mental prosperity

Great Managers are involved! And if you think you are, think again.

One huge area where managers fail is being involved with their people. No, I don’t mean they go bowling or drinking with them. They are involved with them on a professional level at work. Now the real question is, what do I mean by ‘involved’?

Involved is a state of mind as well as a physical interaction with your entire organization. You have to make constant appearances, have constant open two-way communication. You have to listen to your people, hear their fears, ideas, thoughts, concerns. You have to stand in between them and …

Yes, I paused there. You have to stand between them and … the leadership of your company, the management that they get frustrated with, the coworkers that they get upset with, the rules that they disagree with, the things that make them unhappy at work. And you have to stand between them and those things without creating a barrier, a division or a wall the separates them from those things. You have to be the person they can go to with all of these concerns and you have to be able to calm them, salve their fears, communicate effectively with their concerns and help them see how what they do, want to do, don’t want to do can all be worked out by staying within the parameters of the norms associated with their job. And that sometimes, they will have to simply accept what they cannot change and you have to offer them the wisdom to know when that is.

You will become a great manager by communicating effectively on all of these fronts especially when they do not perceive you as having done any of those things. Then you will have become a great manager that they will support, stand by, and do things for because they will believe in you as much as you believe in them.

And all of that must be done without alienating them from any other person or part of your organization. Can you do that? Do you know how to do that? And if you don’t, then what you need to do to become that GREAT Manager is start learning how to do that by 1) Reading the right things 2) Listening to the right tapes/cd’s/programs 3) attending or associating with the right people or seminars that can help you learn and grow into the person you want to be.

And helping your people do the same things.

I am Steve Sapato and I train managers to become GREAT MANAGERS. You can learn more at my website mentalprosperityblog.com and write to me at steve@stevesapato.com for answers to yoru questions and help in becoming.

 

 

What can you learn from the GM Firings? The culture of mediocrity~

Have you been keeping up on the “firings” of certain ‘key” personel by GM over design flaws and the deaths that happened because of this ‘negligence’?

If you read the materials coming out and all of the peripheral documentation it appears that GM and loads of employees knew about the flaws and potential outcomes for as long as eleven years. Yes, I said, eleven years. That makes the fifteen people fired merely pawns in the game of profit vs safety. It makes those fifteen the sacrificial lambs that are supposed to appease the government investigation and the quench the publics desire for results.

But what has really happened at GM? Why, if it takes eleven years to come to light, are we supposed to believe in anything GM again? Is GM really concerned with our safety? Should I risk my family on anything GM?

But let’s get past the issues of safety and products. Let’s get beyond brand loyalty and history.

What I really want to know is, will next years cars be any safer? Will I listen to the rhetoric of Cogressional hearings and ‘finding’ the culprits who are responsible for these aggregious errors that were ignored for almost eleven years? Will I eever really feel like GM has understood not only what happened but why it happened?

If you listen to GM leadership, they have instituted new committes, appointed new heads of new departments meant to address the issues that led to these errors and printed new posters to post all over the place to show the employees that there is a new atmosphere for addressing issues without repercussions.

And now I ask, will this fix their problem? Will this really address the issues that have kept people silent, babbling in frustration but secretive about the failure and potential catastrophic results these issues had on the familes who were killed?

And the answer is probably not. For what is troubling GM troubles a lot of companies both big and small and that is the culture we create in our companies. The culture we have created in our society. The  culture of look the other way, don’t get involved, don’t make waves, because all it will bring you is trouble and grief.

Look at your own organization and ask yourself, can people come to me with major issues about attitudes? Yes, peoples attitudes. For it is within your employees that your company exists. It is within the minds of your employees where your company culture resides. It is within the hearts and spirits of your employees where we find whether we can communicate with safety or fear. Can we bring up new ideas? Can we show criticism of existing things without fear or repercussions? Can your employees openly affect areas that are important?

And the important question is…  how do you know what they are feeling? When was the last time you openly solicited input from all employees and truly addressed these issues with the employees? Discussed them openly and responded to them.

I recently was involved with an organization where the CEO had an open blog where anyone could post a question. Everyone saw the question and everyone saw the response ny the CEO to each and every question. It was a great concept and it worked amazingly well. He sometimes even responded to the stupidly absurd questions that some people asked. And the results were amazing. Because everyone felt safe because it was so public.

Now I ask again, what can you learn from the GM firings?

 

Steve Sapato is a management trainer and coach and travels the country training up and coming managers and staff on how to be more effective in their dealings with people and employees. You can reach Steve at QLman49@gmail.com where the Q stands for Question and the L stands for Listen. Question everyone and everything and listen to the answers. If the answers make a lot of sense with no serious flaws maybe you should consider changing your opinion instead of trying to change theirs.

What are you teaching your people… great managers teach.

When you think of the great managers that you have ever worked for I will bet one of the things that made them great was how much you learned from them. Don’t misunderstand, learning what not to do because they were so terrible as a manager is not the same as really learning from a great manager.

But think back. what made each manager great?

I think one of the saddest things I have learned over the years of training people is that when I ask this question more than half of my students will say they have never had someone they considered a great manager. I look at them incredulously and ask again but they will insist that they have never had someone they considered a great manager with many saying they haven’t even had someone they considered good.

What a sad state of affairs when so many companies have not sufficiently trained their management staff to give their employees a great managerial experience, enhance productivity, increase profits and make peoples lives better.

Remember that Mental Prosperity is your key to success and how you teach your people in the methods of Mental Prosperity will determine how you are thought of and how you will be remembered.

When I train managers I invite them to exceed their own expectations. I invite them to read fifteen minutes each day on a book on managing. I invite them to listen to some great masters on how to treat people. I invite them to sign up for Quotes Of the Day so they can gain additional insights into many different areas of their lives. I invite them to share the best of the best with their staff, to use quotes at meetings and in memos. I invite them to be specifically open to what their staff says from the feedback about these quotes. I invite them to place a suggestion box and encourage their staff to anonymously submit their thoughts about how the quotes they use affect their staff and how the staff thinks they as the managers stand up to the scrutiny of those quotes they are proponents of.

I invite the managers to offer incentives to their people for reading books about managing people, treating people, communicating with people.

You as a great manager can have a huge affect upon your staff, how they treat their coworkers, their staff and even their families! You are set up to be their teacher and everyone knows how one great teacher can change a students life. And you have that power!

Will you step up to use it is the only question. I hope you will.

Blessings in your greatness.

steve@stevesapato.com

Great Managers are in control w/o being controling

Once again we are faced with our own shortcomings. Do you know them? Are you aware? and if you think you are how, who, or what makes you aware? Do you have a partner who can be open with you about these things? Do you have coworkers who you allow to be candid about your abilities? Do you listen to the comments, wisecracks, jabs and funny comments that are meant to be funny but are also based in truth?

One of the greatest things you can have as a manager is the ability to hear someone else when they talk about you. Yes, we are all defensive. We all want to justify why we did what we did or said what we said and we all want to show others why what we did was right in our eyes but the truth is, how others see us is truly how we are.

I have a saying, crass but true, if enough people think you are an ass then you probably are.

Again the question is, are you in control of your group or are you controlling your group? I listen to so many people discuss issues of control from their leadership. Often this is called micro-managing. Do you know what micro-managing is? Are you aware of how you do or don’t do this?

The greatest challenge for a manager is to know your people. Your job is to know your people well enough, to select a team strong enough, to lead a group that is smart enough to honor each and every member, including you, by being comfortably honest about each other.

What does comfortably honest mean? It means, we all have to have this great attitude that says, “I need help, input and growth.” and with that office mantra we share with one another, at the right times and with the right attitude and care how each of us can improve. Yes, a difficult task. One that takes a great team.

So that, when it’s your turn, they can look at you, and without worrying about repercussions, they can honestly assess your performance and help you to see and understand how the team feels about how you are working the group.

This means they will keep you on track, they will share with you your issues. They will tell you if you are ‘in control’ of the group or if you are being controlling. And there is huge difference between ‘in control’ and ‘controlling’. One being a successful leader of a team (great manager) and one that will tear the team apart eventually by ruining morale, destroying creativity and stopping communication.

Now can you answer this question comfortably? Are you  in control or are you controlling your department?

 

Steve Sapato is a management trainer and speaker and trains leaders and managers they can be GREAT at their jobs by using skills and tools that can be learned by everyone.

His website is Mentalprosperityblog.com and you can reach Steve at steve@stevesapato.com for information and ideas that will help your company grow.

Great Managers – Restaurant Addtn- How you can help your staff make more money

Have you been blessed by working for a great manager? Me too. I have learned many great styles and techniques as well as ‘catch phrases’ that endure time. I would love to hear yours so please comment and let me know. And pass this on to help others! One of the phrases that have stuck in my head for 50 years now is ‘if you have time to lean, you have time to clean.’ I love that. I hated it at the time because it meant my boss wanted me to keep working! Now get ready to share yours, please.

I have the great pleasure recently of having someone I managed over thirty years ago come back into my life. She is now a great manager and as we talk she reminds me of things she has learned and recently she told me I was the inspiration for her helping her staff make more money.

Now don’t get me wrong, I have lots of techniques I use and train that I tell restaurants will increase their business by ten percent and sometimes double the tips their servers receive. It is why I travel and train. I know things! Surprise surprise.

But this one phrase I had long forgotten and my friend reminded me. She told me that her staff said that working her shift made them a lot more money than working for any other manager. By using one phrase she helped her people make more money. Would you like your staff to make more money?

Because that is what great restaurant managers do isn’t it? It is one of the reasons that Great Managers seldom have to look for a great staff because the staff tells their friends how great it is to work with you and they come and apply giving you a never ending supply of great staff while at other restaurants you hear, “I can’t find good help these days.”

If you have heard that, maybe this one phrase will help you solve that huge problem of getting good help!

Are you ready?

When your guests check out all you need to do is ask them – Did your server take good care of you today?

Wait, not done because it’s the next phrase that makes all the difference!

And of course they better be saying yes to that question or you had better be doing a lot more to make your guests happy.

When you ask, – Did your server take good care of you today – and they answer yes! Then the money maker reply is… – Did you take good care of your server?-

It’s innocuous, it doesn’t raise their hackles, it’s not pandering, it’s not offensive in any way AND it makes your guests realize that you not only value them but you value your staff. And my great friend Toni Finch said her servers love working with her for many reasons (it’s why she is a great manager)but one reason they tell her is because she uses those two phrases together and they make her staff a lot more money!

What makes you a great manager? Lots and lots of things. This is just one small idea that will create a loyalty from your staff and also make them more money. And that is what drives many people today, show me the money~

I hope this tidbit makes you and your people a better place to work and a happier place to spend your time.

Would you like to learn more ways to increase your bottom line profits? Learn how to increase customer loyalty? Have great people standing in line to work for you?

I am Steve Sapato and I would love to train you and your staff so that all of those things can happen. Great Managers are made not born. mentalprosperityblog.com – Now please leave your catch phrases here so we can all learn and grow.! Have an amazing year!

Study says… over 70% of all employees feel…

What are you employees feeling? Do you even know? Recent riots in many countries are exploding because governments have no clue their people are at a breaking point. What about you as a manager or leader? Do you know what your people are feeling?

Oh I’m not saying they are ready to riot! But a recent study found that over 70% of all, yes ALL employees did not feel valued.

That is an incredible number. Over 70% don’t feel heard, don’t feel important, don’t feel like they matter. 

What are you doing different than all of the other managers you know that would make you stand out from all the other managers so that your employees feel valued?

And if what you are thinking is, oh I am an exceptional manager so I know my people feel valued, then your people are probably part of that 70%. Think about it. All of the other managers are thinking the exact same thing you are. I am the great manager …

But if you do not know what you are doing differently or you have not done a survey asking for that kind of input or information discreetly and your people are confident that it is a private survey then you do not have that information. Which probably puts you in that 70%.

Want to make sure that your people feel valued? Ask them. Invite their input without the possibility of discovery. Or better yet… sit down with each of them and invite their input without repercussions. That of course, if they really believe you. And don’t think a computer survey or email input will even be considered discreet. We all believe that our bosses can find out what we do on our computer. Make is discreet by you sending out an email asking that they complete the questions and print them out so that they drop them into a bin throughout that week so there is no possibility of them being discovered. 

Then and only then do you even have the hope that the true feelings of your people will come out.

I wish you good managing and that by doing this you will find another method for becoming a GREAT MANAGER.

http://www.mentalprosperityblog.com   or  steve@stevesapato.com

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