Photo by orange beard
Today I read this manifesto by Jon Gordon called “The Positive Business Manifesto”. It’s a very deep manifesto dealing with a number of the most important aspects of management. As usual, I will leave you to rely on my recommendation and read it yourselves, but I will give some of my own thoughts:
- One very important concept Gordon talks about is weeding out the negative people out of your team. when you read something and feel that the writer actually articulated your own thoughts better than you could possibly have done it you know you are reading something of worth. This is how I felt with this point. I saw it so many times in my life. A few negative people can ruin a perfectly good group. When I was a commander of the communication operators’ course of the Israeli air force, I dealt with this problem almost daily. The population of the course was always divided into two parts. The motivated part, which were good soldiers that were interested in doing their best at the course, and the non-motivated part which were only interested in failing because they believed non-reliable rumours about the conditions of their future service. The two populations were always struggling and clashing over control. When we were able to weed the negative part, we had a great course. When the negative part won, it got very hard for everybody. Later, when I trained commanders, I also saw it. Someone who is negative in the training process will later be negative in his performance and will influence his surroundings trhoghout his service.
Surround yourself with positive people. Chose positive people as your managers. Try to be positive by yourself. Your attitude can have significant impact productivity and communication with our peers.
- In my in my E-book, “Playing It to Excellence and Happiness in Real Life – Five Concepts I Learned by Playing Basketball, Working and just Living” I talk about how important it is to communicate with your peers, but more importantly, that as a manager you have to find out what you can do in order to help your team excel. Gordon gives a wonderful example:
Just the other day I was speaking at a hospital and was told that they were doing patient satisfaction surveys as a way to improve nurse performance. “What about nurse satisfaction surveys,” I asked. “No we’re not doing that,” they said. The problem was clear. Measuring patient satisfaction will not make nurses more energized, positive and attentive. Patient satisfaction will go up when nurse satisfaction goes up. I have found that that organizations who deliver the best service also have the best culture where employees are valued, listened to and cared for and, in turn, these employees value, care for and serve their customers. Great service begins with a positive culture where employees are engaged and energized at work and enjoy sharing positive, contagious energy with their customers.
Gordon emphasizes what I think is very important when working with people, especially intelligent talented people. They know a lot. Ask every employee, no matter how small or big his position is. Most will have some idea of how to improve their work, the service they are giving or other general advice. How many times have you listened to such advice? I am not saying it is always correct – but what does the sheer fact of listening to your employees does? How would you feel if your boss came to you for ideas and then implemented them? How will it make you feel towards your job? How will you wake up in the morning?