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Whacked-Out Workplaces: How Dysfunctional is Yours?

We’ve all been there. You walk into a bank, restaurant or store and suddenly feel it, that vague sensation that all is not well. It drips from the ceilings and sits in puddles on the floor. The employees are lost in thought, unable to decide whether they’d rather be somewhere else or stay and kill each other. And you’re the lucky one bathing in all the poison they can ladle up.

Yeesh.

I hope you’ve experienced the other side, too. You walk in the door and are gobsmacked by a sense of well-being. This isn’t just a place where people work, it’s a place that WORKS. The employees want to be there and they want YOU to be there. You feel your brow relax, and the corners of your mouth head ever-so-slightly north. You don’t wanna leave.

So which of these do YOU work in?


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About the Author

Roxanne Emmerich’s Thank God It’s Monday!: How to Create a Workplace You and Your Customers Love is a New York Times, Wall Street Journal and #1 Amazon bestseller. Roxanne is renowned for her ability to transform “ho-hum” workplaces into dynamic, results-oriented, “bring-it-on” cultures in a day. Listen to the free 60-second audio with teammates each Monday to clean up the craziness in your workplace and focus on getting massive results. Sign up today at www.ThankGoditsMonday.com.

Management Observation Program Best Practice 5 – Observation Training, Grading, and Quality Assessments

StrategyDriven Management Observation Program Best Practice ArticleManagement observations profoundly influence the behaviors of those observed. Done well, this tool positively reinforces desired behaviors. Performed poorly, this tool will undermine the management team’s credibility and fosters cynicism towards managers and their performance standards requirements. Therefore, it is critical that those performing these observations do so in a consistent, high quality manner.


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Management and Leadership Warning Flag 1 – Working Managers

Regardless of the organization, all managers share common job functions and responsibilities including defining and reinforcing performance standards, establishing organizational priorities, and authorizing and coordinating personnel activities and resource use. This work is distinctly different than that of the individual contributors reporting to the manager; setting the manager apart as one who possesses a broader scope of responsibility and commensurate authority.


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Leadership Inspirations – Commitment

“There’s a difference between interest and commitment. When you are interested in doing something, you do it only when it is convenient. When you are committed to something, you accept no excuses.”

Ken Blanchard

Management expert and author of The One Minute Manager

StrategyDriven Succession and Succession Planning Forum

Advancement, transfer, retirement, resignation, and termination are all causes of position vacancies. Regardless of the reason for or timing of a position opening, the organization must continue to function through the subsequent transition. Organizations proactively positioning themselves for personnel changes maintain a higher degree of business continuity; realizing a shallower and shorter productivity dip and pursuing performance improvement more rapidly.

Effective succession and succession planning processes enable smooth transitions of power and operational continuity. Performed well, these processes help ensure the proactive identification and development of an adequate number of candidates to fill potential vacancies, careful selection of the right replacement, thorough preparation of the selectee for his or her new role and organization members to well receive the successor, and advanced provisions to support the entrant with the post transition coaching needed for their and the organization’s success.

Focus of the Succession and Succession Planning Forum

Materials in this forum are dedicated to discussing the leading practices of companies that successfully execute succession and succession planning processes; maximizing the new entrant’s probability of success and the organization’s operational continuity. The following articles, podcasts, documents, and resources cover those topics critical to effective leadership succession.

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Best Practices

StrategyDriven Expert Contributor Articles

StrategyDriven Podcasts

StrategyDriven Podcast – Special Edition