Quality Insulation and Business Storms


Many companies are facing storms because they still have not learned the lesson. For these slow learners quality is regarded as something they can add to a badly designed, poorly made product to help hold it together until the buyer gets its home. However the key to survival in today’s competitive climate is real quality through every step of production and service. It is essential to the work by the lowest paid individual on the payroll or the chairman of the board. Without quality, things don’t get sent out properly or on time, and huge service departments are working flat out to repair flaws that should never have been allowed into the products 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.

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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.

Job-Related Attitudes


Attitudes are an important consideration for managers. Employee attitudes may be related to behaviors critical to the organization: dissatisfied employees. Negative attitudes towards the organization can also spur employees to consider forming or joining a labor union. Theory and research on attitudes can help managers understand employee attitudes toward the workplace. In general, employees develop consistent and identifiable sets of attitudes toward job attributes, such as pay, working conditions, and the job’s tasks.

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.

Outdoor Training


A trend in employee development has been the use of outdoor training. The primary focus of such training is to teach trainees the importance of working together, of gelling as a team. Outdoor training typically involves some major emotional and physical challenge. This could be mountain climbing, paint ball games, or surviving a week in the jungle. The purpose of such training is to see how employees react to the difficulties that nature presents to them. Do they face these dangers alone? Do they freak? Or are they controlled and successful in achieving their goal? The reality is that today’s business environment does not permit employees to stand alone. This has reinforced the importance of working closely with one another, building trusting relationships, and succeeding as a member of a group.

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.

Elements of Relationship Mapping


  • Truth Map: arriving at a shared and accepted understanding of the challenges and opportunities facing an organization;
  • Culture Map: Helping people to work together effectively without wasted effort;
  • Message Map: Making it easy for people to hear you;
  • Behavior Map: Helping people do the right things;
  • Active Constitution: An accessible and empowering way to encapsulate, manage and share an organization’s working culture; and
  • Corporate Ritual: Creating pride in the organization.

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.

Personality Cults


In the absence of an agreed working culture the leaders of an organization will use their own personalities to dedicate the way relationships are handled in their own area of influence.

The relative power and influence of each member of the leadership team will determine the relative strength of their cultural influence. Whatever the relative balance, however, you can be absolutely certain that this will create confusion, waste and stress.

The result will be a cult personality with the more dominant leaders commanding more followers, resulting in a split working culture within the organization.

The effect of this can be seen in the way organizations respond differently to sales enquiries than to service enquiries.

How many times you  have been left to wonder alone in a shop because a sales assistant is suddenly needed elsewhere when they discover that you are only enquiring and not intending to buy then and there?

It is interesting to note that when individual people suffer from a split or multiple personality they are usually diagnosed as schizophrenic  and receive the benefit of medical help. When organizations suffer from a split or multiple culture, it is usually accepted as normal.

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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