I've Been Thinking...

About the constant pressure management is under to generate greater and greater profits. This pressure for results can sometimes distract management into making short term profit improvement decisions that have significant and negative long-term employee performance consequences. Management's role is to drive profits through its people - engaging and inspiring them to perform. To remind ourselves of our focus in management, I have put together the Ten Elements of Inspirational Management presented in the "Take Action" section below. Activate great employee performance; it is the key to long term profitability.

Today, inspiring great performance and achieving great profits are directly related to using and moving "information." In this issue, we offer information to help you manage more effectively, learn if you are more left or right-brain focused and provide links to power information via articles, blogs and new perspectives. Profits are always our focus; the route to achieve them has changed. Now it is based on what you know. Stay current and use information to activate employees, inspire performance and achieve results.

We work with managers who want to be more successful at activating and inspiring exceptional employee performance, to significantly drive customer loyalty and improve company profitability.

Take Action

The Ten Elements of Inspirational Management

Managers, you must:

Think strategically every day; know your organizational strengths and search for corresponding opportunities. Regularly update your plan; share progress and include employees in strategic discussions and responses.
Create a powerful employee-focused workplace that appreciates each employee, helps to maximize their performance, shares a powerful vision, and applauds employees' ideas, suggestions and effort.
Know each employee; care about each as a person and treat each as an irreplaceable and priceless investment.
Create powerful 2-way (up and down the command chain) communication to allow for maximum information and knowledge flow throughout the organization; share critical information with employees, listen to front line information from employees.
Define the talents, skills and experience required for success in each role in the organization; use this to define employment needs, qualifications and development opportunities.
Commit to hiring for talents that match the right person to the right role and welcomes a diverse employee mix to expand opportunity thinking, perspectives and responses.
Develop a robust sourcing strategy that includes unconventional sourcing methods and involves the entire organization as recruiters in a 24/7/365 approach to find high performing, A-level talent.
Create an expectation of performance ownership. Clearly define employee performance expectations and allow employees to own (succeed or fail in) their implementation plans; require employees to own their decisions and performance.
Regularly build strong personal connections with each employee through recurring performance feedback, coaching and skill building, hosted in personal discussions and open conversations.
Talk constantly about customers and the quality of their service experience with you; require all employees to take performance risks to impress customers and to think and act like true customer champions.

Today's management involves engaging and inspiring the "whole" employee - heart and mind, passion and intellect, emotions and reason. This is the key to performance and ultimately results.

I bet you never knew... "Brain edition"

If you are left-brain oriented, you are more rational, verbal, logical, linear and practical. These attributes are more highly prized in Western cultures.
If you are right-brain oriented, you are more intuitive, artistic, spiritual, creative and emotional. These attributes are more highly prized in Eastern cultures.
Brains are brains - the one you have is the one you have; the goal is to learn how it thinks and then to develop it. There is success in both right and left-brain thought patterns.
Our thinking exposes our talents. Playing to our talents and strengths is the key to great performance. What are you great at? Define it and then develop it into the best it can be.

What's Hot!

Your connection to great information

We are in an information rich era; information is the power behind knowledge and knowledge drives performance. Use the power resources and perspectives of the Humanetrics articles and links to performance information sources. Humanetrics is committed to become your one-stop-shopping for your brain - your full service information depot. Read the articles, try the tools, and send in your comments.

At Humanetrics, we write, research, speak and consult; then we share what we learn with you. Today it is all free. See our How to Fire Up Your Employees site and its power tools including unparalleled talent-based questions and an outstanding development process. Soon, we will announce the new Fire Up Your Employees Podcasts and Workbooks - our patented management process. The more effective you are, the more your employees connect to their work and the more they drive your profits. It starts with you and the way you manage. Contact us to help accelerate your understanding of how to create a passionate workforce that drives your success.

The Humanetrics Mission

We offer practical, dynamic, innovative and customized education and consulting to significantly advance our clients' personal and professional performance.