monroe (1817-1825)

8

8

7

10

10

8

86.0

15

John F. Kennedy (1961-1963)

10

9

10

8

9

7

85.5

16

Calvin Coolidge (1923-1929)

10

9

10

7

9

7

84.5

17

Lyndon B. Johnson (1963-1969)

8

8

9

10

6

10

84.0

18

John Quincy Adams (1825-1829)

10

7

9

8

8

8

83.0

19

James Madison (1809-1817)

8

7

6

8

10

8

82.0

20

Andrew Jackson (1829-1837)

8

7

7

7

9

8

79.5

21

George H. W. Bush (1989-1993)

9

10

8

9

7

7

79.0

22

Millard Fillmore (1850-1853)

4

6

7

10

9

9

78.5

23

Theodore Roosevelt (1901-1909)

8

9

5

8

7

8

75.5

24

William McKinley (1897-1901)

7.9

8.0

7.2

7.8

7.3

7.4

74.5

AVERAGE

8

8

7

6

7

7

71.5

25

Martin Van Buren (1837-1841)

6

6

9

8

7

7

70.5

26

Chester Arthur (1881-1885)

10

9

6

7

6

6

70.0

27

Gerald Ford (1974-1977)

9

9

10

9

4

6

69.5

28

Herbert Hoover (1929-1933)

5

8

1

9

9

7

69.0

29

Bill Clinton (1993-2001)

9

8

9

7

4

7

68.5

30

William Henry Harrison (1841)

8

7

4

7

7

6

65.5

31

Zachary Taylor (1849-1850)

6

7

8

7

6

6

64.0

32

Benjamin Harrison (1889-1893)

8

8

7

6

5

6

63.5

33

James A. Garfield (1881)

7

7

3

5

6

6

58.5

34

Rutherford B. Hayes (1877-1881)

6

7

2

7

6

6

58.0

35

Ulysses S. Grant (1869-1877)

6

6

5

7

5

5

54.5

36

George W. Bush (2001-2009)

5

7

4

6

4

6

52.5

37

Andrew Johnson (1865-1869)

8

10

8

4

3

3

50.5

38

Franklin Pierce (1853-1857)

5

3

6

5

5

5

49.0

39

John Tyler (1841-1845)

5

9

1

4

4

5

46.5

40

Warren G. Harding (1921-1923)

5

8

2

5

4

4

44.5

41

James Buchanan (1857-1861)

2

6

1

1

6

6

44.0

42

Richard Nixon (1969-1974)

 

 

It’s important to note that these rankings are based on how these Presidents, their traits, their character and their decisions would impact a Fortune 500 company. Are they capable of true leadership or were they just popular pawns of their party?

 

As we grow ever closer to the November 4, 2008 Presidential Election, the real question for America is where would Barack Obama, John McCain, Joe Biden or Sarah Palin rank on this list? With the current economic climate and uncertain foreign affairs, it’s clear we need a leader. To view our fantasy rankings of these four Presidential and Vice Presidential hopefuls, please see our post from September 9, 2008 by following this link.