First Who - Then What... Really?

If you read the title real fast, it looks like I’m trying to find out what went on... walking into the middle of a conversation and asking someone to fill me in on the details.

“Who?... What?...”

Finally got to the 3rd chapter of "Good to Great". No, it was not easy for me to relate to this chapter at all. I never had the pleasure of personally hiring someone. However, I have been involved on occasion in the decision-making process. And, yes - I do understand where Jim is coming from. Before I end this entry, I will try to simplify the business concept. That is, "First Who, then What" is nothing short of intuitive when we fall-back on some basics.

In my thirteen years of corporate exposure, I have had the opportunity to work in several environments where the “right people" where already "on the bus”. Similarly, other environments with the “wrong people”. I have had the opportunity to lead people – but not by authority. Because the project demanded it, I was suddenly taking charge of several individuals, each with their own agenda. Herding cats would actually be easy by comparison. In the occasions where I was lucky enough to have the right people, the team was focused and ready to run. On the other not-so-lucky occasions, I secretly wished I could have changed the “occupants on the bus” - not just where they where sitting. Ha. Unfortunately, it was not my place to do so.

However, that’s not quite what the chapter is about. It is viewed from a much higher level and encompasses the business concept/model from a management viewpoint. No doubt, Jim Collins seems to have a “formula” for the path to greatness, and is as follows: 

Who are Level 5 Leaders?

Finally! I started reading Good to Great by Jim Collins. So far – it really is a Great book (no pun intended). In the beginning, it may seem a bit like “OK, fine – I believe you” – as The How’s, Who’s and Why’s of the book are broadcast loud and clear. I did not read Built to Last – but apparently, Good to Great is a sort of “prequel”. What I am really looking forward to is that there are some Discussion Guides and supplemental material on Jim Collins.com that follow each of the major points and core values that take a corporation from good to great.

Maybe I am too much of an idealist, but I believe anyone can be a leader – given the right situation. Any of us can “rise to the occasion”. Perhaps. For the fist time in a long time, something made me question this belief. Or at least – make me realize that not all leaders may not have the potential of becoming what is called a “Level 5 Leader”. As I read through the chapter, I was actually saddened. So many points rang true from my career experience. Jim’s description of so many mediocre companies that sought out the “loud or charismatic” leaders. Not to mention the successful leaders that let it all go to their heads and forego enduring greatness for their corporations (suddenly personal greatness was more important). Last, but not least, the constant oversight of companies' natural Level 5 Leaders in their midst. I totally know people who are practically there. Maybe level 4.5 - and are completely overlooked.

Oh – what is a Level 5 Leader?

You down with J.P.C ?

Before I begin, I must give credit where credit is due. I was inspired to do this quick entry by a coworker in a nearby department. For quite some time now, whenever I ask him how he's doing, he replies "J*dido pero contento" with a smile. We even abbreviated it to "J.P.C"... and we agreed that it would be a great song (I hope he does it). Although difficult to make an exact translation, J.P.C. can mean "beat-up, but happy". Those of us who know South American Spanish know the "J-Word". I hope I am not offending anyone, but since it is such a colorful language - it really is great to use on the dull canvas of everyday "bla bla bla". =)
I digress.
I believe this gentleman is the perfect example of what being Proactive is all about. (Habit#1 of Highly Effective People). Why? Take a quick look at my post on being "Proactive" and soak in what you can.  Not only is my peer usually in a good mood, he smiles despite the problems we all face in the daily grind. I told him before about the 7 Habits, and that he practices #1 very well. Not sure if he believes me.
So - What is the most proactive thing you can do? Smile. Yep, it's that simple.
Remember:
"Proactive people carry their own weather with them-whether it rains or shines makes no difference to them. Their honor is greater than their moods."
To say you are happy, and show it - despite hardships is a choice we all can make.

I know sometimes it can be easier said than done. However, for the next few weeks, make the conscience effort to smile. Even if all seems "lost". Even if your response to someone's "How are you?" is: "I'm beat-up, but happy". Try it. Not only will you feel better - I believe it is infectious... Good-moods beget good-moods. 

P / PC Balance and PM

Almost everyone has heard about Aesop’s fable of the goose that lays the Golden Egg. As an inquisitive young one, I heard the fable and was confused as to how this was possible. In my limited knowledge and inquisitive mind, I was pretty sure birds laid eggs that eventually made baby birds. This was the same me that once asked a priest if Adam and Eve had belly buttons. I digress. All I knew is that birds were supposed to make eggs to make baby birds. However, this bird had the capability of making something more precious – in terms of wealth anyway. As the story progresses, we learn that the farmer/owner becomes wealthy and greedy as the golden eggs keep appearing. Therefore, he becomes so focused on results – the eggs of gold – and eventually mishandles the goose. Sadly, to the point where there are no more golden eggs. A simple story with powerful message.

In the book The 7 Habits of Highly Effective People, Dr. Covey uses the story as a great analogy for describing effectiveness and the P / PC balance. If we need the golden egg (the Product or P) to continue happening, we need to ensure that the Goose (the Production Capability or PC) to be at its best condition. So, how do you take care of your “goose” such that it will consistently produce what you need? I suppose it depends on what the product is.

From an organizational standpoint, P can be the employees’ work output. How does an organization ensure that their capability, PC is at their best? Interestingly enough, Dr. Covey recommends that the employees be treated in the same manner you want them to treat the best customers – treat them like volunteers. I know what most of us would think… WHAT?! I’m paying good money for this guy to perform. He better do what I say. There is no doubt that treating employees like volunteers may not be the first thing that comes to mind. However, his logic is quite sound. The explanation is as follows: you can buy a person’s hand and back, but the most important “parts”, their hearts and minds, are volunteered.

If we shift our attention to the other component of productivity, we would have to look at the non-human component: machinery. In a manufacturing environment, any down-time has an associated cost to it. If the down-time is because of wear, it most definitely can be prevented if preemptively taken care of. Therefore, if you want any machine performing at its optimum, preventative maintenance or PM is what we need to look at. Equipment checks, oil changes, etc. To many, it may seem like unduly costs. However, the cost associated with lost productivity and the costs of repairing the equipment after it has broken down, turns out being more than preventative maintenance costs.

So, is PM to machines as ensuring PC is to us humans? Yes and no. Needless to say we are not machines. However, we do need to be "taken care of". Bottom line: Machines can get oil changes and bolts tightened to give their best output. If we are to give our best output, it means that we volunteer our creative minds and loving hearts. We give them willingly, by our choice - when treated like such: volunteers. From my own personal experience, I was always ready and willing to do my best when approached with kindness. The best managers/leaders I've worked for where those who where kind with there time to explain the goal, and simultaneously ready to listen. It felt like they knew I would "volunteer" my best. That type of trust builds on itself, leads to great teamwork and much productivity.

What Happened to March?

March was a very strange month. Probably the first I have ever skipped.
Sadly, my Dad passed away the first weekend in March. He battled with Parkinson's for ten years. Although my family and I where "prepared" for such a scenario - nothing prepared us for the loss. I am very grateful to all the friends and family members that have been so supportive. God bless you all.
I am working on 2 entries that I hope to post over the next two months (wow! one per month?)
The 1st is about P/PC balance. Many of us have heard of it, but do we know what it means? I'll also look into it from the "Preventative Maintenance" point of view.
The 2nd is one that I've been meaning to do for a looong time. The good old "Personality Types" and "Knowing Thyself". How it helps and how it may hinder.
If there is a topic anyone would like me to cover and discuss - please let me know.
There isn't anything I would turn away.