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|  | Want more benefits from this site?
Scroll down to the very bottom of this page to see what is available... | |
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Management styles that Connect-Direct to the root cause. Get to the point fast.
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Managers and Team leaders!
Find the root cause fast.
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Coaches!
Find the root cause fast.
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So you think you have problems?
(scroll down to see cartoon) | | For clarity, we have taken the liberty of using simplified designations for the hierarchy of top personnel. We recognise that in this day and age organisations have gone creative about titles in the top corporate structure. Personalising matters! Here, our mantra is Managers who manage Managers, i.e. Senior Managers and the Managers they manage. That's our market. (For Senior Managers read Execs.) Leadership is "the mix of qualities to strive for to get the best out of people".
In terms of gender: when we have used "him" please substitute "her" as appropriate. | |
| | For brevity we use summarised definitions:
Managers: Management is about control. It's about avoiding problems, forcing solutions, controlling processes, technical processes, info, informed, quality decision making. It's an Active role, deals with concrete down to earth details of things, events, issues and procedures. It is more about delivery, getting the job done than about empowering others. It's a case of "the buck stops here" so while managers use external factors for analysis, they rely on the product of performance rather than trust external opinion. There is a tendency to see what went wrong, the risks and difficulty.
Senior Managers/Execs: Leadership is about people.
It's about being enthusiastic about people performing in some way. It's about change management. Top leadership is about leading people in the way they want to be lead, motivating them in a way they want to be motivated, getting results by getting them on your side, by meeting them 'where they're at'. In a sense its processing people, not the product of their performance. Leadership is about vision, seeing the big picture, the systems and patterns and having options. Leadership is inspiring, trusting the opinion and input of others as the organisation moves towards its goals. If the primary interest is not people, then leading TEAMS will be problematic. Leadership is the mix of qualities to strive for in the process from Manager to Leader. | |
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Monday, December 01, 2008 |
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| | "People are all the same". Well, no, not really. They all stand upright but in terms of what filters (TD-Gears), they use for thinking, and how specifically those filters affect their performance outputs, they couldn't be more different. Unless we start influencing the source and the specifics we will always be frustrated as we randomly organize people to execute outcomes and meet our challenges. Choice is: keep doing what you have always done or ask INSAfrica to put into your hands the 'code', for over 50 important, practical, performance relevant habits of thinking which may be geared for achieving results or may be sabotaging the very thing you want to achieve. Give yourself the best chance of positive performance that runs to plan. Fact is: No two people have the same mix and ratio of TD-Gears! Find the root cause Fast. | |
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It's no big deal. It's just adding a few specific neglected ThinkDo-Gears to the ones you habitually use. If you bought a drop dead Sports Utility Vehicle and you only used half the available Gears, whose fault is it, the salesman, the manufacturer or the driver? You might not be efficient but you'd get along. Most management is like that. If you drive all or most of the 50+ ThinkDo-Gears, you save sweat and tears and time. You get where you're going, extraordinary results and you use power efficiently. It saves time, gets results and gives you power. Drive all the ThinkDo-Gears you can. | |
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| | There is always a cup of tea/coffee at the
INSAfrica office. 
We welcome you.
The days of modern business choosing from generic resources are gone.
Just as your clients now want personalised products and service from you, we believe you need personalised products and service from us. Talk to us. We listen.
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| | QUESTION:
How can I fix this whole bag of problems, fast? 
ANSWER :
"Don't do that!"
Start with a single specific thing that connects-direct to the 1% from where the most dramatic performance improvement will come. | |
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THIS WEBSITE IS FOR: Execs and/or senior Managers who manage Managers.
If your team members are all Self-motivated, achieving the outcome according to roles and plans and deadlines, if you have no worries and no unfinished business, then you do not need this site. Keep doing what you currently are doing and compliment yourself for true leadership. If, however, you feel like the cartoon Manager below, if your team members do not do what they have been authorised to do, if you constantly have to pick up the pieces, if your high risk day is full of interruptions in an already unpredictable global economic environment then you might like to consider a brief look at this site. You are not alone. It is written for Managers like you. Furthermore we'd like you to give us feedback to make it more meaningful for Managers like you. This website is also for HR Directors and Managers who are already have people skills and are concerned with getting the best out of employees and keeping them happy and fulfilled at the same time. For those of you at the hub of human resources, actively involved in influencing and inspiring others, you will find here, profiles like none you have ever seen before. You will find relevant appropriate interventions for the elusive quality over and above skills and competency. In particular you might like to look at Motivation Architecturing for your really valuable talent. 
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