Keep Calm and Let Them Work

DOUBT PRODUCES LESS RESULTS...

Micromanagement is more of a sign of insecurity than the need to usurp control.  It's a sickness for anyone to feel the need to watch the minutia of what people are doing to complete their assigned task.  Qualified individuals or experts in their crafts do not require such tight supervision.  In fact, it is an insult.  Scratch that.  It is even an insult to someone who is learning on the job or in a junior position.  

However the pressure of looking over someone's shoulder or the demands of requesting a status every waking minute will eventually cause stellar performers to leave and good workers to resent the workplace and become complacent with doing the bare minimum. 

But here's how to delegate, keep calm, and let others give their best for your benefit:

1.  Once the work has been assigned, ask for a timely status on the progress.  Do not constantly send emails and request an update.  It is annoying and shows your lack of trust in either the competence or ability to meet communicated deadlines.  Agree to a time of the day (only if absolutely necessary) or week the update should be sent and send a friendly reminder only after it is not received.

2.  Build your employees up with others.  Talk about their strengths and expertise in specific areas to other managers and even their peers.  Let them know the confidence you have in them to produce great work in front of others at meetings - some of which they are attending.  This sends a subliminal message that they're on the hook because high standards have been set.

3.  Find other projects to keep yourself busy.  If you don't have enough work, emails to sift through, or calls to return, create a side project to show your worth that does not require delegating tasks to others.  This serves three purposes: a) provides a new focus area to keep your mind off the "workerbees", b) empowers you to prove value and increase self-esteem in the work world, and c) creates a safe distance for those who report to you to actually begin to like you and want to provide consistent status.

Cure the illness.  Just keep calm and let them work.

For more advice on managing in the ranks of entrepreneurship and corporate life, pick up my book Get A Clue - 10 Steps to an Executive IQ or watch the videos on my YouTube channel.

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Posted in: 10 Steps to an Executive IQ,corporate communication,corporate etiquette,Get A Clue,leadership,Leadership Skills,manager,program management,project management,Temeko Richardson

Best Read Friday - How Team Building Ruins the Team

IS IT REALLY HELPING?...

With all the exercises in the workplace intended to break the ice and make people comfortable with one another, it is no surprise that these actually can harm the team rather than help the team. After all, it is really management's way of checking off a to-do item on a list to prove he has created some activity to inspire bonding among team members.  

My opinion is that team-building activities are unwarranted when you employ real professionals who have a life outside of work and are not seeking office friendships because they are lonely or feel incomplete.

But check out this article on how to make sure the team building exercises benefit the good of the team.

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Posted in: easyprojects.net,project management,teambuilding,teamwork,Temeko Richardson,Vadim Katcherovski

Limiting the Nosy Co-Worker

The Not Cute Curiosity...

Nosy neighbors are definitely a problem but nosy co-workers can be worse if you don’t stop them in their tracks.  Their motive is much different and can potentially harm professional reputation and career growth if allowed.  

So here are some common tactics of the nosy co-worker and how you can combat them:

Inquire about weekend or holiday plans.  A casual visit to your office/cubicle to start out with a work topic that goes into a casual inquisition is the norm.  He/she will be really trying to determine family life, extracurricular activities, and potential spend to scope out how much you are obligated financially and time-wise.  Be very evasive and do not let on that you have any special plans and leave it there.  If he/she asks any further questions, use the “clean up/work around the house” or “need to rest” excuse.  No one ever questions that.

Expose the type of car they have.  In a meaningless conversation, he will either discuss the type of car he drives, needs to pick up from the (named) dealership, or leaves the key with the bold symbol blatantly on a desk or public place.  Here is your turn to flip the nosiness on them and tell them how much you admire those cars and “one day you hope to be able to afford one”.

Discuss employment favors.  Bragging is their ammunition to get you to fall into their trap of believing you can trust him.  Oftentimes what will be disclosed is how they manipulated the system and managed to not get caught.  Do not fall privy to an open dialogue regarding any favors provided to you.  This person is trying to determine how far you will go to get ahead and who will be the casualties.  And it will be used against you.

At the end of the day your business is just that – YOUR BUSINESS.  Sharing it is not a good idea if you want to keep it moving, offend no one, and remain a safe distance from those who want to know too much about you.

For more tips, be sure to follow:
Blog:  blog.therlcgroup.com
Facebook: http://www.facebook.com/execgetaclue

Feel free to pick up a copy of the book, Get A Clue - 10 Steps to an Executive IQ

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Posted in: being smart,biting your tongue,Business Etiquette,employment,Get A Clue,HR,networking,new business,professionalism,program,program management,project management,promotion,Temeko Richardson

Being Prepared for the Worst

DISASTER RECOVERY REQUIRES A PLAN...

Natural disasters like hurricanes, tornadoes, floods, earthquakes, explosions, and fires are happening all too often.  The shift in reasoning for the good of the American people in the United States government should have everyone on watch for potentially worse calamities than last week's government shutdown. It has been estimated that 40% of businesses closed by an unforeseen situation never reopen and 72% of nonprofits never regain footing - impacting the individuals they employ or serve.

Here's how both business and non-profit leaders can properly prepare for the worst:

1) Create a business continuity plan.  Identify what is required to have on stand-by for the basic operations to run without delay. This plan should include the individuals responsible to put the plan in action, named alternate locations, several months (recommended - six) of allocated funds to enable the minimalist approach to operating, and disaster recovery plan for data/storage/servers.
2) Develop a communication plan for employees, customers or donors.  Implement a strategy to get the word out to employees who do not need to come into work or telecommute.  There should also be a plan to identify who needs to be on-call or readily available at alternate locations.  Customers or donors will also need to be sent an email to alert them of the situation and that all precautions have been taken to ensure their personal identifiable information is protected and secure during this transition period.  For those expecting pay or assistance, they will need to be informed about how this will work or if there will be any slight delay.  This should be clear by understanding the employee, customer, and donor makeup of the entity. (Read Chapters 3 - 5 in my book, Get A Clue - 10 Steps to an Executive IQ).
3) Keep telecommuting options open.  Ensure the VPN, firewall, and security measures are offloaded to a third-party agency outside of the company's local area to minimize risk of downtime.  Do not expect cell phones to be the only mode of communication.  Email and secure messages provided on the company network should be able to continue without interruption.
4) Start moving systems to the cloud.  Get over the "I need to keep my data inhouse" syndrome.  There are reputable cloud companies that provide storage space, database and business intelligence analytics systems, sales, marketing, inventory, and ordering systems.  Identify the systems with the most valuable data and operational impact and create a 3-6 month plan to move that data to a cloud solution.
5) Revamp contracting with government agencies.  The post on the 2013 Government Shutdown and the follow-up one on  Lockheed Martin furloughs should explain this perfectly.  Shore up enough contracts that will allow you to keep people on the bench and still maintain profit in case of issues.

This type of planning needs to be realistic, familiar, tested, and proven.  But it can be done as long as it is well-thought out and constantly updated.  In the words of John Wooden, "Failing to plan is planning to fail".

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Posted in: 2013 government shutdown,business continuity,business planning,Cloud Computing,Entrepreneurship,entrepreneurship contracts,Get A Clue,program management,project management,Temeko Richardson

Magnify the Solution not the Problem

Magnify Solutions Not Doubt...

Meetings are held to discuss or devise a plan of action.  Contracts are awarded to entrepreneurs because of more expertise in an area.  New technology is only implemented because specific information needs to be exposed for decision-making.  New tactics for sales and marketing are  deployed because of a shift in direction due to stagnant or changing times.  Custodial engineers (formerly known as janitors) are hired to work after hours to ensure the cleanliness and decency of the office. In essence, most people go to work because they have been employed to solve a problem.  But what most do not understand is that magnifying the solution increases their value instead of reiterating the problem.

Discussing a problem continuously reflects poorly on the person initiating the conversation.  It demonstrates poor team spirit since the collaborative strength is demonstrated in the person who can cover for the weakest link.  It further speaks volumes to the level of forgiveness and tolerance that is not granted to others but surely expected in return.  Instead, the conversation should either cease or take a turn towards the solution.

For any problem there is a solution, either short-term or long-term.  The plan of action should be announced to all appropriate parties via an internal communication outlining what will be resolved with clear expectations on when there will be a noticeable decrease in the problem or its residue. This informs everyone involved that initiatives are in force to ensure those affected will not encounter a repeat offense. It further reduces the noise surrounding the problem allowing positive reinforcement for change management and adoption of the solution.

In all, there are noisemakers and peacemakers in every situation.  The squeaky faucet is never respected nor admired but the wrench is always viewed as the keeper.  Promote the wrench and tighten credibility by magnifying the solution that solves the problem.

Be sure to follow on Twitter @temekoruns.

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Posted in: Delegate,program management,project management,solutions,teamwork,technology,Temeko Richardson

Best Read Friday - Overworked, Underpaid, Overpressured

SCURRYING TO THE NEXT TASK...

Overworked, underpaid, and overly scrutinized!  This describes most people under pressure of tight deadlines and demands for high performance in their profession.  They have lots of work with a little amount of time to complete it and have the extra pressure of accuracy before completion.  But how does one use time wisely to manage it all and still achieve with a measure of confidence?  Use specific time management skills that will compartmentalize the time from the most important to the least important jobs. 

Check out this Yahoo business article that explains how time spent can be more productive.

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Posted in: employment stress,program management,project management,stress,stress management,Temeko Richardson,Time,Time management,time.com

When Being Smart Leads to More Work

SMART IS NOT ALWAYS COOL...

From childhood to college, it was always, or at least should have been, a desire to be perceived as intelligent - the one with the correct answers on the test, the A average, the one with the most scholarships, and the one that everyone went to for their academic needs.  Fast forward to adult careers, being smart is not so cool if you want a life because everyone will start dumping their work on you.

So here's three tips on keeping the intelligence but becoming smarter on how tasks are assigned to you:
1)  Intelligence affords a certain level of procrastination but don't let them know.  What takes the average person a month can take a smart person a couple of days or even hours.  That's why you are labeled smart and they are labeled - not so smart.  The time it actually takes you to complete your assignments is YOUR business ONLY.  Don't brag about it because it will encourage others to slack and give you their work.   Accomplish gracefully and silently.
2)  Selfishness is warranted when you are the star performer.  Identify what you get out of completing it.  It is not about getting the credit of making it happen but determine if there is some moral satisfaction, sanity justification, or monetary incentive that is worth making the investment to complete this assignment and hence picking up the slack for someone else.
3)  Taking one for the team is not always good for the team.  It should come as no surprise who the biggest complainers and least performing persons are on the team.  These are the people that normally have a lot to say but the least amount of knowledge.  Doing their work or continuing to work with them in a capacity that builds them up keeps them around. This is definitely not a good thing for the organization or the people that have to deal with the individual.
4)  If you perceive your time as important, others will too.  Estimate what time is needed to handle your own tasks coupled with the time to address personal needs and the time needed to dedicate time to making your dreams come to fruition.  Calculate the minimum time it will take rather than the buffered time of taking on someone else's task.  It should not cut into the time needed for you to take care of YOU - the total package.

You have worked hard all your life and now it is time to work smart.  Pass along assignments that take time away from your dreams and aspirations or professionally completing your work.  Being a team player also means understanding when to hold back to make the team work harder to become more effective.  This is what being smart is really all about!

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Posted in: being smart,program management,project management,Temeko Richardson,Time,Time management

Video Series - Running Business On a Diet

Measure the Fat in Business...

It's just as important to have a lean business as it is a lean body.  Trimming fat helps sustain longevity and keeps creativity flowing. 

This may mean a change to who is employed based on productivity and the mission of the company.  It can also mean finding alternative ways to achieve the same goals without overspending.

Check out this video for tips on how to start running a lean business.  http://youtu.be/FUy22crG78w

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Posted in: business expert,business planning,consulting,contract work,employment,Entrepreneurship,Get A Clue,productivity,program management,project management,Temeko Richardson

Respect the Boundaries or Expect Departures

Result of Crossing Boundaries..

Information Technology is no different than other industries like construction, finance, entertainment, and sports where deadlines are in place to meet objectives to get to successful results.  There are employees, consultants, and vendors in place that are assigned tasks and either work on teams or individually to make sure nothing falls through cracks.  There will always be a mistake or miscommunication that causes some rework or more research and this should be accounted for in a buffer that does not put everyone in crunch mode.  However, if there is poor planning on management's part, emergencies may arise but there are boundaries that should never be crossed if the dedicated qualified people are expected to continue to perform with excellence or even stay.

Here are a few tips on maintaining the boundaries to not lose the good people:
1)  Acknowledge and grant respect for life outside of work.  Work is the means to the end but not LIFE for anyone who is well-balanced.  There will be times when it is necessary to work late hours and weekends but it should not be the norm or be expected continuously for over a month.  Anything over that means there is a lack of respect for the people working.  Burn out is inevitable because the downtime required for people to regroup to perform better than average is missing. Mistakes will be made.
2)  Remove people that cause confusion and misinterpret.  Rework costs any project time, money, and resources.  If there is consistency of a person misconstruing the requirements and changing the direction on a whim, more time and money is wasted for continuous correction.  Management should address and eliminate this factor. Leadership should apologize to those performing the corrections and take the hit for it.  (Notice the difference between management and leadership.)
3)  Do not over-exaggerate minor issues.  We all know the story of The Boy Who Cried Wolf.  Everything is not a disaster or a showstopper.  In fact, all problems are not important enough to be addressed immediately.  Learn to stay focused on the bigger picture and only raise alerts on items that would cause a complete failure.  If someone on the team including management keeps setting every problem as a high priority, their position needs to be reevaluated.
4)  Escalate as the last resort.  If someone did not respond to an email, text message, or phone call at midnight and there were no established rules for overnight support, there is no need to escalate to upper management.  In fact, chances are #3 was not adhered to and there is some undertone of believing the most qualified people are somehow indentured servants answering to a dictatorship.  Trust. That will not last very long. 

In summary, respect those who work for you, maintain the boundaries, and they will work harder for greater outcomes towards your vision.  No matter the economy, there is always a group that can appreciate their expertise and hard work.

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Posted in: Business Etiquette,business expert,consulting,Employees,Entrepreneurship,management consulting,program management,project management,Temeko Richardson,Time management,vendor relationships

From Combine to the 1st Day of Camp

Courtesy of sportsillustrated.cnn.com  

Professional athletes have all had the dream to make it to the big league.  Once they are drafted or have had successful combine results and are lucky to be signed, dreams have morphed into reality.  But just like people employed in careers that are not necessarily dream jobs, there is a time frame each person must endure initially that will either stimulate and motivate the desire to excel or filter out the weak links that just do not have what it takes.


In corporate America, it is the three month probationary period for employees and contractors.  For professional sports, it is training camp for the athlete.

Here are four tips to help make the transition from unsure to gainfully employed:
1) Remain humble. Management and coaches already know who will most likely remain on the team before camp begins. This time is mostly for the ones who have exhibited talent, competitiveness, and toughness but the determination is left as to whether they are a good fit.  Good fit is not only about how well they will replace others but also character, reputation, and the ability to get along well with others including leadership.  This is the time to remove associates that exhibit poor judgment and keep people around that are discerning about what it takes to keep your humility and ability to focus in check.
2)  Be prepared and stay alert.  Whether it is working out endlessly to be in the best condition before training camp or researching work assignments that apply to what your task will be, stay the course with self-discipline.  Turn preparation, like watching film, into habit by focusing at least twice a day.  Now this also means getting the appropriate amount of rest and turning down the solicitations to hang out on the weeknights at the local bar or club so that you can remain alert during your "day job".
3)  Befriend no one. The people that are trying to be the friendliest are normally the ones that are the most divisive or competitive.  They either want to know what you know or stop you from where you are trying to go.  This is not the time to build a family dynamic in this trial period.  After the team is set and you are grounded in checks, determine who you want to have in your space and filter accordingly.
4)  Stay drama free externally.  There will always be significant others and spouses and those who seem to continue to hang on.  Be sure these individuals do not bring added stresses of neediness but provide the level of support necessary for you to remain focused on the ultimate result of getting past this period.

After all no career is really promised a lifetime but there must be the right focus to make it off the starting line for the first few months.  Treat this time like a combine and use these tips and work hard to stay off the unemployment line.

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Posted in: athlete retirement,Business Etiquette,business expert,career change,New Career,New Job,NFL,project management,sports business,Temeko Richardson,training camp

Dealing With Difficult Clients

THE HEADACHE OF DIFFICULT CLIENTS

Whether you are a lawyer, hair stylist, insurance broker, physician, dentist, independent consultant, or established entrepreneur owning a company with multiple employees, there is always that difficult client who either makes the blood pressure boil or influences the need for a breath of fresh air or a drink.  I am not talking about the client who rightfully expects a product or service they paid for or was unfairly treated or was charged an exorbitant fee. I am referring to clients who never are happy no matter what you do.  

So how do you deal with these individuals?
1). Do not feed into their misery. Stay positive and offer recommendations with valid reasoning to counter their complaints.
2). Be patient and allow them to vent. Sometimes, not all the time, they will lower their voice and stop talking. At that point, you can interject with the voice of reason of which they may listen.
3). Don't even try to out-talk or talk over them.  Chances are, they have mastered intimidating others by not allowing people to speak.  If you can't get the opportunity to speak, let them finish. They need an audience and a response for their ego.
4). Placate them by apologizing that you can't accommodate them. Use this after you have exhausted all the other methods. They will either give in and calm down or ask to leave the business relationship. This is your chance to close open-ended invoices and politely engage in conversation to vacate contractual obligations.

When its all said and done, still give quality products and service and never miss deadlines. Do not give difficult clients any ammunition because in most cases, they will be your BEST references.

For more tips like these and overall business strategy, be sure to pick up a copy of the book at Amazon.com (http://amzn.to/10Somc1).  Also follow on Twitter @temekoruns and check out informative videos on the YouTube channel - http://bit.ly/Vtzm2s

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Posted in: Exec Get a Clue,Get A Clue,Impressing People,productivity,program management,project management,small business expert,Temeko Richardson,The RLC Group

The Business of the NFL Draft - The Article

NFL DRAFT...A BOARD OF BUSINESS    

The fans are excited about the picks from the NFL draft to determine just how far off their favorite team will be from a Superbowl quest.  The owners are focused on not only who will bring them to the Big Dance but whether or not they get their money's worth with fan attraction, superstar recognition, and team member acceptance.  Fashion designers are eager for the drafted players to show off their new outfits.  The media has a field day of coverage especially on the stories of football lineage of some draftees and major sympathy stories to keep viewers glued to the reports.

The NFL Draft is a business.  Here is an article (http://yhoo.it/13Xoezx) that outlines just how much of a business it is and who benefits.

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Posted in: management consulting,negotiation skills,NFL,NFL Draft,project management,teamwork,Temeko Richardson

Contract Negotiations for Beginners

Inking The Deal.  

You are a budding professional in your industry and more interest has piqued for your expertise. This is a great sign that you have turned your knowledge into a profitable business. But don't count on word of mouth or a friendly handshake as a guarantee to be paid. On the other hand, you will have to pay for some services as a leader. Since you are not the procurement or legal guru in either case, you must know the basics of negotiating deals.  Even the smallest business deal should involve a basic contract when monies are exchanged with a few clarifications.

Since there is no reason to pay dearly for ignorance, here are a few clauses that must be in your contract for your benefit:

1). Duration - Regardless if you are providing or paying for a service or a product, be clear about the cost for the specified timeframe. A new contract or cost should begin at the end of the allotted duration.

2). Compensation - Be succinct and straightforward about expected compensation, upfront fees, and anticipated payment schedules.   If the company or person is not well-known or past experiences have been shaky, establish payment schedules that minimize financial losses.  For instance if monies are due net 45 days and a payment is missed, you are stuck with 90 days of non-payment and employees and bills that still have to be paid. 

3). Rights - If you are creating a product that can be used for multiple clients, be sure you don't give up your right to license it or use it elsewhere. These are some sneaky clauses because they tend to try to include works completed prior to being brought aboard. 

4). Termination - Always have an out for both parties.  Protect yourself if the situation does not work well with a timeframe of which written notice must be given. This clause must also clearly state that services rendered or products provided up until the end of the relationship should be be paid in full. 

5). Arbitration - No one wants legal fees unnecessarily.  It would be a shame if there were issues that could not be resolved.  It is to all parties' benefit to agree to arbitration because it is less costly and can prevent time spent on lawsuits. It also usually leaves both parties winning in the end.

6). Expectations - This is a relationship and both parties should be on the same page. Make it clear what will be provided and stick to this. Anything outside of this should require an amendment or another contract.

Of course, I would always advise getting a lawyer to review all contracts but some things you should check on your own.  The handshake or oral agreement does not hold up in any court of law.  It is better to prevent losses rather than try to recover from them.

Be sure to like on Facebook:  http://facebook.com/execgetaclue or follow tweets at http://twitter.com/temekoruns

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Posted in: Entrepreneurship,Get A Clue,Leaders,Leadership Skills,management consulting,negotiation skills,project management,teamwork

Why Achievers are not Liked

COULD THIS BE YOUR NAMETAG?

In today's society, it is common to meet people that put forth lackadaisical efforts to achieve any semblance of success in educational accomplishments or a professional career.   It is refreshing for me when I stumble upon someone who tries to exceed expectations and/or achieves a goal with a standard of excellence. However in my experience across different industries and various cultures in corporate America, I have learned "Achievers" are not highly accepted. 

Sometimes viewed as arrogant, achievers possess a self-starter, self-motivated mindset that does not require pep talks, detailed instructions, and micro-management. This is opposite of most people who require clear guidance, step-by-step directions, meetings, and encouragement. 

Achievers, unlike most people, are not easily distracted from their purpose. If they get off track, it does not take long for them to regain focus and set new goals.   Nonetheless, it takes some time for the average person to regroup mentally if there was ever a goal in mind.

Self-sufficiency bothers individuals, especially those who desire to feel needed. If there is nothing for them to contribute, their self-worth diminishes when achievers are around them. 

Oftentimes, under-performers believe they are intentionally being embarrassed about what they did not accomplish.   It is completely happenstance. The achiever has no ill intentions, in fact normally oblivious, because he is focused on the prize. 

I speak from my own experience that we, the achievers, are here to accomplish goals individually or collectively and we are not trying to show off our abilities. There is no need to be alienated because our motto is simple - The moment you become complacent with mediocrity, you have erased the possibility of excellence.

Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue

For more tips on achieving goals through corporate leadership and entrepreneurship, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

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Posted in: Employees,Exec Get a Clue,Get A Clue,Growth Opportunity,Holding Grudges,Leadership Skills,New Employment,project management

Collaboration or Smothering

UN-Collaborate & Work Together

Teamwork is about cooperation and buy-in for a common goal based on on individual and group contributions. Teams are made up of people with different personality types and work styles. The best teams have members who learn to work well together without coercion; collaboration comes naturally. But when does this become smothering?

1). When people are forced to participate in team building activities on their own time, relationships are attempting to be forced. Lets be honest.  It's work for the purpose of paying bills. If the personalities don't blend naturally, forcing relationships will only cause resentment and push-back. 

2). Oftentimes at work, there is a specific room, also referred to as a "war room", set aside for fast-paced or critical assignments.  The real purpose is to have a central location for necessary parties to meet and sort through issues and resolve problems. It should NEVER be the centralized workplace for the team because of potential frequent discussions and distractions. It further stifles people's freedom at work, fostering a captive mindset. 

3). When team members are not clearly assigned tasks or are simply contributors to others' work, they will get in the way. They will interrupt and intercept ideas to make themselves look smart even when they know absolutely nothing about the subject. It is no longer collaboration but mass confusion and chaos for the skilled people. 

In general, standing over people as they work, watching what comes across their computer screen, interrupting other people's conversations, and coercing people to spend time together is SMOTHERING not collaboration. Confusing the two can cause people to seek to be a committee of one - totally opposite of your intended goal of teamwork. 

Follow on twitter: http://www.twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue 

For more information on how to build and lead a real team to put an executive vision into place, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  
 

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Posted in: Get A Clue,Impressing People,Leadership Skills,management consulting,project management,Social Media and Business,teamwork,Temeko Richardson

Best Read - There is an I in Team

Teamwork Makes Dreams Work

The best way to build unity and accomplish goals toward a strategy is to have a great group of people who can be trusted to take charge and get things done. 

While you may be a great individual contributor and there are alway slackers in teams, here is an article on the way to find and empower good teammates that are about winning.  http://onforb.es/10LdkKB




Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue


For more guidance on starting a business or maneuvering through work with an executive mind, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

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Posted in: Exec Get a Clue,Get A Clue,Leaders,Leadership Skills,management consulting,productivity,program management,project management,teamwork,Temeko Richardson

You Are The Company You Keep

Forget you are what you eat.  There is a lot more to be said about being associated with the company you keep.   It not only makes or breaks your image but it impedes your ability to progress. When you have negative people around you, it requires you to step up the notch in being positive.   If people around you are feeding off your advice and they bring nothing to the table, it becomes draining and you lose the drive you once had if you don't quickly find like-minded individuals.

Every wonder why some companies perform background checks?  Did you stop to think why important security clearance jobs require not only a detailed view and check of the agent's life but everyone associated to the agent?  It is because the company you keep can jeopardize a company's mission or your employer's goals of having a positive image.  The people around you can compromise the integrity of not only you but your employer.   After all, would you hire a professional driver that had several DUIs?  Would you keep a personal assistant that had access to your professional contacts, emails and voicemails if he/she has an emotionally unstable spouse that has a criminal history of carrying a concealed weapon?  Do not invite unnecessary drama into your professional life.

Sounds over the top but you must think these things through before bringing people on board.  Here are some ways to protect yourself:

1). Get references from as far back as 3 to 5 years. People grow over time, or at least we hope.  This will give you a measurement on how far they have come. Everyone deserves a second chance but do not be the person giving the sixth and seventh chance.

2). Stick to three strikes and out. If deadlines are missed due to lame excuses and the person is skilled in no other areas, only let this be acceptable three times.  Anything past three times is recipe for your disaster, especially if the person works closely with you or is recommended by you.  People will start to think less of you if you do not distance yourself.

3). Hire a background check company that takes information on the application and verifies he is who he says he is. Did he tell you in the interview that he was single but the background check shows marriage certificate with no pending divorce?  If a person lies about the simple for employment, how far will he stretch the truth while employed?

4). Listen to other professionals when they mention the person's name. If there are negative connotations that point to aloofness, tardiness, laziness, or just plain idiot - do not try to play save the world. Cut ties!

Run, Forest, Run!  It takes longer to recover from a negative reputation than it does to build a positive one.  Distance is key!

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Posted in: Leaders,Leadership Skills,Making Mistakes,negotiation skills,New Career,New Employment,New Job,project management,strategy

When Projects Are Confused with Strategy

Too often executives use terminology to their advantage to add work that is contradictory with the trends of reducing spend. The verbiage is used to cushion and dispel rumours of unnecessary spending. If changes or new development have to be completed to meet business needs, should this be labeled as a project or a strategy? Does the label "strategy" constitute more funding than "project"? Does a defining strategy override the need to minimize overhead?

It is important to recognize that strategy embodies a vision that requires multiple tasks to be accomplished for a common goal. A project is a set of well-defined tasks that accomplish business requirements and directives. Many projects are birthed from a strategy but the two are not interchangeable.

For example, if a company chooses to build an ODS (operational data store) based on frequent data feeds from external data sources, there are usually two compelling reasons - 1) reduce overhead of reporting development and maintenance from different data sources and 2) implement and simplify business intelligence in a format understandable by sales, marketing, and operations executives. The project to create the ODS is a very important part of the strategy of providing visibility and transparency to customers and cross-departmental executives to increase customer satisfaction and develop better products/services for its consumers. Now if there is no unique identifier to relate consumers and products/services across the ODS, there needs to be a one-time data update to create and amass this key for reference. This is neither a project nor a strategy but a one-time assignment and task for a data update for the synchronization across the ODS to happen successfully.

In essence, strategy does not equal to project. While strategies are normally highly funded, projects have to be formed to implement the strategy accurately. One time tasks that only provide an immediate business need are not projects and should not be labeled accordingly. Test it out. What projects are you working on to impact a strategy or fulfill an immediate business need? The answer defines whether you are a key component to a greater vision.
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Posted in: CIO,Exec Get a Clue,management consulting,program management,project management,Richardson.com,strategy,Temeko Richardson