Leadership and Symbols


Person-centered leadership is about helping people get real at work. What you do does not usually have to be right the first time, but it always has to be real. When you remove posturing, pretension, and false communication, people are free to be themselves—to use their good ideas and energies to give themselves and their organization a lift.

The leadership is responsible for the atmosphere and morale in any organization. Executives and managers are not responsible for knowing the solutions to all the organization’s problems. That’s what the experts are for—and the experts are always the people who actually do the job for you on a daily basis. The most effective leaders are not the ones who know how to give good orders. Most effective leaders know that good communication is a two-way street and they are skillful at using symbols to convey truth. Every leader needs a metaphor that defines his leadership style.

The door is just a symbol of commitment to person-centered attitudes and actions. Symbols are exquisitely important, but they have to be your own symbols—a genuine extension of yourself. Just like all other aspects of this approach, the leadership symbols you choose have to be real

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

The Concept of Service


If we open a new business, the key issue is how long we are planning. If all we want to do is make a quick buck and move on, there is absolutely no point spending a single penny we don’t absolutely need to. But that is not the route to creating an amazingly successful organization.

The only approach for an organization to take if it wants to become amazingly successful is to become highly effective and highly focused. And that doesn’t pay dividends overnight.

But no single working culture is right for every situation. Why should anyone spend money to create a future that they do not expect to be part of?

Why invest in intangible assets that are hard to value on the balance sheet such as staff, improving team moral, developing customer focus and lifting competence levels, if you expect to be moving on soon?

A working culture centered around the concept of service generally and customer service specifically is the most likely to deliver long-term amazing success.

An organization that wants to adopt a service-based working culture must however be ready for the long haul. It must have both the patience and the resources to get through the early stages in a market where market dominance and being the largest are critical whatever the future price?

Some organizations are better off starting with one working culture and then migrating to another when scale and success allow or demand it.

Planning to evolve or change our working culture is fine as an idea when those in charge are sufficiently switched on to the challenges of changing an organization’s culture: to act at the appropriate time and effectively instigate a culture shift in line with new market conditions.

Let’s not forget that the larger an organization is, the more careful it must be in choosing its working culture in the first instance. Larger organizations are always going to be harder to change; they are clumsy and less fleet of foot than their smaller counterparts. Larger organizations must change their working culture less often and less dramatically, so must put more time and effort into avoiding problems in the first place.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Good Human Relations’ Spin-off


Most organizations and their managers realize the importance of maintaining good human relations. A climate of openness and trust can stimulate performance and foster loyalty. This kind of atmosphere can only have a positive effect on human relations.

Although many managers get a lift from knowing that they’re treating their workers right, there are practical benefits as well. When workers are satisfied with the interpersonal component of their jobs, they are usually more productive. They are also less likely to resign or to file a complaint with the personnel office, the union, or some other agency—both actions that could create additional expense and effort for the company.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Truth and Reconciliation in Business


Truth and reconciliation in business without consistent, decisive, action will rapidly turn into a nightmare. Decisions and actions must be swift and if relationship mapping is to be engaged, it must be engaged fast and directly connected to the truth and reconciliation in business exercise.

Communication will be at an absolute premium and there are several points that the exercise must deliver on. Truth and reconciliation in business must:

  1. Lift the lid on silence and denial;
  2. Give everyone within the organization the chance to have their grievances heard and their ideas listened to;
  3. View the organization as one entity, not separate entities with different expectations and responsibilities. Everybody involved must be equally responsible and accountable for all outcomes and there can be no splintering into different groups, as this will set the seed for different sub-cultures to grow back;
  4. Accept the principle of mutual shared responcibility for any previous shortcomings of the organization.
  5. Encourage the building of a new social network that straddles previous divides, and delivers ongoing dialogue and interaction across every dimension of the organization;
  6. Determine what is negotiable and what is non-negotiable; and
  7. Make clear recommendations for the future, start to define responsibilities, expectations and desired relationships, start the process of reform, and begin to define a working culture for the organization as a single entity.

Engaging in Truth and Reconciliation in business is a great start for any organization looking to develop amazing relationships and enjoy amazing success, but it is only the start of the process. Organizations must be able to maintain what they have started.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Curing Stress


Chances are you know people who complain of stress, and some of them define their problem more sharply as “burn out,” a new psychiatric term that is growing in popularity. Make no mistake, stress seems very real. People spend billions every year on pills, diets, exercise gimmicks, and medical visits to cure their problems. But drugs, jogging, lifting weights, and talking with medical people don’t cure stress.

The real cure is so simple it goes undetected. Very simply – to cure stress, you must attack its cause. And the cause of stress is performing work you do not find enjoyable, challenging, and beneficial to yourself and others. people who complain of work related stress are misfits. Briefly, they don’t like their work. They feel incompetent, bored, out of place, inadequate, mistreated, threatened, or unappreciated.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Lectures, Line of Sight

Reinterpreting Products


Product is not what the engineer explicitly says it is, but what the consumer, implicitly demands that it shall be. Thus the consumer consumes not things, but expected benefits—not cosmetics, but the satisfactions of the allurements they promise; not quarter-inch drills, but quarter-inch holes; not stock in companies, but capital gains; not numerically controlled milling machines, but trouble-free and accurately smooth metal parts; not low-cal whipped cream, but self-rewarding indulgence combined with sophisticated convenience.

The product does not exist as a separate entity. The product is what the consumer perceives it to be. Consumer perceptions are strategically important at all stages of product development, from initial conceptualization to concept testing, to positioning, to designing, manufacturing, packaging, pricing, delivering, advertising, selling, financing, and servicing. Product analysis, therefore, embraces systematic research at all stages. The focus of such research is not on the product itself, but on the consumers and how they respond to the various alternatives at each stage.

To simplify the exposition I am drawing examples primarily from the field of consumer products, such as the tangible items found on the shelves of supermarkets, in department stores, appliances shops, and automobile showrooms. In doing so I am not overlooking the importance of the field of services, such as airlines, insurance companies, banks, and travel agents; or the field of industrial goods, such as computers, chemicals, textiles, and lift trucks. While there are some differences in marketing strategies from one category to the next, the underlying principle of delivering customer satisfaction is the same.

Therefore, the producer should analyze actual or potential product or service in terms of its ability to meet a consumer need or want. It is axiomatic that consumers cannot draw the blueprints or provide detailed specifications for producers. It is up to the business person to experiment with new products or services, or modifications of old ones, and test their acceptance in the marketplace. Advertising can then be used to point out their presumed need/want satisfying properties to would-be users.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight