Defining Issues & Priorities


Ensure that the key issues facing business have been realistically defined in light of the current and rapidly changing business environment. There is nothing new about this requirement, but the fact is that very few management teams actually take the time and apply the discipline necessary to objectively define and prioritize the key issues that can make or break their business. The issues of inferior quality, higher cost products, lower productivity, and nonresponsive service plague manufacturers for the better part of the recent past. Many companies in industries such as steel, automotive, machine tool, textile, farm and construction equipment suffer badly as a result. Only few companies address these issues in effective ways. Most are unable to clearly identify the key issues, set priorities, and develop the necessary business plans to overcome the underlying problems.

While the specific issues vary for different companies and industries, the management mindset should not vary. To deal effectively with an increasingly turbulent environment, priorities must be set so the business can survive unexpected blows, adapt to sudden dropping changes, and then capitalize on smaller windows of opportunity that develop and close much more quickly than they have in the past.

Many progressive managers kick off their planning process with a session aimed specifically at getting agreement on key issues and priorities. Accepting these priorities require a shift in the way most managers think and act, such as:

  • Liquidity becomes a more important objective, often more important than reported earnings. It provides the flexibility to deal more effectively with unexpected events than is possible when everything is tied up in fixed and slow moving assets.
  • Productivity gains per dollar of capital and per employee must be achieved annually. These reductions must exceed inflation and achieve demonstrably lower costs.
  • Innovation must never stop. Demonstrable product and process improvements must be achieved year after year.
  • All cycle and response times must be continuously reduced.
  • A “frightened” sense of urgency must be the way of life in all parts of the business.

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.

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Exploiting the Yellow Pages


Many people think the yellow pages are merely a place to put their phone numbers in large type. Silly thinking! The Yellow Pages are an arena for attracting the business of active prospects. They are a place to confront prospects on a one-to-one basis. You are selling. Others are selling too what you sell. The prospect is in a buying mood. Understand that opportunity, and you’ll be able to  create yellow pages ads that translate into sales.

 

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.

Risking New Ideas


If we want people in the organization to start taking some risks, we need to replace no with yes and replace limits with encouragement. The key to the development of a risk-taking organizational climate lies in the ability of management to convey the attitude that new ideas are always a hot commodity. New ideas do not have to be perfect at birth. As the saying goes: “It doesn’t have to be right the first time. It just needs to be real.”

The best risk-takers are those who act without concentrating on all the jeopardies and instead work around the fears that hang up other people. That doesn’t mean that they don’t think before they act; it does mean that in this environment, they take some well-planned chances. I’ve watched associates get better month by month at learning how to make the right risks pay off for them, personally and professionally.

When we communicate that we expect mistakes to occur when people are putting out and working hard, we create an atmosphere of encouragement.  A lot of people in corporate life have made careers out of surviving rather than succeeding; they’ve had to cope with atmospheres laced with fear, suspicion, and blame. Get rid of the blame and start celebrating the efforts and new ideas. Plan to make mistakes and still make it through.

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.

Creative Marketing Program


Motivate your audience to do something; Marketing is not creative unless it sells. You can pretty much ensure that you’ll end up with creative marketing if you start out by devising a creative strategy. Such a strategy is similar to a marketing plan, but limited to advertising only, and defined solely at the content of ads and/or commercials. If you think there’s a simple formula for establishing such a strategy, you’re absolutely right.

Follow following steps:

  • Find the inherent drama within your offering;
  • Translate that inherent drama into a meaningful benefit;
  • State your benefits as believably as possible;
  • Get people’s attention;
  • Be sure you’re communicating clearly;
  • Measure your finished advertisement, commercial, letter or brochure against your creative strategy.

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

Equality, Inequality


Some people don’t think of you as an equal. Before they can accord you with the honor of being treated as an equal, they feel you need to prove yourself. You’ve run into these people before – you can probably spot them right away. And, try as you might, you probably have a difficult time respecting them, because you know that, deep down, they don’t respect you.

By nature, we are organizers, and sometimes we fall into the trap of organizing people. One of the most persistent downfalls of human society has been the urge to rank people according to worth. Even today, many cultures that now enjoy political freedom are still tarnished with the vestiges of a class system – a declaration that people are inherently unequal.

On a social level, this tendency is nothing more than a reflection of how we often behave in our personal lives. For whatever reason, we conclude that some type of people is better than others, and we make decisions based on this conclusion. If you think about it, all complaints of discrimination are essentially protests against decisions based on the notion of inherent inequality.

Another brand of inequality that has plagued history is the inequality of opportunity. Some people have a head start over others. Some people have more opportunities open to them than others do. It’s easy to say that ‘achievers create their own opportunities,’ but the fact is, life isn’t fair. Some people do have an advantage when it comes to opportunity. in life, there are few level playing fields, and there is very little any of us can do to change this.

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.

Imperfect Organizational Decision-making


Decision-making must be made in all organizations and actions must be taken. It is up to the appropriate people in the organization to select the actions, determine how to carry them out, and take responsibility for their successful implementation. But there is often confusion over decisions. People find it hard to think together about the choices they must make. They don’t agree on where to start or how to proceed. As a result they may overlook important information, fail to consult the proper people, and make mistakes. Organizational decision-making is often not as good as it should be.

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.

Moral Leaders


Moral leaders strive to be principled decision-makers. They think deeply about the great ethical principles of moral philosophy and work hard to employ these principles in their actions they think ethically because moral principles guide their outlook on organizational life. Many companies do not use, at least by name, the same principles that might be used by philosophers or business ethics practitioners, they may be principled nonetheless.

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.

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