Category Archives: Uncategorized

How to make better decisions

Managers need guidance to make better decisions.

Managers need guidance to make better decisions.

Managers at all levels struggle with decisions. And, get this, research on managers across the country continues to validate this.

The decision making ability comes down to knowing how and having a culture that supports it.

Did you know that …

  1. 98% of managers fail to apply best practices in decision making.  Forbes.
  2. 82% of managers have no ability to hold others accountable.  Partners in Leadership.
  3. Decision making effectiveness is 95% correlated with financial performance. Bain Research. 
  4. A good decision framework can “drive 75% better decisions, 2x faster, with 1/2 the meetings and 20% better performance.” Forbes. Erik Larson. HBR. 

Managers need to know how to make better decisions and need the cultural structure around them to execute successfully.

Knowing how to make decisions

It relies on training. First, managers need training so they know the process of decisions. Then they need practice. Lastly, they need mentoring and coaching to build the skills.

What exactly is involved in a good decision?

That depends on the goals of the company. It depends on its metrics, culture, and guidelines for decisions.

Metrics

A good set of decision metrics comes from Bain Research.

Measure what you manage.
  1. Quality:  Choose right course of action.
  2. Speed:  How quickly do you make a decision?
  3. Yield:  How often do you execute decision as intended?
  4. Effort:  Do you put the right amount of effort into making and executing on a decision.

In addition, making a decision rarely affects only one person. Collaboration, accountability, communication, cooperation all come into play.

A culture to support better decisions

What exactly does culture have to do with making better decisions?

The best, most practical, to-the-point definition of culture is “the way we do things around here.” 

  • How we correct each other when mistakes are made. 
  • How we congratulate each other on successes.
  • Boundaries we just do not cross. 
  • How we disagree and come to agreements. 
  • How we communicate informally and formally. 
  • The degree of openness we accept.

To clarify, it becomes important a culture includes a management team that walks the talk. A management team that lives and breaths the decision making culture.

5 guidelines to make better decisions

Here a few quick guidelines:

  1. Consistency is crucial. Intent must match actions and must match results. So, if intent is in place and action appears to match but results don’t happen, then something is broken. It’s time to fix it.
  2. Code of behavior. This code guides the consistency.  The code helps prioritize behaviors, actions, each decision. 
  3. Communicate goals.  Goals must be clearly stated and assigned. Specific, measurable and attainable. 
  4. Roles clearly defined.  Ambiguity in roles will crush decision making. Saving the day, micromanaging blur the lines of responsibility and push the role back on the person saving the day. 
  5. Decision Framework.  A clean decision framework guides the manager through the most difficult decisions. It guides them through everyday ones. 

Now, put these into place and start making better decisions.

Need help making better decisions with your teams and emerging leaders?

Contact Phil Bride today. 503-753-9971 or phil@philbride.com

A conversation is easy and there is no obligation.

Happy Thanksgiving to all

Happy Thanksgiving

Happy Thanksgiving

Have a wonderful Thanksgiving.

Enjoy and be thankful for everything we have.

Best to all.  Phil Bride

Are you a leader or not? 5 questions–5 levels–5 rules

Know yourself well. Your strengths, talents, and blind spots.

Are you a leader or not?

Are you a leader or not? Yes or no.

Are you a leader or not?
Yes or No.

Have you ever wondered just what kind of leader you are? How good are you at leading?

By now we’ve all pretty much accepted that leadership has nothing to do with role or title. Leadership is much deeper.

It’s not so much whether you are a leader or not, you are. The question is about your leadership skills, knowledge and attitudes.

Trevor, a senior manager at a high tech company, and I met at a business mixer. Trevor’s company is going through growth spurts with flat growth for awhile then high growth. He has several direct reports now.

Trevor is worried that his “learn as you go” approach to becoming skilled at leadership is not going to cut it for very long. He’s starting to ask himself the right questions.

These 5 questions Trevor asked are good. They are not the only questions you might ask, but a good place to start.

  1. What level of leader am I?
  2. What affect does my style and attitudes have on others?
  3. How can I become more effective?
  4. How can I learn to delegate effectively?
  5. What does “to be effective” really mean?

We talked for about 20 minutes. I realized he was ahead of a lot of people in that he was asking questions about his own skills and knowledge. The perfect place to start.

Here are some quick guidelines to get Trevor and you started down the right path.

There are 5 levels of leadership as defined by John Maxwell.

  • Level 1: It’s all about position, title and authority.
  • Level 2:Now people start to follow you because of the relationship you’ve developed.
  • Level 3:People follow because of what you’ve done for the organization.
  • Level 4:They follow because of what you’ve done for them.
  • Level 5:They follow you because of who you are and what you represent.

5 rules that exist with leadership

  1. You always start at a low level with each new person, each new project, each new organization.
  2. People respond to you based on the level they see you, not the level you think you are.
  3. You always have to prove yourself in each level with each person.
  4. You cannot skip ahead levels.
  5. You can fall down levels in an instant. It takes time and energy to climb levels.

Your return gposts as you gpost your leadership skills and pay attention to gposting your team. As you move up the levels your leverage gposts.

Are you a leader or not?

Working with a mentor, a coach, an advisor is what the best of the best do to get better.

What are you going to do?


“Dominate your life with Focus, Decision and Execution.”

10 conditions that your organization is not aligned

10 conditions—where does your organization stand?

  1. Excessive meetings
  2. Cover-your butt mentality and decision-making
  3. Lack of personal accountability
  4. Communication problems
  5. Personality conflicts or power struggles
  6. Difficulty keeping employees motivated
  7. Time management problems
  8. Unacceptable results and unproductive teams
  9. Micro-management
  10. Staff turnover

Okay, so you are doing alright but may falter on a few. Or maybe, you suffer from a lot of these conditions.

The first question to ask yourself is, “What are you trying to accomplish with your organization?” This presumes you have a plan, have set goals and understand where you are going. Learn more about what it takes to get alignment for effective execution.

Now, just like in travel and sports, for business you have to know where you are. Imagine the ridiculousness of wanting to go somewhere but you’re not clear where you are or several people are in different places with their own ideas of how to get there. It’s so obvious that you don’t give it much thought when you plan a trip.

In organizations and teams it’s not so obvious. Here, alignment is crucial.

Consider understanding your team alignment through team assessment or individual assessments. Assessments give you the advantage of knowing objectively. You understand behavior styles (DISC), communication styles, motivators and de-motivators, and prefered styles of decision making.

Now is the best time to continue to improve.

What is your vision?

Before you can achieve long term goals you have to create them and before you create them you really need some kind of vision of what you want to achieve in the long term.

“First say to yourself what you would be; and then do what you have to do.” ~Epictetus

A vision is really a vivid picture of the future that you want. Vivid is a key word here.

Take a few moments and think about what you want long term. But first here’s a few guidelines to help you create your vision.

  • Keep it long term.
  • Make sure it’s yours, you believe it, you want it.
  • Fill in details while keeping the vision simple and straightforward.
  • Keep out the “I can’t,” the “ya, but,” the “it’s not realistic” and the temptation to make it yet another to-do on your list. This is bigger in scope and longer term.

What do you want? It is both very simple and hard. It’s simple because creating a vision really does come down to what you want. It’s hard because of all the negative talk from ourselves and others and contradictory short term goals we feel we must embed in the vision. Keep the vision simple and straightforward (KISS).

What you do with your vision?

You might just find yourself making long term and short term goals to achieve the vision if you really do want it. Now to make it happen get gritty about achieving those goals.

A joint study done by University of Pennsylvania, University of Michigan and West Point Academy defines “Grit: Perseverance and Passion for Long-Term Goals” as a key in achieving long term goals and vision for the future.

Vision —> Goals —> Getting gritty about achieving them.

You might considerworking with someone who can help you overcome some of the obstacles to creating a vision that has meaning for you and your organization.

Thanks for reading. -Phil Bride

< 2019 >
June
  • 11

    The 4-Week Manager Jumpstart

    12:00 pm-1:00 pm
    06-11-19

    “The 4-week Manager Jumpstart” webinar course guides attendees through management and leadership basics.

    The basics include communication insights into different personality types, value-based decisions, accountability and a time-tested decision process.

    Attendees will learn to put these concepts into practice in their jobs immediately to better manage teams and become even more productive.

    Consider this a mini-MBA course. A course lathered with practical solutions for new and experienced managers.

    12 pm to 1 pm Each Tuesday June 11 – July 2.

    Course Details  >>

  • 12

    Q&A Biz Meet up

    7:30 am-9:00 am
    06-12-19

    Presenting at at the Q&A Biz meetup.

    Welcome to your Command Center.

     

    Hotel Rose.

    Wednesday, June 12, 2019.

     

     

  • 18

    The 4-Week Manager Jumpstart

    12:00 pm-1:00 pm
    06-18-19

    “The 4-week Manager Jumpstart” webinar course guides attendees through management and leadership basics.

    The basics include communication insights into different personality types, value-based decisions, accountability and a time-tested decision process.

    Attendees will learn to put these concepts into practice in their jobs immediately to better manage teams and become even more productive.

    Consider this a mini-MBA course. A course lathered with practical solutions for new and experienced managers.

    12 pm to 1 pm Each Tuesday June 11 – July 2.

    Course Details  >>

  • 25

    The 4-Week Manager Jumpstart

    12:00 pm-1:00 pm
    06-25-19

    “The 4-week Manager Jumpstart” webinar course guides attendees through management and leadership basics.

    The basics include communication insights into different personality types, value-based decisions, accountability and a time-tested decision process.

    Attendees will learn to put these concepts into practice in their jobs immediately to better manage teams and become even more productive.

    Consider this a mini-MBA course. A course lathered with practical solutions for new and experienced managers.

    12 pm to 1 pm Each Tuesday June 11 – July 2.

    Course Details  >>

What Clients Say

“After working with Phil, from just one process we cleaned up, we reduced mistakes by 70% and are stacking up cost savings.” —Stan, Construction Business Owner.

“Going through the decision framework helped make a very big decision that was stressing me out. After the decision, I felt a huge sense of relief and our revenue jumped due to better focus.” —Jon, Software Construction Business Owner

“We’ve improved our sales per FTE by 30% once we clarified the gap through the SMART goals and I’m not yet done with Phil’s program!” —Tim, Business Owner

“I recommend that if you want to increase effectiveness, sit down with Phil.” —Michelle, small business owner

Coach Phil

Phil Bride

Professional Business Builder

Executive business coach

It's all about business, development, and execution

Phil Bride, MBA, AIC



Sharpen up

Clarity of direction, confidence in next steps

  • Get a plan you can execute
  • Prioritize like a pro
  • Get control over time

Push to the strategic

Up your game. Make things happen.

  • Set, execute a vision of accomplishment
  • Up your game on leadership
  • Get accountability in place

Align (new) managers

Team alignment—Up to speed quicker

  • Skills development
  • Collaboration
  • Project management

SERVICES

Coaching, training, development, facilitating

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