Can we Pareto to a bigger scale?

  We all know the stats on the Pareto theory. But, can we experience a bigger part than just 20 vs. 80. Is it possible to get more than 20% of our staff on board? Or do we just say, "It is what it is!"
  The answer is "YES", it is possible to build that percentage rate. It will take hard work on your part to get there, but is it worth the time and energy? Again, YES! Are you up to the challenge?
  Being the good leader that you are, you need to start challenging your associates to step up to the plate and start being the leaders you want them to be. All assuming that your leadership skills haven't fallen off the edge of the cliff.
  To create good leadership you must first practice what you speak. Live it yourself, or your associates will read right through you and you will be wearing mud on your face. Great leaders are not afraid to get down in the trenches with their troops. Centuries ago the kings of great armies went to war and fought side-by-side with their soldiers.
  Be glad I'm not asking you to go to war in that sense, but to go to war to overcome the situations of bad work ethics, laziness, and the such.
  You say, "How do I, where do I start?" You start with servant-leadership, that is to say, "Do as I do!" Leaders can't just give orders without first having vision, clarity, and the willingness to do (or have done) it themselves.
 For more information or to set up a free consultation e-mail us at info@agrpllc.com

AG Round Table Talk: The Manager (Supervisor)

AG Round Table Talk: The Manager (Supervisor): " The manager (supervisor) is the go-to guy when you're on the manufacturing floor. When you get to him/her, they are having problems of thei..."

Pareto- the experience

   Did you know that as an Exec, CEO, Pres, Etc., taking twenty (20) minutes at the beginning of your day will give you 80% more workers working at their favorite company! Looking at your faces you didn't know that. Most of you don't, some of you ignored it from other Solutions providers, and the rest started  either after one of our seminars, or during a meeting from the opposite side of the desk. For those who listened, you're reaping the rewards.
   Coming out of your office call box and onto the work-floor in your first twenty minutes upon entering the building, not to solicite information. Actually for nothing else but to greet YOUR employees with a sincere "Good morning", "How are you." Showing you care may be a bit too much you say, "I don't have time for small talk", but with that mentality, no wonder you can't get all your clients work out on time! This is a two-way street.
   The most important things to tend to other than family is to take time for your work-family. They are there at least one-third (1/3) of the day. You may not realize it but statistics say that 90% of your workers/co-workers consider themselves a working-family. Disfunctional maybe, but still a family. AND guess what? you're the head of that family!
   If you can start yours' and their day off to a good start. Important meetings become meetings disciplinary actions will be almost a thing of the past. Production will increase. I'm not saying you died and went to heaven, but it sure will be a lot closer to the end product. You just need to be genuine with your associates, they know a fake. be real be genuine yopu're the leader. Lead by example.

May be there's another way

Your way, my way isn't always the only one out there. There may be another lurking around the corner.
   Too many times we think we only have the answer. The only way! That's not always true. It's important to have corporate meetings, production meetings, to gather information to make wise decisions. From every source and resource we can; to better solve our daily problems.

   The words "Knowledge is Power!" rings true to its listeners. There comes a time to call on a 'solutions provider', a coach if you will; to help bring out the hidden genius of your team, or associates to the forefront of their minds' eye. Whether that be by a seminar, presentation with a group, or a one-on-one.
   As the leader, you want what's best for you, right? Let's go a step further, you want what's best for your organization.

Let's take a good look at these :

1.What's good for you.
  A. the right timing..........15 mins to the office.
  B. the right place...........close to home.
  C. no one likes it, only you.
  D. ...because I'm the BOSS that's why!

2.What's good for the company.
  A. timing...............3/4 hour from the office.
  B. place fits need not want.
  C. not everyone loves it, BUT no one hates either.
  D. no resentment towards anyone (not even the CEO) LOL

   If you have to go with approach #1, there's no need for the meeting. Skip it and go for "This is the way it is" rule, cut and dry! End of story, and everyone lives with the consequences.
If you choose #2 as your choice, then be fair and considerate to all concerned. They all gave their input as a team. #2 is the better choice.

This blog is only a small piece to help you understand the need for a solutions provider, and not a cure-all in and of itself.

   If you have any questions on  how to get started, where to begin, without any speed-bumps;  send us an email. We would like to help you get your company back on track.
 email: info@agrpllc.com
                           

Growing Self Gratification in the Work Place

   Can you as an employer create self-gratification, self-esteem, or self-respect for your employees? Showing moral motivation in the work place is the place to start. It starts with respect of self. If you don’t respect yourself you can’t and will not respect others.

  Once you teach them to have respect for themselves, others and their thoughts and ideas, ethnics, property, you can begin to work on our second phase, self-esteem.  In some cases it may take a while to get through the first stage.

  Self-esteem according to Webster is, “a good opinion of ones self”, not to be confused with pride. Some people have bad opinions of themselves. A poor self image. This may be from their upbringing, or school, a compilation of several things in their life. This leads to poor work habits, not getting along with other associates, and so on.

  Self-control and responsibility are key factors in this growth experience. Without them all else fails. Giving your associates key responsibilities (things that are just out of reach) stretches their mind and imagination. Self-control is just that! Only “self” can control, no one can attain to it, self-control must be done in a deliberate-state-of-mind!

  It’s about behavior. Creating positive attitudes in behaviors with raising the bar, while discrediting negative attitudes and behaviors without destroying that person we’re working with. This can be a delicate place to be, and it must be done.

  The next piece (peace) is self-gratification. This is nothing on your part, but your associates’. When they see where they were vs. where they are, well, its gratifying. Simple as that. But we know it took a lot of hard work from then till now.

  So let’s see now, we started out with (1) self-respect and respect for others. Then we talked about (2) self-esteem, along with (3)self-control and giving higher responsibility. To final stage, (4) self-gratification.

  It all starts with you, the leader. You show the way, by your actions, not just what you say. Don’t underestimate your associates. They know and will find you out. You’re there to cheer them on, make them better, and lead the way. That in turn makes everyone a winner.

  This is part of our (PPP), Progressive Production Planning. This is just a summarized version and is not in its entirety.   

Wisely Manage Your Time

Some "Do's" and "Don'ts" to better manage your time.

Multitasking:
Don't
If you've mastered the art of multitasking, you probably feel you're getting more done in less time. Think again, experts say. Research suggests you lose time whenever you shift your attention from one task to another. The end result is that doing three projects simultaneously usually takes longer than doing them one after the other.

Do:
Whenever possible, devote your attention to one project at a time, particularly if you're working on an intense or high-priority task. Save your multitasking skills for chores that are not urgent or demanding -- it probably won't hurt to tidy up your desk while talking on the phone.

Too many E-mails not enough time:
Don't:
There's something about an email -- it shoots into your inbox and itches to be answered immediately. Although many emails are work-related, they still come on as distractions from your current project. You won't make much progress if you consistantly stop what you're doing to reply to every message.

Do:
Instead of checking email continuously, set aside specific times for that purpose. During the rest of the day, you can actually shut down your email program. This allows you to carve out blocks of time when you can work uninterrupted.

 Answering voice mail/text-messages is another.
Don't:
The phone sounds off, the first thing one wants to do is Check-It-Out. Your curiosity eats at you, saying, Who is it? What's it about this time? Every time the sound goes off you Just-Got-To-Know!

Do:
Yes, you can check it, but only when you know there is an important call coming in. Make a certain time frame to do call-backs and answer texts.

Do:
When you take your breaks or lunches, do exactly that...Take-The-Break! As best as you can leave work at the workstation. Trust me, it will be there when you get back. This is your time to refresh and recharge yourself, and get ready for the next segment of the day.

These are just a few things you can DO to better manage your time. Managing time better leads to a more prosperous day.

Reinventing! Chiseling into a wheel.

     

 Part 2 in the series of: Box or Sphere?

  You can’t get momentum working from a box, no matter how big or small, no matter how hard you try. Some say to think outside the box. Whether you’re inside it or outside it, you’re still working “with the box”. The sphere is a wheel that you motivate traction with push momentum is easily activated in any given direction. Both take teamwork, granted, but wouldn’t you rather get something done in the process? With less fatigue and stress.

Like spokes on a wheel, your sphere has many opportunities of forward-momentum. Here’s just a couple:

The Box                                                                       

1. Can only work on one side at a time.                       

2. As you push or pull your box mentality, dust as you go.

3. Creating friction.                  

   

The Sphere

1. Is continually in motion while momentum is a constant growth.

2. Your wheel moves freely, no hard pushing or pulling.

3. Easily navigates.

The box is grounded by what you put into it or around it, and can get stuck in a position of complacency. So can the wheel, if its drivers are determined to do nothing. Now, if the drivers are determined and start moving progressively as a unit, then the motivation begins. BUT, unlike the box, even determined people can get the box to flip one side at a time, but look at the struggle to do so. Not with the wheel. Once you get moving, its easier, and more agile.

  Are you still working with the box mentality? Whether you’re in it or outside it, leaning on it is still hindering opportunity for growth. Until you put wheels under that box, there isn’t going to be much momentum. Get on the “M” bus with the wheels, and start moving your business in the direction and speed you would like it to be at.