Surviving the Growing Pains! – Managing Staff in a Period of Growth

One of the common features of many of the businesses we come into contact with is that they are experiencing a period of rapid growth. They have a proven product or service, they’re doing the right thing by their customers and they’re reaping the rewards of their efforts – terrific!

But life is not always wine and roses as they say, and a number of businesses going through this phase also experience “Growing Pains”. Growing pains can develop in any area of the business – it could be that product or service quality is beginning to suffer, or it could be that your IT, accounting or communications systems are not keeping up with the increased pace. It might also be that you’re having difficulty in attracting and retaining quality staff to enable you to continue to provide the level of customer service that has contributed to the success of your business. Read more

HR Consulting

How Strong Are the Links in Your Management Chain?

I’m sure we’ve all had the experience at one time or another of seeing apparently sound decisions fall apart at the point of implementation, or otherwise proceed but result in unintended consequences.

This can of course happen in connection with any type of decision, and staff-related decisions are certainly no exception. Indeed, training initiatives, recognition programs and performance review systems are classic examples of well-intended business improvement initiatives that can go awry.

Of the many possible reasons for things going off track (poor project management or inadequate resourcing, for example), one of the most common concerns the role of middle managers/supervisors. Read more

Here’s an I.D.E.A. – Provide Effective Feedback!

A common challenge for many supervisors and managers when it comes to managing people is providing effective feedback. This is particularly the case where they need to give feedback to a team member who is presently not meeting expectations and/or where they have done something wrong.

Some supervisors and managers become paralysed by fear that the recipient of the feedback may not take it well – they might be upset, your current good relationship might be damaged or, even worse, they might argue against the feedback and become openly hostile toward you. Other supervisors and managers have no trouble telling people exactly what they have done wrong and what they need to do to improve, but they deliver the news in a way that causes people to react negatively, with the result that their efforts to improve the situation result in the recipient becoming angry and/or disengaged. Read more

Leader or Manager?

To quote Peter Drucker, “Management is about doing things right, Leadership is about doing the right things”.
A leader provides direction (short and long range focus) and answers the “What and why?” (a manger answers the ‘how to’). Leaders provide the strategic direction of an organisation (where to play and how to win) and establish the all-important culture and environment of an organisation. Without direction, focus, clear communication and the right culture, businesses struggle to succeed in today’s market.
Throughout my career in sales, management and consulting, I have regularly witnessed examples of good and poor management; and I have also found all good leaders share similar traits. Good leaders are/have/do:
  • results oriented
  • not accepting of the status quo
  • strong inter-personal skills
  • know their own strengths and weaknesses
  • creative and innovative
  • set goals that are clear, challenging and realistic
  • empower others

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