Position descriptions and job descriptions are slightly different. Let me explain. A position description reflects the duties, goals, compensation, reporting structure, and other matters relating to a specific position. There is no person connected with a position description.
A job description relates to the duties performed by an individual person. Think about this way. Many of us have small businesses. When you are running a lean and mean organization many people are expected to hold down one, two or even more positions.
I don’t like dealing with business problems any more than anyone else. If I had my way completely, I would simply dispose of them, but that’s kind of messy. Besides not all obstacles can be extirpated. Some are best dealt with in more subtle ways using a little finesse.
I think my dad told me…
“If I can’t solve a problem directly, I try to go around it, and if I can’t go around it, I try to get under it, and if I can’t get under it, I try to go over it, and if I can’t go over it, I just plow right through it.”
That’s the philosophy I like to use and here is how to do it:
Are you excited about getting unwelcome criticism? Most probably you aren’t. Unfortunately, there are several people around you that are extremely ready to offer you some.
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The way in which it works is like this. Somebody says something negative to you. Maybe it is your appearance, your work product, or maybe just some random comment you made. It might be something similar to, “You know those shoes don’t go with that outfit?” Maybe in a meeting it’s a straightforward “That will never work” statement without any farther clarification or amplification.
They spout out something negative and move on or just sit there with a goofy smile on their face.
Every company has a culture. Most of the time it simply evolves over time. That is to say, it is a default culture. If you are lucky, that default culture will be the one you want, or at least can live with.
A much better strategy is to determine the culture you want and then take specific steps to make it a reality.
But I imagine that you, like any business owner, know it is much easier said than done. How do you get great outcomes and results while also creating an environment people actually want to work in?
By all accounts leadership is a skill which can be learned by nearly anyone with the right aptitude. We certainly have demonstrated that to be true with in our various coaching and mentoring activities and our management training programs.
It’s also true that no one can be a highly effective manager unless they have finely honed leadership skills. However, the opposite is actually not true. One can be in extremely fine leader with no management responsibility at all. And, your business will be likely performing at a higher level if the number of leaders exceeds the number of managers.
We also believe it’s very important for leaders to be able to think prior to acting. In general, a leader is expected to understand the entire situation in order to be in a position of leading others. No one will follow a leader that does not know the terrain for very long.
Why I am in favor of leadership games.
For that reason we’re in favor of the concepts like day dreaming, meditation, regular breaks and relaxation. Gameplaying, including the online or electronic variety, can be very therapeutic and frequently helps in developing leaders.
Everyone seems to look for the silver bullet, the short cut, the easy way. Being a sales coach, I have seen every extreme of talent, technique and methods when talking to professional sales people.
By way to illustration, a commercial printer rep was the classic “show up to throw up” sales person. His sales strategy incorporated coming to my office with literally boxes full of his best work. He then proceeded, till I cut him off twenty minutes later on to ask him to tell me why his print shop was the best and how he was the most reasonable price in the town.
The thing is… he never basically asked me what I required or what problem I had. Of course, he did not get the sale.
This sounds like an extraordinary example, but sadly, its rather common-place. Sales is a unclean word to the majority of people. Why? Well let’s accept it—there are a large amount of bad sales folk out there. They come and gab your ear off about why they’re the most practical solution without taking a single moment to determine your requirement—if any.
A major part of the Business Mastery System I created is the periodic use of the Clarification phase of the system.
If your goal is to continually maintain a highly effective and well oiled business operation, you’ll need to conduct periodic analyses of your environment.
Generally, the tool we’re going to be discussing can be used for the entire company, a project within the company, a department and/or even a team.
One of the primary responsibilities of any team leader is the establishment of the team’s culture. Think of culture as being the rules of behavior.
The easiest way to think of this concept is to draw a horizontal line on a piece of paper. Put “Jail” at one end of the line and “Country Club” at the other end.
Revenue covers up a lot of sins. Even more revenue covers up a lot more sins. Now, I’m not saying you should put up with a lot of sins, errors and omissions within your business. I’m making the point that increasing revenues certainly helps make them less obvious and hurtful.
The last couple of years has been a very telling time for most businesses in the US. The economic situation has generally affected every business, not just isolated ones and selected niches.
So, you need to get more revenue. And, you need to get it as fast as you can.
What you really need is to get yourself in front of more “hot prospects” under “favorable circumstances”.
One of the most important things each of us can do as managers is to maintain a high level of consistency. Do it right and you will get the right results—the ones you need. And, one of the most important things we do as managers is doing the right thing for every level of performance we get from our employees.
Here is a top-level view.
In order to do this properly, we need to measure performance and take the appropriate action.