Change is inevitable in any organization. As a manager, it is not only important to provide leadership for navigating through these unsettling times but also to encourage your employees to create change themselves.
Every organization and manager must focus on increasing employee productivity growth. Investing in training and education and in better tools are two ways to accomplish this.
Working within the Congressional system requires building relationships with both members and staffers by creating memories and helping them succeed in their roles. I share my model for lobbying with the Legislative Branch.
When designing a system like an elevator or spaceship, engineers use control systems to ensure they work properly. I’ve found that control systems can also be used in organizations to optimize performance and resources.
To keep productivity high, leaders must manage the workload and stress levels of their teams. Too much work or stress leads to burnout and lower creativity and innovation.
Universities, like corporations, must follow the laws of minimal growth to remain healthy. To mitigate excessive tuition, they must be creative to generate the necessary revenue.
All organizations must grow revenue by 7-10% each year to remain healthy and viable.
As a leader, each of your team members requires some supervision, but the frequency varies from person to person. I use a time scale model to determine the optimal cadence.
Hiring employees who will become star players in your company requires more than matching a person’s skills to a job description. It’s about finding people with talent and passion and adjusting the role to fit them.
Annual performance reviews provide employees with feedback to improve or increase their performance. I use a combination of the perception equation and a matrix to make these interactions as productive as possible.