According
to data from the U.S. Census Bureau and trends from the U.S. Dept of
Labor, there were 27.5 million firms operating within the United States
in 2009. Of those firms, about 99% are small businesses (firms having
fewer than 500 employees and nonemployers).
The
recession has created an unprecedented number of startups and small
business owners. Millions of people who were kicked out of the shelter
and safety of an established entity, were forced to figure out how to
make it on their own. Fortunately, many of those who were laid off or
downsized have been finding ways to make lemonade out of the lemons
they’ve been given. How? Entrepreneurship.
With
the recent explosion of small businesses; many that likely offer
similar products or services, how does one business compete against
another? One word - differentiation.
When Management Get's Mad...
A
few weeks ago I received an email from someone discussing an instance
in which they were yelled at by their manager, in front of coworkers.
The highly embarrassing wrath unleashed by their boss included a few
four-letter words and a couple of things being slammed on their desk.
Apparently, the entire episode was caused by a miscommunication.
The person further explained that while it was common knowledge throughout the office that this manager wouldn’t necessarily be characterized as mild-tempered, this particular verbal lashing seemed especially harsh.
We’re human so naturally when someone or something makes us mad, we’re probably going to react. And holding a leadership position at work doesn’t mean we stop being human. It does mean however, that we should consider how our reactions might impact others...specifically those we’re leading.
The person further explained that while it was common knowledge throughout the office that this manager wouldn’t necessarily be characterized as mild-tempered, this particular verbal lashing seemed especially harsh.
We’re human so naturally when someone or something makes us mad, we’re probably going to react. And holding a leadership position at work doesn’t mean we stop being human. It does mean however, that we should consider how our reactions might impact others...specifically those we’re leading.
Is Your Team Hustling Backwards? - Part 2
My previous post outlined 5 key signs that indicate when project teams are moving backward rather than forward. This post outlines some specific steps that can be taken to remedy counter-productivity among teams.
1. Establish a proactive team mentality - Proactive team members equal a proactive team. Sometimes we can fall into the “I’m sure someone else is on top of things” mindset when we’re working on a team. Multiple people being responsible for a project makes it easy to defer responsibility when issues arise. But, it’s important that each team member see themselves as being accountable for resolving issues and creating solutions.
2. Increase direct communication - Email is a great tool for efficiently communicating information to your team. However, it should not be relied upon for eliminating confusion among team members, resolving issues, communicating changes, or maintaining alignment across the team.
3. Create fundamental solutions rather than ad hoc solutions - Fundamental problems often go unresolved because they lay beneath the surface. We tend to get distracted by specific instances versus addressing the fundamental problem they stem from. A solution that solves the immediate issue is good, but a solution that solves the overall problem is better.
4. Measure progress consistently - It’s easy to get caught up in our work or specific day-to-day tasks. Nevertheless, regularly assessing productivity is critical. This step more than any other will provide your team with the best perspective on actual progress; which which areas are strong, versus those that may need increased productivity and attention.
1. Establish a proactive team mentality - Proactive team members equal a proactive team. Sometimes we can fall into the “I’m sure someone else is on top of things” mindset when we’re working on a team. Multiple people being responsible for a project makes it easy to defer responsibility when issues arise. But, it’s important that each team member see themselves as being accountable for resolving issues and creating solutions.
2. Increase direct communication - Email is a great tool for efficiently communicating information to your team. However, it should not be relied upon for eliminating confusion among team members, resolving issues, communicating changes, or maintaining alignment across the team.
3. Create fundamental solutions rather than ad hoc solutions - Fundamental problems often go unresolved because they lay beneath the surface. We tend to get distracted by specific instances versus addressing the fundamental problem they stem from. A solution that solves the immediate issue is good, but a solution that solves the overall problem is better.
4. Measure progress consistently - It’s easy to get caught up in our work or specific day-to-day tasks. Nevertheless, regularly assessing productivity is critical. This step more than any other will provide your team with the best perspective on actual progress; which which areas are strong, versus those that may need increased productivity and attention.
Is Your Team Hustling Backwards? - Part 1
Have you ever been on a team at work and thought to yourself, "Is it just me, or are we not making progress here?" If you answered 'yes', odds are you probably weren't the only person on your team who felt that way.
Sometimes it's easy to confuse activity with progress. That is until a crucial deadline is around the corner; and the reality sets in that all of the hustle and bustle hasn't exactly equated to forward movement.
These 5 indicators will help you determine if your team is moving in the wrong direction:
1. The entire team is not on the same page: One of the greatest and most common challenges across project teams, regardless of the project itself, is keeping everyone on the same page. Deadlines; project goals; productivity...these are just pretty words if there is an absence of cohesion among your team. (Hint: If you think you're team isn't on the same page, they probably aren't.)
2. Recurrence of similar issues/problems: No team is immune to problems. They are bound to occur. Even the most proactive and experienced managers/team leaders can’t anticipate everything. However, if your team is running into the same issues or the same types of issues, there is a fundamental problem that could be impeding the overall progress of your team.
3. Too much time spent being reactive: I’m no physics expert. But, I’m pretty sure it’s impossible to move forward and backward simultaneously. If a significant amount of resources (i.e. time, budget, employees) have to be allocated toward correcting mistakes/fixing errors, those resources aren't available to help move your project forward.
Sometimes it's easy to confuse activity with progress. That is until a crucial deadline is around the corner; and the reality sets in that all of the hustle and bustle hasn't exactly equated to forward movement.
These 5 indicators will help you determine if your team is moving in the wrong direction:
1. The entire team is not on the same page: One of the greatest and most common challenges across project teams, regardless of the project itself, is keeping everyone on the same page. Deadlines; project goals; productivity...these are just pretty words if there is an absence of cohesion among your team. (Hint: If you think you're team isn't on the same page, they probably aren't.)
2. Recurrence of similar issues/problems: No team is immune to problems. They are bound to occur. Even the most proactive and experienced managers/team leaders can’t anticipate everything. However, if your team is running into the same issues or the same types of issues, there is a fundamental problem that could be impeding the overall progress of your team.
3. Too much time spent being reactive: I’m no physics expert. But, I’m pretty sure it’s impossible to move forward and backward simultaneously. If a significant amount of resources (i.e. time, budget, employees) have to be allocated toward correcting mistakes/fixing errors, those resources aren't available to help move your project forward.
How To Ask For Help At Work
When it comes to our jobs, none of us enjoy feeling like we don’t know what we’re doing. But, we enjoy asking for help even less. Let’s be honest. Asking for help at work is easier said than done. Even within the most question-friendly work environments, people may still feel a certain level of apprehension or concern about revealing that they don’t understand something.
So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:
1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they’re clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.
2) Begin the conversation discussing things that you do know/understand, relative to the help you’re seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That’s perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don’t understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.
So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:
1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they’re clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.
2) Begin the conversation discussing things that you do know/understand, relative to the help you’re seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That’s perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don’t understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.
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