Tag Archives: Management

Called To Coach And Lead The Team

Tina Del Buono of Practical Practice Management shares some worthy leadership advice. Enjoy the read.

Practical Practice Management

Whether it is called coaching, managing, or supervising if it is not done with the   right persons in mind, then maybe the person doing it shouldn’t do it at all.

That may sound pretty harsh, but let’s think it through before making any critical judgments.

The “manager” works under someone, perhaps a supervisor or the business owner.  They have been entrusted to instruct, guide and inspire those that they oversee.  It is what the job description states, and it is what is expected.

Three small words, but three difficult tasks for several reasons;

1. Instruct:  Not all people learn the same or at the same speed.  Communication during training may require different teaching methods to get everyone on the same playing field and understanding what the game plan is.  Some players may catch on quickly and others may take longer.  Instructing then is not a “one size fits all”…

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Does your Corporate Culture attract Top Performers?

Top performers are most often the true indicators of a company’s culture and are part of the integral root system of the company’s success. The biggest risk for a company is in failing to create an environment that supports their abilities. Developing a culture that attracts top performers is one of the most important tools for a company’s recruitment process.

  • By understanding the nature of top performers, you can take their energy and inspiration and use it to grow other future top performers.
  • Take top performers for lunch on a monthly basis. You’ll not only know what’s on their minds, but you will most likely come away with valuable insights into the business.
  • Make your top performers mentors. Everyone can benefit from a mentor. These power employees know this value and seek out mentors for themselves. Their thoughtful communication style attracts teams around them. Stack power employees together, and you get phenomenal teams and powerful collaborators. They thrive on one another’s energy, provide high-level strategy and show boldness in trying new things. They are innovators and executors.
  • Conduct team behavioural assessments. These tools help identify the dynamics within a team. Not all top performers are ‘drivers’; some are ‘influencers’, and others are combinations of both.

Questions to ask your executive management team and line managers:

  • What messages from our team are we not listening to or not confronting?
  • If there were two things to change in our current style of management or corporate mandates that could greatly affect employees’ motivation and job satisfaction, what would they be?
photo credit: ChrisM70

Does Your Culture Create A Legacy?

Every day we are either making or breaking habits. Research tells us that in 21 days we have the ability to create new habits or reinforce old ones.

Enter the corporate culture – the breeding ground of new habits, practices, and behaviours. In 21 days, a corporate culture could, in theory, be able to deconstruct old habits or build up new ones.

That is a powerful tool in my opinion.
Think about it. Our companies could be responsible for building habits that could create a huge shift in people’s personal lives and, in effect, the world.

We could create habits of sustainable consumption by only allowing reusable containers in the office. Goodbye garbage cans filled with green and white cups and take-away boxes!

We could create habits of intentional time management and goal setting by ensuring every meeting request is sent with an end goal. “By the end of the meeting, we should be have completed y and z.”

We could create habits of integrating work-life-play by introducing flexible working hours, team off-sites where significant others and best friends could be invited to join for part of it, or meetings that include attending a fitness class together. Would people then need to “reacquaint themselves” with their family and friends or healthy lifestyle come the weekend?

We could create habits of generosity and benevolence by allowing each employee the option of having part of their pay automatically donated to a charity of their choice. What if our motto was “we pay you more so that you can donate more”?

Our world contains over consumption, obesity, unsustainable lifestyles, families that never see each other, depression, disease, “lost souls” looking for a purpose, bullying, and difficult or limited access to education and clean water.

A question we should all be asking ourselves is “Does my corporate culture create habits in our people that will advance the world in a meaningful way?”
My wish is that the answer is yes. If it isn’t, its our responsibility as leaders to do something about it.

What legacy is your company leaving?

This guest post was written by Matt Corker.

Matt Corker has a serious addiction to big ideas, bold goals, and strong communities. After working for the University of British Columbia in alumni and student affairs, Matt was drawn to lululemon athletica – a yoga-inspired athletic apparel company that creates components for people to live long, healthy, and fun lives. In his role of Leadership Development Advisor, Matt was responsible for delivering new-hire orientations, overseeing their internship program, and creating professional development opportunities that empower their great staff to achieve their dreams and live a life they LOVE! Matt has a Bachelor of Commerce in Human Resource Management and International Business from the Sauder School of Business at UBC and is now completing his MBA at the Copenhagen Business School in Denmark. He has a big heart for new technologies, inspiring minds, and giving out great high fives. More information about Matt can be found at http://thatsacorker.com.

BIV Boardroom Strategy: Candid realities about business’ dirty little secret

Some thoughts on strategy, leadership, and corporate culture.

In an effort to avoid conflict, leaders and team members often conceal their true feelings, withhold their opinions or outwardly agree and go along with the crowd while inside they are vehemently opposed.

For some, this lack of candour also extends to hoarding information or avoiding communicating with others entirely, in an effort to save face or get and stay ahead of the pack.

Strength of the strategic plan and the ability for executives to collaborate cross-silo with their teams depends considerably on trust and respect within and between teams. The willingness to come forward with authenticity and transparency is key to building up that trust and respect.

In Jack Welch’s book Winning, he describes a lack of candour as businesses’ “dirty little secret.”

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Interviewing Karma

I recently came across this great blog post called Interviewing Karma and it has stuck with me…so much so that I wanted to share it with you.  The blogger is an anonymous manager in a large corporation who is sharing their knowledge along the way. I encourage you to check out some of the other posts they have written.

What I really like about this particular post is the simple message of being kind. Searching for a job has got to be one of the most stressful situations in anybody’s life. For those of you in the position as a hiring manager, please keep this in mind. Whether you hire the candidate or not, please make sure that the interview experience with you and your company is a positive one.

As the Greek author and philosopher, Plato said, “Be kind, for everyone you meet is fighting a hard battle.”

Summer Reading

I’ve chosen two books that I believe are perfect for summer reading. Both books are not your typical heavy business or career read;  and the best thing – they  can be read in a very short space of time. Isn’t that what summer reading is all about?

For the Manager:  The Little Book of Coaching – Motivating People To Be Winners

Ken Blanchard, Author of the One Minute Manager, co-authored the Little Book of Coaching with Don Shula, former coach of the Miami Dolphins.

This is the perfect beach side book as it’s written  so you can easily navigate through it and pick up at any point. It’s a series of key quotes and statements that associate with their acronym: C.O.A.C.H.  This book has many inspiring ideas and stories that can be applied to both personal and business. I believe it is an essential read for anyone in a leadership or management role.

Career Reading: Johnny Bunko – The Last Career Guide You’ll Ever Need

New York Times best-selling author, Daniel Pink  wrote this book in Manga format, so end to end this book should take no more than an hour. It’s visual format and strong messaging serves as the ultimate guide to take charge of your career that may actually help you get unstuck and start doing what really makes you happy and fulfilled.  This book carries a universal message applicable to both those deeply into their career as well as for those just beginning.

Happy reading!

For our Earth

April 22 is Earth Day. Here at McNeill Nakamoto,  we are concerned about our environment. Team McNak has made a strong effort to conserve energy and recycle materials, because every little bit adds up and will help set a greener course for us and the world. Here are just a few of the actions we’ve taken to be a more environmentally friendly office:

We make sure that we have paper recycle bins located in each office.

Our printers are stocked with used paper, so we can use both sides. We think twice about the necessity of printing a document or email.

We have recycle bins in our kitchen for aluminum, glass, plastics, and paper goods.

We avoid using disposable paper towels, and use kitchen cloths instead, laundering only when required.

We use stainless steel cutlery and dishes, and avoid using plastic goods: forks, knives, spoons, etc.

We have installed energy efficient compact fluorescent light bulbs throughout the office.

We recycle our printer cartridges.

We bring our travel mugs to the office, and avoid using disposable coffee cups.

We repurpose our marketing materials when a design changes.

At night will go around the office to ensure that all lights and equipment are turned off to save energy. This includes turning off printers, photocopiers, etc.

A staff member volunteers as our ‘green lead’…a person in our office who oversees all environmental initiatives.

Whenever possible, our staff walk or take public transit to work.

Please share what your company is doing for our earth in the comments below.


photo credit NASA Goddard Photo and Video