Prepare Your Will

excerpted from Time To Lead: Steps To Transformation For Those and Those You Lead

timetoleadLeaders are able to reroute their path to meet core vision and objective.

Hezekiah was a God-Follower. It Changed His Life To Obedience

 II Kings 18: 5: He trusted in the LORD God of Israel; so that after him was none like him among all the kings of Judah, nor any that were before him.

Rest in this – it is His business to lead, command, impel, send, call or whatever you want to call it. It is your business to obey, follow, move, respond, or what have you. Jim Elliot

 Rule Well

Hopefully, we rule well. Our challenge is to address the issues of today that have been left unaddressed, too long. Our challenge is to set a powerful course that will reverse the manners in which we have become accustomed and find a course that will guide for decades. Our nation has lost moral compass and needs a strong thrust to establish a critical course for the future. It will be disastrous if we do not engage and adjust.

Principles Work

Leadership is leadership. Anyone can see results if they adhere to the principles. The more principles invoked, the greater the leadership. Yet, sometimes, it only takes one principle to fit with the timing of events and a great leader emerges. A leader empowered with the love and wisdom of God through Christ has a distinctive “accelerator” in results. God works with us doing miracles. (Mark 16)

Real Success

There are leaders entrenched in manipulation and avarice and greed. That is not where we need to look for example. Study them. Understand them. Avoid the fault lines. Men like Adolf Hitler and Josef Stalin need to be studied. Understanding why people followed such leaders is important, but not wisdom to emulate. People will follow base leadership that touches their prurient side. That does not make a successful leader or leave a better world.

 Worthy Goals

Earl Nightingale identified success as the progressive realization of a worthy goal. I like that definition. So my first test of greatness in leadership is a worthy goal. Is the goal one that builds other people? Is the goal one that adds to productivity? One U.S. company has the goal of producing the best “sin product”. Cigarettes, beer, snuff; anything that is damaging and addictive but legal for consumption is on their agenda. The greatest influence leader in that organization would not be considered successful in my estimation. There is no worthy goal in contributing to the destruction of human bodies and relationships.

Check The Core

If the core philosophy or goal or vision or mission is off center, scrap that example. Study those leaders and goals to understand the ways and wiles of mankind. Look for your own leadership example elsewhere. If you find your goals and methods following a leader with an unworthy goal, find a good closet for repentance, change your mindset, and get corrected. Some of the greatest leaders in history started with an unworthy focus, shifted, and become powerful in building communities. The ability to correct direction when it has gone awry is a quality of a great leader.

Pray with Faith: In the intensity of change, Lord, I look to You for guidance.  Mold my mind, will, and emotion to be Yours.

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Where is the Blue Sheet?

IMG_1146 (2)Pursuit of excellence demands detail attention.  Audit trail, decision criteria, review stats, goal progress, and historical databases seem like a plague that plugs up progress.  Not really.  Only if they are not consistent with the flow of the organization engine and customer demand do they interfere.  They are necessary actions that meet legal requirements, compliance mandates, risk mitigation, and goals tracking.

Delegation in a clear format is one of those pesky details.  An abrupt email rarely captures all the specifics needed for good delegation.  A text is a waste.  A phone call will result in missed pieces.  When it is a matter of substance, take some time to write it out in discussion.  Hallway interruptions need to be recorded and followed up.

For one financial organization, I worked with multiple unlike departments.   Each had a separate form of management flow.  The corporation had a loose knit, meeting driven mode of management.  Confusion reigned.  Fear of failure walked the hallways.  Authoritarian dictates were the norm.  Power brokers and politicians love this environment.  They can manipulate in back rooms.  But the customer and the owners suffer most when a sales support piece hits the streets and does not work in the sales process due to unclear objectives.   All the fingernail flying meetings won’t fix a new software rollout for accounting that lacks key compliance fields for entry.

As a manager of a few service areas, this was always a challenge.  Our departmental customers were politics driven and would change a request after we had moved forward at significant expense.  We learned to use a “Blue Sheet” to contain the chaos.

Really, the Blue Sheet was a problem, request, and change capture instrument.  Later, our team convinced the organization over a series of years to move in the IT areas to online capture and communication in these areas.  That left many areas untended.  So the service departments I managed used Blue Sheets.

In the early days of small computers, I remember pleading with my senior executive for a desktop to keep track of our service areas.  His reply was absolute wisdom.  “All you need, Phil, is a good pencil and a piece of paper.”  That reply made me angry.  But, he was right.  I went back and invented my first “Blue Sheet” and gave a pocket sized version to every team member for working directly with customers.  It worked.  Our service reliability improved and I could sift through a month’s pencil capture and note trends and take action that made big differences.  Later, we put it all on a desktop database for deeper analysis.

When a team member came into my office, they became accustomed to, “Where’s the Blue Sheet?”  Working with hundreds of requests, service orders, problems, and changes a day, the Blue Sheet gave us specific guidance on single issues.  Regular work orders had an online capture system.  Irregular needed something, too.

A Blue Sheet (we used blue paper) captured critical contact information, issue symptoms, probable cause, delegated action approach, expectations and any due dates and times,  and assignment.  With that, a team member could run without continually looking behind and asking questions.  There were no needs for continual meetings after that was captured.  When one or two or more needed to meet on the issue for a decision and direction, we pulled the Blue sheet to ensure we were continuing on target.  Improved information could be added and directional changes could be noted.  The holder of the sheet owned responsibility for accomplishment until handed off.  If resolution or service provision lingered beyond a few days, a more formal project definition and action plan could be drafted.

Everyone of us has a litany of lingering items that need “Blue Sheets”.  They won’t get resolved to satisfaction of the stakeholders without taking a few moments to capture key information items.

Sit down today with an outline that works for you that can capture quick information and thoughts.  Sometimes a simple piece of paper and a pen suffice.  Where’s your Blue Sheet?

Common Grounds: Razor Sharp Relationships – 10 Risk Taker Tips

With one client, when I took an antagonistic department head into the inner workflow of the shop, I was frozen with fear.  Surely they would tear the client apart in front of some executive over a small disagreement of approach.  On the contrary, they reciprocated and let me into their workflow.  We built a cooperative system of workflow that ended up in our locking shop and customer into a 100% provider relationship”

Read the full article by Phil on GCWORLDBZ

Common Grounds: Razor Sharp Relationships – 10 Risk Taker Tips.

Excellence Starts Here! Three Tips For Top Performance. Engaging Ingenuity.

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These two gentlemen represent a great event in a production shop.  What really is the beginning of such powerful events?  Oh, the event?  The team had kept key equipment up and running and productive for 30 days with no vendor calls.  Amazing.  Especially considering the fact that prior to this the equipment required calls every 2-3 days for many years.  They are holding an award for the historic event.  Now, back to the question.  What really is the beginning of such powerful events?

Think about why you need these events?  A friend used to call them “Big Days”.  Big Days build strength in an organization, overcome defiant obstacles, and release energy of the team in a positive manner that is brooding in a negative manner.  For those reasons alone, you need to engage the next three points.

One: Get dissatisfied.  Yes, that is the beginning of all great change.  If you are comfortable and content, change is a threat.  You must engage vision for the future with passion and be dissatisfied with the status quo.

Two:  Spread your dissatisfaction.  Now, you don’t need to get people upset over nothing.  But if the people you are serving can’t get their jobs done or their product delivered or their services received on time, you need to get some partners in your dissatisfaction.  Other managers, co-workers, staff, key customers, executives and others probably are already dissatisfied.  Let them know you understand and listen to their view points.

Three:  This is where real change starts.  Pick a key point over which everyone is dissatisfied and attack it with passion and purpose.  Dig for a root cause that will help everyone in the process.  The theory of constraints explains that when you dig out a major point of constraint, you loosen up other constraints to become visible so they can be resolved.  In other words, break the dam!

You will be amazed.  This team went into overdrive for customer satisfaction when they found this one barrier to productivity resolved.  They annihilated this bothersome downtime issue on key machines, developed new procedures for maintaining the equipment, gained independence from the vendor, improved production turnaround times, and improved the entire shop morale.

Just a thought today for those looking to do something good for themselves and those they serve.