A Peek at My E-Book on Vision

This is the first of several blogs I plan to share over a period of time that include some of the new E-Book I am planning to release in June.

Purpose Statement 

My goal is to help busy owners and leaders keep from being overwhelmed in today’s demanding business world by sharing a technique that will help their Vision be successful. This short simple eBook will help provide clarity and confidence through a proven formula to make their business operate efficiently with a strong vision that is doable and teachable. The goal is results. And, in business, the only result that matters is making a profit. With profit, you can help others and yourself succeed at life while leading with confidence.

Next week will be the Introduction. Hope you’ll check back.

SPECIAL NOTE added May 23, 2018: The subsequent blogs to this eBook were removed from this site on May 23, 2018 after the grace period for a free copy of the eBook expired.

© Copyright 2018 Phil Hoffman, all rights reserved

 

 

 

Core Values – Culture

There are times when we need to take a close look at the core values we have established for our organization and re-evaluate them. And if we do not have formalized core values then we need to get them formalized and in writing. The best way to do this is to schedule uninterrupted time with your key leaders (no matter how few or how many) and delve into an open dialogue. Your goal is to shape the culture of your organization. How do you want to respond to opportunities or to crisis? What is you Driving Force? How do you want your people to behave when they come together? Most likely, there are behaviors you want to re-enforce and there are behaviors you want to weed-out.

Begin with the understanding that “the process” is probably going to be more important and more revealing than the result. So embrace the “process” and be aware of the journey you are undertaking. Ask the question: What are our Values as an organization? You will find that the values you discuss become the behaviors that will be discussed. Ask: What are the things we need to do that will get us to a good place? Encourage open discussion and then let them percolate with you and your team for a while … don’t get into a hurry. Let the interesting things that will surface sink in … there will most likely be some good and some bad. Don’t discount any. They will add to your knowledge base of what you have and serve as a guide to where you want to go.

For the sake of this blog, I am going to suggest six areas for consideration and discussion. You may end up with fewer or more … that will be up to you. I am always in favor of less is best, but that depends on your organization and what your leadership wants to accomplish as a guide. Here we go …

1. What can we do to Make it Better? Seek feedback to push improvement throughout the organization … make everything better. Some call this continuous improvement … and it is; but keep it simple and make it inclusive.
2. Make it Personal for everyone. Get everyone involved. One of my mantras is that every employee should consciously be trying to improve revenues for the company. Every organization has to have revenues to operate and be successful. If an employee is out shopping and overhears someone needing something that your company offers, don’t ignore it because you aren’t at work … speak up and say, “I work for a company that offers that. How can we help you?” Small focused efforts by everyone helps everyone be successful.
3. Collaborate. Talk, discuss … add synergy of the group. Seek willingness on everybody’s part to be successful. Don’t be too proud to ask for help. Don’t be too busy to be helpful. Your goal is to leverage the talents and skills of your leadership team and all employees. You want everyone shoulder to shoulder and facing the same direction on important matters … plus pulling or pushing at the same time, not against each other.
4. How do we replace ourselves? This is not meant in the manner of succession planning, but in whom can I delegate to and empower so that I can do more for the company and they can do more for the company. Empty your cup of knowledge into the leader coming up behind you so that you can do more. You want to have a team of leaders who attract leaders so that the company grows and improves and everyone participates in the growth and successes. In a growing organization, there is change and we have to be willing to change also. When we take on responsibility, we need to own-it; but when it’s time to pass it on, we need to let go of it. Therefore, a good core value should include being open to change and being willing to facilitate change.
5. Get Fit; Be Fit, Stay Fit. We all bring our personal lives to work with us. Therefore, it is important that everyone get fit and stay fit through a balanced life. Some may think this is too personal, but the success of the company is for the benefit of everyone who works there … therefore, it is personal … and important. By being Fit I’m referring to taking care of yourself in all areas: physically, spiritually, relationally, financially, and emotionally.
6. Remain open-handed. Here’s an exercise that while simple may prove very beneficial. When you are discussing difficult matters, have everyone sit with their hands on the top of their thighs with their palms open and up … you will find that everyone will be more likely to share their ideas and feelings in a more honest and open manner than you would ever imagine. This simple but proven technique will help everyone learn more and manage better when asked questions along the line of new ideas, innovation, and change. Furthermore, you will find that a sense of solidarity and camaraderie will become part of the involvement of the leadership team.

In closing let me remind you that the goal is to establish or re-evaluate your core values … and state the behaviors we expect of each other in every conceivable situation. We tend to think of setting core values as a way to resolve problem areas, but you also want to evaluate your successes so you know why you are successful and continue to improve.

What are your thoughts on Core Values and Culture?

© Phil Hoffman 2013. All rights reserved

How to Build a Management Team – Part 3 of a Series

Subtitle: The Director of Marketing

When starting a new business it is not unusual to have the notion that the marketing director position is one of the easier to fill positions. But that is not always the case. Many entrepreneurs who do not have marketing experience bootstrap their marketing department as long as possible, often relying on humorous idea promotions and conscientious customer service to build their brand for what is usually a niche market. These efforts are normally led by early administrative employees who came on board to start the company and who don’t have a true background or education in the field of marketing or branding.

Handling Change Can Be Difficult

Once it is determined that it is time to bring on an experienced professional with marketing expertise there can be tensions from the early employees because of necessary changes that affect the established culture. The early employees have been working hard at doing what they feel is a good job and then someone with proven marketing experience arrives that has new ideas that do not include their previous perceptions and causes concern. This can lead to classic cultural change conflicts that can be avoided with proper planning and execution. It is important for the leader to be aware of this potential problem and prepare his team for this change and not spring it on them with an unannounced new hire. This would not be good for the established employees or for the newly hired marketing director.

Positive Culture Change

A better way to handle this is to involve the employees handling the marketing efforts in understanding the importance of having the right efforts and expertise in the marketing and branding of the company. Get them involved in the planning, search, and screening of candidates to whatever degree possible. This ensures that the employees understand the objectives and goals of the company’s marketing efforts. This also enables the new marketing director to come in with a refreshing outlook by all parties to work on developing an exciting and progressive marketing and branding program for the company.

Military Axiom: Prior Planning Prevents Poor Performance (5Ps)

Next: Part 4 – The Top HR Person

What are your experiences when hiring the first top marketing person?

© Phil Hoffman 2012. All rights reserved