Assumptions about YOUR workplace!

ASSUMPTIONS, my book series deals with!?!

Management is not about bad people; and a good person doesn’t necessarily make for a good manager.

Management and managers are marginally effective at getting productivity and results from their people. Effectively developed leadership makes a difference. This is not only a matter of low productivity, but also the primary cause for high organizational turnover.

Most people believe that leadership, relationship building and teamwork are simple concepts and common sense stuff. Most of us are never really taught these dynamics. The workplace assumes people will practice them effectively regardless. It makes no sense to expect people to perform without training first.

Increasingly, workplace leadership and teamwork worsen as the family deteriorates. In today’s culture, fewer people grow up with strong leaders in the home. Couple that with a deteriorating educational system and you have a culture of broken individuals who lack the people skills to manage effectively.

Many people 'exist' within a work environment that they do not appreciate, enjoy or care about. The result is less than stellar productivity on their part. Most folks complain about their job and their boss more than any other relationship.

'Management' and HR departments are for the most part ineffective and incapable of identifying, hiring, growing, mentoring and practicing leadership. This is logical, since they came from this same ineffective model (set of assumptions). If they don’t know it themselves, how can they fix it? ruh roh :)))

Ineffective communication is what most organizations focus on as their number one issue. In fact, 'ineffective relationships' is actually the biggest obstacle. Think about this one for a moment...

Culture is changed when leadership is changed. Attitude, climate, environment, values and morale are influenced and determined by those leading the organization.

Contrary to common belief, attitude is not completely a matter of choice. This is a cop-out used by managers with no leadership understanding and capability. The leader is capable of ruining someone’s attitude. Conversely, a leader can vastly improve someone’s attitude.

Organizations periodically address these flaws of leadership by trying every trick in the book, including fad programs, things like throwing FISH, having MICE MOVE CHEESE, PENGUINS falling off ICEBERGS, motivational speakers, pizza n’ picnics, team building workshops and every other imaginable gimmick to raise morale and productivity. Nearly everything is tried except the one thing that will truly cause sustainable change--organizational leadership development.

People do not naturally resist change. There is nothing natural about an immunity to change. Past ineffective leadership (work, bosses, school teachers, church, parents, etc.) has influenced this resistance. With no knowledge of change management, leaders just cram change down folks’ throats..

Managers are charged with the thinking and decision making, while those whom they supervise are charged with the doing. If managers continued to be hired based solely on what they know (about operations, business or service), this dichotomy will persist.

Ineffective/untrained organizational management impacts culture, productivity, teamwork, morale, and the bottom line to the tune of 'at least' 15%-25%.

>>>>What would addressing the people-system/leadership mean to your company, office, staff or team's bottom line?