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Home MANAGEMENT ARTICLES
Management Articles
The Right Way to Issue a Company Apology Print

When your company messes up, avoid the half-hearted, half-baked apology. Instead craft a clear, strategic message that explains what went wrong and how you’re rectifying the situation. Here are three tips for doing that:

Last Updated on Tuesday, 17 January 2012 12:09
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Tips for Planning a Business Μeeting Print

tips-for-meeitngs-2No matter how big your business is, you probably spend a lot of time in business meetings. There's no need to suffer – there are plenty of ways to use IT to plan a business meeting more efficient. Here are some tips for planning smarter and more efficient meetings:

1. Consider your options. Do you really need this meeting at all? Could you replace it with an email update or a chat over instant messaging?

2. Use mind maps. A mind map is a way to think through an agenda in a more creative way.

3. Count the cost. Add up the hourly salary cost of everyone attending the meeting and multiply by the duration. Does it represent value for money?

4. Set standards. Set common expectations about how your business does meetings. Everyone should know how to chair a meeting, how to take minutes, how to brainstorm etc. You should also set clear expectations about arriving on time.

5. Schedule breaks. Don't let long meetings continue without giving people a chance to take a break. Schedule the start and end time of the breaks and don't let people wander off for a coffee, cigarette or email break.

6. Have meetings standing up. Discomfort is a great way to focus people's minds and prevent unproductive conversation.

7. Hold meetings before lunch. Similarly, people are unlikely to tolerate overrun if they're hungry.

8. Schedule shorter meetings. Agendas always seem to expand to fill the time allotted to them. It's too tempting to schedule meetings for an hour or half an hour because that's the default in Outlook and other diary software. Try scheduling different times and different durations.

9. Finish meetings early. Try to finish at quarter to the hour so people can get to another appointment that starts on the hour.

10.  Ten-minute meetings. Try scheduling ten-minute meetings. Send out a very tight agenda and all the supporting documents in advance. Give everyone a brief opportunity to have their say and then move to a decision.

11.  Replace routine meetings. Status reports and so on don't need meetings. Don't let a 'same time, same place' meeting carry on after it has done its job.tips-for-meeitngs-1

12.  Deflect distractions. If an issue comes up that is interesting but off-topic, note it on a whiteboard or in the minutes so that it doesn't get lost. And then move on with the agenda.

13.  Shorter minutes. There's usually no need to record who said what; just what decisions you took and who is going to do what.

14.  Manage talkative people. Don't put talkative people opposite the person chairing the meeting – that way they won't always get eye contact and start talking. Don't be afraid to challenge repeat offenders (one to one, outside the meeting as a courtesy). “I'm always interested in your views but perhaps with a bit of preparation you could be more succinct in meetings.”

15.  Get everyone to contribute. If you are running the meeting, always ask quiet people for their views. They might have a critical contribution but lack confidence to speak.

16.  Use a timer. Make sure each meeting room has a large clock with a second hand on it. If time is short, set time limits on individual contributions or a strict timetable for each part of the agenda.

17.  Encourage brevity. Ask people to circulate lengthy reports in advance by email. Let people give high-level summaries but don't let status reports turn into lengthy monologues. Try to focus on the information that the meeting as a whole needs to know.

18.  Learn from your successes (and your mistakes). After each meeting, spend a minute to ask everyone what went well and what they would change next time. Those who don't learn from bad meetings are condemned to repeat them.

19.  Use document templates. Microsoft Word 2007 has lots of templates you can use to create an agenda or minutes quickly. You can use these as a starting point for your own company templates.

20.  Use a computer to capture actions. An HP notebook or tablet PC with a projector is a great tool for capturing minutes and ideas in a meeting. Whiteboards and flipcharts are okay for capturing ideas during a meeting, but a computer never runs out of space and it's easy to add and delete new ideas as you go.

21.  Project rooms. If you are working on a long-term project, consider setting up a permanent project room where all the meetings for that project take place. You can cover the walls with relevant material and keep documents and files in it. Or you could have a meeting room with a project wall.

22.  Be a Microsoft® Office PowerPoint® 2007. Office PowerPoint 2007 puts the control in your hands to create great-looking presentations. The special two-monitor Presenter View lets your audience see the slideshow on a projector while your notebook displays speaker notes, the current slide and a clock – ideal for staying on track.

23.  Avoid 'same time, same place' meetings. Regular meetings create a sense of continuity but it's easy to lapse into bad habits – no agenda, no minutes, and a bloated invitation list. The best idea is to treat each scheduled meeting like a one-time meeting.

24.  Ban email in meetings. If people spend all day in pointless meetings it's easy to understand why they bring notebooks and answer their email; but if meetings are going to get shorter and more efficient, you'll need their full attention. Offer this deal: we'll cut meetings in half so you can give your full attention to the meeting now and your full attention to your email later.

25.  Use Outlook to schedule meetings. Office Outlook 2007 has several features that make organising meetings much easier. These include the ability to see group schedules and other people's calendars as well as the 'Plan a Meeting' tool which automatically chooses a mutually convenient time for a group.

Last Updated on Friday, 27 May 2011 11:33
 
10 emails you should never send Print
10-emails-1

Something that can prove far more detrimental to your career, however, is the way you compose your everyday emails. We often treat email communication in the same casual manner as we do informal telephone conversations, and it’s all too easy to forget that there’s a flawless digital record of what’s been communicated.

Here’s a scenario most of us are familiar with, whether first-hand or as a witness to a colleague’s faux pas: an email with a crude joke or a funny picture that crosses into the personal-email realm is sent to a cluster of friendly internal contacts and accidentally included on the recipients’ list is the company CEO. Embarrassing for the sender? Yes. Grounds for dismissal? Unlikely.

Unlike verbal conversations, emails can be forwarded to the wrong people. Likewise, if a message is written in a hurry, it can end up sloppy or leave itself open to misinterpretation and, as a result, it can have nasty repercussions. It’s always better to think before you send.

Convenient email enabled devices such as a notebook also allow you to send emails from anywhere these days too, but it’s important to train yourself to send in “work mode”. Next time you reach for your smartphone, remember that you’re representing yourself and your company, no matter where you are.

10 email mistakes that could cost your job:

  • 1. Emails sent after happy hour
    Company happy hour after work? It’s probably best to save the Palm responses for the next 10-emails-2day and not to respond to emails from home after a night out.
  • 2. Sarcasm and dry humor
    Email is not a good medium to convey the intricacies of sarcasm, and often it can be taken out of context — with disastrous repercussions.
  • 3. Private matters
    Always better to separate business and pleasure — and using company resources for personal matters is generally a bad idea.
  • 4. Professional criticisms
    If it’s a small thing, say it over the phone; otherwise it looks too official and can cause unnecessary worry. If it’s really bad, discuss it in person.
  • 5. Personal remarks and gossip
    It’s very easy to treat email like water cooler conversation, but these emails can have a tendency to get ‘Forwarded’.
  • 6. Angry responses
    It’s easy to fire off an angry response without thinking, but not always easy to retract it. Best to put a delay on your email if possible, or wait a day before you respond if you’re really that upset.
  • 7. Bad language
    Most people just don’t do it, but for the few who do — it’s a terrible idea; swearing has no place in work emails.
  • 8. Company or industry secrets
    This one may well get you sued as well as sacked. Most companies have a confidentiality agreement you sign at the beginning of your employment that would be violated in this case.
  • 9. Racist/sexist language
    It’s best to avoid this in your everyday speech, as well as your work emails. Like the above, most people sign a zero-tolerance agreement which would be violated and such violations are grounds for termination.
  • 10.  Sloppy writing
    Even if it’s sent from your Palm while you’re at the beach, remember that your image is on the line.

Last but not least, if you work in government or other offices of interest to the general public, be extra cautious. Very abundant in the news are email leaks that get government and other official people in serious trouble

Last Updated on Friday, 27 May 2011 11:33
 
Work Changes During next 10 years Print
gartner-says-1

The world of today is dramatically different from 20 years ago and with the lines between work and non-work already badly frayed, Gartner, Inc. predicts that the nature of work will witness 10 key changes through 2020. Organizations will need to plan for increasingly chaotic environments that are out of their direct control, and adaptation must involve adjusting to all 10 of the trends.

Last Updated on Monday, 16 May 2011 10:07
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Dealing with Conflict Print

Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what he or she wants and actively works at achieving the goal. Knowing about conflicts is the first step in dealing and resolving them.

About conflict:

  • Conflict is inevitable;
  • Conflict develops because we are dealing with people's lives, jobs, children, pride, self-concept, ego and sense of mission or purpose;
  • Early indicators of conflict can be recognized;
  • There are strategies for resolution that are available and DO work;
  • Although inevitable, conflict can be minimized, diverted and/or resolved.

Beginnings of conflict:

  • Poor communication
  • Seeking power
  • Dissatisfaction with management style
  • Weak leadership
  • Lack of openness
  • Change in leadership

Conflict indicators:

  • Body language
  • Disagreements, regardless of issue
  • Withholding bad news
  • Surprises
  • Strong public statements
  • Airing disagreements through media
  • Conflicts in value system
  • Desire for power
  • Increasing lack of respect
  • Open disagreement
  • Lack of candour on budget problems or other sensitive issues
  • Lack of clear goals
  • No discussion of progress, failure relative to goals, failure to evaluate the superintendent fairly, thoroughly or at all.

Conflict is destructive when it:

  • Takes attention away from other important activities
  • Undermines morale or self-concept
  • Polarizes people and groups, reducing cooperation
  • Increases or sharpens difference
  • Leads to irresponsible and harmful behaviour, such as fighting, name-calling

Conflict is constructive when it:

  • Results in clarification of important problems and issues
  • Results in solutions to problems
  • Involves people in resolving issues important to them
  • Causes authentic communication
  • Helps release emotion, anxiety, and stress
  • Builds cooperation among people through learning more about each other; joining in resolving the conflict
  • Helps individuals develop understanding and skills

Techniques for avoiding and/or resolving (board-superintendent) conflict:

  • Meet conflict head on
  • Set goals
  • Plan for and communicate frequently
  • Be honest about concerns
  • Agree to disagree - understand healthy disagreement would build better decisions
  • Get individual ego out of management style
  • Let your team create - people will support what they help create
  • Discuss differences in values openly
  • Continually stress the importance of following policy
  • Communicate honestly - avoid playing "gotcha" type games
  • Provide more data and information than is needed
  • Develop a sound management system

Causes of board-superintendent conflict:

How does a school board cause conflict with a superintendent?

  • Trying to be administrators; overstepping authority
  • Making promises as board members individually
  • Involving themselves in labour relations or budgetary minutia
  • Not doing their "homework" and failing to prepare for meetings
  • Not following procedures for handling complaints
  • Not keeping executive session information confidential
  • Failing to act on sensitive issues
  • Failing to be open and honest with the superintendent
  • Making decisions based on preconceived notions
  • Not supporting the superintendent - lack of loyalty
  • Springing surprises at meetings
  • Having hidden agendas

How does a superintendent cause conflict with a school board?

  • Not treating board members alike
  • Not informing the board members of public concerns
  • Not providing adequate financial data or adequate information
  • Using poor public management practices
  • Making public statements before informing the board
  • Failing to be open and honest with the board
  • Not providing alternatives in an objective manner
  • Not adjusting to the new reality of an involved board
  • Not support the board - lack of loyalty
  • Springing surprises at meetings
  • Having hidden agendas

Elements of strong board-superintendent partnerships

  • Full disclosure
  • Frequent two-way communication
  • Careful planning
  • Informal interaction
  • Periodic evaluation
  • Mutual support

Courageous decision controversies:

The controversies usually involve:

  • Changes in the way "we've always done things"
  • Notions of fundamental values
  • Determined, articulate advocates for every side
  • Inability to compromise
  • Rampant rumors
  • Threats of retaliation at the polls at the next bond, levy or school
  • Board election

Resolving Conflict

Searching for the causes of conflict is essential to be successful in resolving the conflict. Nine possible causes of conflict include:

  • Conflict with self
  • Needs or wants are not being met
  • Values are being tested
  • Perceptions are being questioned
  • Assumptions are being made
  • Knowledge is minimal
  • Expectations are too high/too low
  • Personality, race, or gender differences are present

Reaching Consensus through Collaboration

Groups often collaborate closely in order to reach consensus or agreement. The ability to use collaboration requires the recognition of and respect for everyone's ideas, opinions, and suggestions. Consensus requires that each participant must agree on the point being discussed before it becomes a part of the decision. Not every point will meet with everyone's complete approval. Unanimity is not the goal. The goal is to have individuals accept a point of view based on logic. When individuals can understand and accept the logic of a differing point of view, you must assume you have reached consensus.

Follow these guidelines for reaching consensus:

  • Avoid arguing over individual ranking or position. Present a position as logically as possible.
  • Avoid "win-lose" statements. Discard the notion that someone must win.
  • Avoid changing of minds only in order to avoid conflict and to achieve harmony.
  • Avoid majority voting, averaging, bargaining, or coin flipping. These do not lead to consensus.
  • Treat differences of opinion as indicative of incomplete sharing of relevant information, keep asking questions.
  • Keep the attitude that holding different views is both natural and healthy to a group.
  • View initial agreement as suspect. Explore the reasons underlying apparent agreement and make sure that members have willingly agreed.
Last Updated on Wednesday, 18 May 2011 11:19
 
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