I will be starting a continual post with certain heading so that I can add shorter comments on these topics. I will continue writing the longer form of post when the opportunity presents itself, but I thought, this format will be worth it, and my post will be more often.
These last two months has been a flashback of sorts with the six-day workweeks. It reminds me of my previous work experience. As always, it's a test of endurance of time in meeting work's expectations. It's always been with me. I hope that when I get to heaven there is a reward for working many, many days. Until then, I continue onwards, continuing the number one story of the year: Introspection.
I wish that others had the same approach. However, I have noticed more than not that many workers think most of the time from a "I" perspective. And the few that don't have the "I" perspective, they get overworked, because companies still have standards to uphold. Does anyone have any suggestions on how to tackle this challenge? And, as always, I will continue to say: I wish that so many workers will not spend so much time with all the gossip about why the team is not working together and do something to help others to work together. As displayed in the NASCAR Hendrick Motorsport showroom says: Teamwork is the fuel that allows common people produce uncommon results. Why can't we just eliminate the gossip, the bickering and focus on this quote?
---March 29, 2012 11:40am
There are ways that I, as a leader, need to improve the approach or style of motivating and inspiring a team. I will always work on my part. But let me say that there are still work ethic behaviors, responsibilities, and accountabilities of anyone earning a paycheck, even if it is a near minimum wage job. Everyone had to start somewhere at a job to prove their work habits and abilities, and usually what better place to start working than at a restaurant. Usually, though, a casual dining restaurant is not where anyone starts off. There would have some work experience.
This week, I thought that I would start off very simple in an approach. Three main topics that every team member would remember: 1) Follow the company's standards. If you break them, you have to be willing to accept the consequences. 2) Work at being proactive, instead of reactive. Do not wait full you are scooping out the very last ice cube in the drink station, then, go and get ice. Look for opportunities to set up the shift or the next shift so that the sequencing of getting stuff would be in unison, instead of being in bits and pieces, ruining the guest's experience. 3) Work as a team. I explained the successes in NASCAR with Jimmie Johnson at Hendrick Motorsports. I told the team about how for five consecutive years, the 48 team won the Sprint Cup Championship! How did they do that? They worked together for one common goal. They didn't think about the "I" in the team, but the one goal as a team--winning the championship. All the parts that made up the team from the chassis department to the engine department, to the pit crews and the crew chief and driver worked all in unison. Everyone understood what I said.
On Thursday, two days after I set forth those simple three goals, I noticed that a few team members just don't get it. I know that there are those that did. It's always sad that as leaders, the minority of troublemakers/selfish workers, overshadow all the small minority who continue to work hard and keep the business going! It's been that way at most of the places I work. It's just sad that the ones who get the most attention is the who just don't get it, who think only about themselves--and most of the time they are the ones who you have to work harder to compel them to leave, because they are bringing down the whole team's performance!
---March 29, 2012 11:55pm
In the last few companies that I have worked and spent many hours invested in their operations, I noticed that the challenge in all the companies is the Four Disciplines of Execution. As you read about the four disciplines of execution: Focus on the Wildly Important; Act on the Lead Measures; Keep a Compelling Scoreboard; Create a Cadence of Accountability--the one, I believe that lacks the most follow-up is the fourth. I don't know why but so many leaders lack the accountability piece. Usually, what happens is that the team members who work the hardest has to work harder to get the overall result of the operation; the ones who hold the team isn't held accountable because many leaders don't want to confront the lack of work or teamwork.
I notice that so many leaders are great imagining and coming up with a great vision. The great leaders help to make those visions come alive! That is always what I have tried to do by being fair to everyone, by not playing favorites, and reward team players by their work performance and positive and encouraging attitudes. Let me know if you think differently. ...
---March 31,2012 1:55pm
I am back on a five day workweek, thank goodness. I am almost feeling back to my usual self again. Honestly, it was getting to a point, as human as I am that I was getting rather testy for everything that was going around in my life.
Let me just notice that it amazes me how companies ask leaders to work extra with no clear expectation on what is the purpose of doing so. And, of course, since managers are on salary pay, it's easy just to have us work more hours without any cost to the organization. I notice that in the two most recent companies that I have worked for. It puzzles me why they keep on doing so without a end in mind. Is it just an endurance test of loyalty to the company? If anyone knows any leaders above the General Manager position, please let me know. This inquiring mind wants to know!
There is something that I am noticing more often than not, now. When there is more work that is required of anyone, they tend to not commit to the solutions of getting the work done, instead, they argue and come up of excuses of how not to do it! If these team members do not come forward, the challenge with leaders with this observation is that many of the hard workers will be ask to do more, resulting in them getting burnt out and choosing perhaps of quitting, making the matters worse! I know that we have a lot of talented and problem solvers in each of our organization that would make the operations so much efficient and productive. Come forward where ever you are working and come forward and be counted!
---April 6, 2012 2:20pm
