Leadership Done Right

Brandon W. Jones

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What Is Your Leadership Purpose?

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There must be purpose in our lives.  We are here to accomplish something, to bless society with our talents and our learning.  There can be fun, yes.  But there must be recognition of the fact that life is serious, that the risks are great, but that we can overcome them if we will discipline ourselves.

-Gordon B. Hinckley

Several years ago when I first became a leader, I didn’t understand the importance of my role.  I initially felt like I was more important and “better” than everyone else.  I kind of let my leadership position go to my head.  It didn’t take long, however, for me to realize that as the leader I had a great responsibility.  This responsibility humbled me very quickly.  I realized that there was now a lot riding on me and I could feel the weight of the pressure.

After I realized that I had a lot of responsibility, I felt like I had to get to work.  I had to figure out what I was going to do and how I was going to do it.  There were specific goals, objectives, and purposes that we had within our organization.  In addition to the organizational purposes, I had to define my purpose as the leader.  What was I going to do to help my group be successful?  What was I going to do to leave my mark? [Read more…] about What Is Your Leadership Purpose?

Leaders, Obtain And Keep The Right People: Part 3 of 3

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Once the right people are in place, leaders must do all they can to retain them. Many leaders and companies don’t have a good system in place to retain their employees. This issue is compounded when you throw in the fire happy leaders. It is possible for the fire happy leaders to hire and train good employees then fire them on a whim. A good employee retention system is a key to keep the right people that are qualified and trained employees.

For an employee retention system to succeed, it must discourage leaders from firing people without taking adequate measures to help them succeed. The following are two safeguards that must be in place for the success of employee retention systems:

  1. The fire happy leaders must have disincentives for firing people and incentives for employee retention.
  2. The employees should have performance incentives and retention programs.

Firing Disincentives and Incentives

Ultimately, fire happy leaders cost companies lots of money because each time a trained employee is lost, the company has spend money to train a new employee. With disincentives in place, fire happy leaders will slow down or stop firing people. The fire happy leaders that I am referring to are those that fire based on personality conflicts, differing opinions, etc.

Some ways to disincentivize firing are pay freezes, pay cuts, holds on promotions, or demotions. Although some of these disincentives seem strong, it is very important for leaders to keep the trained employees within the company. The disincentives will encourage leaders to get over their personality conflicts for fear of punishment.

[Read more…] about Leaders, Obtain And Keep The Right People: Part 3 of 3

Leaders, Obtain And Keep The Right People: Part 2 of 3

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One major problem I have seen with the fire happy leaders is that they don’t properly train their employees. These leaders can’t keep the right people because they don’t give them the proper training from the very beginning and then they expect them to know more than they should. All the employees must be trained on the following:

1. The Company Policies and Procedures

In many of the large corporations that exist, there is a specific set of training sessions that every employee must go through when they are hired. As a part of the training session, HR or some other department reviews all the policies and procedures of the organization. This is very important because this training teaches the employees what they can and can’t do within the organization.

[Read more…] about Leaders, Obtain And Keep The Right People: Part 2 of 3

Leaders, Obtain And Keep The Right People: Part 1 of 3

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Recently I spoke to a manager friend of mine. He mentioned a major complaint he has with many leaders in the business world. He said that there are far too many “fire happy” managers. They are fire happy because they fail in one of the following three areas:

  1. They don’t hire the right people from the beginning.
  2. They don’t train the right people properly.
  3. They don’t have a good system in place to retain the right people.

Because it all starts with hiring the right people, this post will cover techniques for hiring the right people.

Obtain and Keep the Right People

1. Know your how to do your job.

Leaders need to know their own job really well before they can begin hiring the right people to work for them. They must know the specifics of their job on a daily basis. They must also know what it takes to do a good job in their current position. They must be the expert in their department, so they can answer any questions that people might have of them. Included in being the expert in their department, they must also have a very good idea of what their employees do in their jobs.

[Read more…] about Leaders, Obtain And Keep The Right People: Part 1 of 3

Treadway Tire Company Case Study Review

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In the case study, “The Treadway Tire Company:  Job Dissatisfaction and High Turnover at the Lima Tire Plant”, there were many problems within the Treadway Tire Lima factory plant. All of the problems were caused by the inefficient system that was in place.Case Study Review – The Treadway Tire Company- Job Dissatisfaction and High Turnover at the Lima Tire Plant

What We Can Learn From Treadway Tire Company

Most of the lower level leaders within the company were either under trained or not trained at all. Three things that could have been done to fix the system would be an organized training system within Treadway Tire, less pressure on the foreman and supervisors for immediate results on things that were outside their control, and shorter shifts. [Read more…] about Treadway Tire Company Case Study Review

Sins of Commission

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From the case study Sins of Commission, it is very evident that the correct compensation system is extremely important to the success of an organization. The case reviewed several instances where the compensation packages in use were set up to put a quick fix in place for a failed system.

Sins of Commission

Sins of Commission

The compensation system is extremely important because it is one of the main drivers for obtaining and keeping qualified employees. It cannot be the sole source of satisfaction for the employees, but it must function properly to serve the benefit of the system as a whole.

The compensation system will train the employees what is valued by the company. When a company drives for customer satisfaction, but compensates based on the number of sales of the individual employee, the employee will do whatever he or she can to obtain the sale.

He or she will not be encouraged to spend time with the customers that are just browsing. On the other hand, in order for the company to obtain customer satisfaction, they must create a system that values customer satisfaction. The system must reward the employees based on the customer satisfaction ratings.

Teamwork Systems

The companies must also set up a system that promotes teamwork within the organization. In the systems where the employees are rewarded based on their individual efforts and not as a team, the group loses unity and becomes several individuals with their own interests at stake.

In order for a company to reach its maximum level of success, all the individuals must work as a team. This must be promoted by team awards rather than individual awards.

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