Ralf Weiser's Blog – Shake Up Your Snow Globe! ©

Stop doing, shake your globe, ponder, dream, start reaching your full potential – live on purpose and do it with a smile!

Archive for the category “organizational dynamics”

Going for the easy money – The top number 1 reason why people and companies fail


Going for the easy money – The top number 1 reason why people and companies fail 

Most enterprises will go out of their way generating profit at the end of each month in order to look good to their share and stakeholders. In fact, whole goal and strategy sessions are designed on the simple premise to stay in the positive numbers.

The kicker is that the “easier” we make things the more complacency sets in, the greater the number of hidden agendas and blind spots there will be. The easier we try making it less we have to stretch and think out of the box. For instance, when we make financial success a goal – the goal – in itself watch what will happen. More promising but less popular and more costly solutions will not be thought of, or if they exist they will never be implemented. This all comes down to merely keeping it to the status quo and thus no longer allowing innovation and risk taking to occur. It is the opposite of what entrepreneurs would want to normally do and be like.

In the case of financial goals they should never be a goal by themselves, but rather the report card (measurement) as to how well everyone did. Do not get me wrong here. Of course there needs to be proper and prudent financial planning in any endeavor, but never ever take the quick route and use this tool in place of a solid vision, mission, and other goals that should describe your future way of being and doing.

Think of how little motivation can be derived of financial goals. That is so much different when you have you and your teams working solid goals that are inspiring because they involve curiosity, courage, risk, venturing into unknown territory, etc. Ultimately that is a lot of fun along the way because it fulfills a mission greater than the sum of all people and parts. So, do you want easy or long lasting success that ultimately leads to significance? Most of the times it may be less popular staying on a tough road, but that’s where you’ll find me. See you there.

The road to success does not have an intersection with the path of least resistance or the off ramp of what is popular. Yet, so many take the sugar rush of a quick fix. In the end they have made it so much tougher reaching a sustainable goal and therefore long lasting success.

Ralf

The exciting change away from B2B to H2H


The exciting change away from B2B to H2H 

I am totally stoked about this newest change away from the old ways. B2B, or Business to Business, is supposed to describe the almost clinical relationship between businesses while they interact. It fails to recognize that living and breathing folks perform all the necessary transactions. These people have dreams and they look to be inspired. In fact, the younger the workforce is getting, the more important purpose is. That also means that the organizational purpose is gaining importance.

Businesses do not do business with businesses. People do all of it. That is where H2H, or Human to Human enters the spotlight. The future is bright for business leader-managers realize that the central focus is not the organization or money. It is the human, the individual that buys the service and goods. It is people who help make and provide them. Money will follow this trail and the organization will grow – and it will do this all but automatically.

Look for organizations that foster a culture of collaboration and transparency. The ones that will put the individual and his / her competencies in the forefront will also make the customer better off. Work to live, do not live to work.

Ralf

How about recycling “thinking outside the box”?


How about recycling “thinking outside the box”? 

I do not know about you, but I am tired of hearing the term “think outside the box”. It is supposed to encourage abandoning old-fashioned and railroad track straight thinking. Instead the recipient of the tag line is encouraged using creativity in order to find new ways. Problem is that it is totally overused now.

The biggest problem I have with this concept is that I am to assume that there was a box in the first place. How dare we put ourselves into this metal box? I suggest we assume that there is no box. Rather than asking people to think outside the box, ask them better questions. Here are few that can help people use there God given creativity:

  • What will make everyone better off in our situation?
  • Where are we now?
  • Where do we want to go?
  • What is holding us back?
  • Who do we want to become?

Next time someone asks you to think outside the box, think of better fitting questions. Do not put yourself in a box where there was one in the first place.

Ralf

A workforce change is coming that any entrepreneur should pay attention to


A workforce change is coming that any entrepreneur should pay attention to 

The “Gray Tsunami” will hit your workplace within the next 5 to 10 years. And it will be a hard hit. Baby-boomers and GenXers will be retiring in record numbers. It is already challenging attaining and retaining talent and that is likely going to get even worse. The youngest workforce called Millennials should be rolling in. Problem is that they may not be interested in joining you.

There are two key issues to overcome. First of all, you the entrepreneur is shunning this part of the workforce. You do not like that they are the most entrepreneurial, they maybe too aggressive with their career goals, and that they may need a lot more attention than your current folks. The other issue is that your company has no idea how to keep this terrific talent at your workplace.

Both issues are so easy to resolve and you would be a fool not to embrace them with open arms. They are awesome multitaskers for starters. They grew up with technology from the day they were born. They were challenged and put under so much more pressure education and expectation wise like no other generation before. They thrive in a good company cultures that embraces them and they can be loyal like no other generation before them. That leads me to three key items that your organization must be able to provide to them in order for them to be attracted enough to join you and then to stay around:

  1. Purpose: Like no other generation before them they like for their time to count for something. Is it worth their time to spent time with you and your company? How will this make other people better off? Is the organization willing to do something for community and environment?
  2. Structure: They embrace structure. This means everything from training plan, to career building. While Babyboomer and GenX folks may be excited by hearing their leaders giving them the freedom to “go figure it out yourself”, Millennials thrive in an evironment where there are hard and soft rules how you want them to handle tasks and finding solutions for everyday problems. They excel at sharing information and solutions – how cool is this?
  3. Career pathway: Millennials are very keen on finding out early what their career advancement may look like and how to get there. They may be to overzealous, but they are very excited to put the effort into their careers and they can be very loyal to an organization that is willing to help them get there. The only effort the business leader must make is creating the career pathway plan how their employees can get there.

According to a study published in SmartCEO recently manufacturing has the 4th oldest workforce. This will mean these folks with be aging out at impressive numbers within the next 5 to 10 years. Companies had better figure out a better way embracing the up and coming new team members, or they will lose out to business leaders who make the effort preparing their organizations accordingly. Please welcome all age and education groups into your organization, or you will face significant issues in attaining and then retaining talent.

Ralf

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