Author Archives: Tom Foster

About Tom Foster

Tom Foster spends most of his time talking with managers and business owners. The conversations are about business lives and personal lives, goals, objectives and measuring performance. In short, transforming groups of people into teams working together. Sometimes we make great strides understanding this management stuff, other times it’s measured in very short inches. But in all of this conversation, there are things that we learn. This blog is that part of the conversation I can share. Often, the names are changed to protect the guilty, but this is real life inside of real companies.

Note of Appreciation

“You want me to write a note, a handwritten note of appreciation to a member of my team? Sounds kind of corny to me,” Caitland resisted. “If you are really serious, can’t I just send her an email?”

“You could, but what would be the point?” I asked. “As long as we have been working together, my purpose has always been, leverage and impact. I am not trying to make you out to your team, as some warm and fuzzy person. In fact, this conversation isn’t about you. It’s about your team. It’s about leverage and impact.”

“I am not saying, I won’t write the note, I am saying I don’t know if it will make any difference.”

“Caitland, I want you to think, back through your life. Has anyone every written you a note of appreciation?”

Caitland’s face turned from resistance to a smile. She didn’t respond immediately. “Okay, I’m busted. Yes, I have one of those notes.”

“You mean, you still have the note?” I guessed.

“Yes. From seven years ago. I haven’t looked at it in a while, but I know exactly where it is.”

Giving Thanks

We gathered around the table. In a brief moment, the conversations stopped. Glances exchanged over the food prepared. And we gave thanks.

Management Skills Blog will return next Monday following the Thanksgiving holiday. For those signed up for Working Leadership Online, Monday also kicks off our next Subject Area – Bringing Out the Best in People.

Happy Thanksgiving.

Not a Babysitter

From the Ask Tom mailbag:

Question:
I am the manager of a team of project managers and several administrative-type “bargained” folks. I have been working with this team for 4 years, and we added another administrative person one year ago. There is constant conflict between this person and the rest of the team.

She is a horrible team player, extremely negative and continues to isolate herself from the rest of the team. My team is extremely close knit, except for this one person. She continues to alienate and isolate herself socially from other people on the team, and increasingly gets upset because she feels like people are ‘avoiding’ her. She says that people completely ignore her – and that she hates to come to work because is constantly alone all day.

I have coached, done team meetings about communication, team work and team building. The rest of the team benefits, not her.

Today she came crying into my office again saying that her team members ignore her and how awful it is to work here. I am a busy professional with so much on my plate, I don’t have time to continue to work on this with her. I am scared to death about saying to her “maybe you need to find another job” because of her bargained status.

Response:
I need more information related to the “bargained” status. Why does this make her a sacred cow?

I would make a deal with her. You will help her find a role that fits her. That role may be on your team, on another team in the company or on another team in someone else’s company. Her choice.

You are not a babysitter. You are not a social worker. You are not a psychologist. You are a MANAGER. Start acting like one. You and your team have work to do. It IS your job to determine the task assignments for your team, provide them with resources, select the members of the team and evaluate each team member’s contribution to the goal. Because I will hold you accountable for the performance of your team, you must also have the authority to de-select a person from your team. (De-selection does not necessarily mean termination, just means this person can’t be on your team).

You can be absolutely supportive in helping her understand the contribution she has the capability to make, including being a valuable contributor to a team effort. If that fits, great. If it doesn’t fit, get her off the team. Help her find another place where she can be happy.

As a manager, you can be sensitive and straight. We have work to get done. If she wants to be a part, she’s on the team. If not, be straight and sensitive and help her find a place where she does fit and make a valuable contribution.

A Completed Unit Counts

Victoria was stumped. She had always thought the only way to motivate people was to create a bonus or incentive program.

“So, if a bonus is off the table,” I started, “what could you create as a positive consequence?”

“I suppose, if I am around and notice something good, I could give them an attaboy,” she floated.

“And if you are not around?”

“That’s the problem, when I’m not around, things grind to a halt.”

“Have you ever heard, What gets measured, gets done?” I asked. “Why do you think that happens?”

“I don’t know. I suppose it’s because people think they are being watched even when they aren’t being watched.”

“Don’t be naive. People know exactly when they are being observed and when they’re not. Here’s why What gets measured gets done. Knowing that something was done correctly, one unit completed to the quality standard creates a positive consequence. But only if it was measured. If no one notices, then there is no positive consequence. If it gets measured, there is a positive consequence.”

“So, then I would still have to be there to count all the completed units?” Victoria resisted.

“No, they’re adults. They can count their own completed units, and post the number on the white board by their work station.”

“What white board?” Victoria asked.

“The one you are going to purchase and put up tomorrow.”

Celebrate With Us

Anniversaries. Don’t you love ’em? Management Skills Blog just celebrated five years of publishing. Captured an ice-cold Guinness with a clover leaf in the foam.

Our Next Project
For five years, we have been working with business owners and managers on how to create more effective organizations. It is time to release our next project. Go check out Working Leadership Online. During this past year, every couple of weeks, we recruited ten volunteers to help us test our platform, slowly creating a powerful online learning system. The pilot phase is over.

To load the system, we reserved 200 annual memberships, now available for $100.

What We Know

  1. Our participants have a day job, as a manager.
  2. Our participants are really busy.
  3. Our participants want to be more effective, now.

This is Real
Working Leadership Online is practical. There are no quizzes or tests. There is no make-work. This is not extra work. The Field Work is real.

At Your Pace
Participants login on their schedule.

Unforgettable
The problem with most training programs is they stop. After a few classes, it’s over, good luck. Working Leadership Online goes year-round. It changes the way you think about your role as a manager.

How This Works
Go to Working Leadership Online. Follow the FREE TRIAL link. Your first Subject Area is on us. Then you decide. We are holding the first 200 memberships. Word is already on the street, so we expect to close this offer in the next few days.

Here’s Some Feedback

This program is anti-matter to today’s barage of costly management solutions. The program covered a great deal of critical leadership material that managers can immediately benefit from. -Cathy Darby

Some people live online and I’m not one of them. I’d much rather be in a human presence. Having said that, after Tom’s first response he won me over. His honesty and feedback is invaluable. -Jane Hein

There’s a lot of valuable information in this course that isn’t easily available elsewhere, and the coaching from Tom in addition to accountability for actually carrying out the assignments makes for a solid learning experience. Keep up the good work. The online format makes the course accessible, and makes it easy to put into practice directly in a work environment. -Erik LaBianca

Your Investment
$100 for an annual membership ($8.33 per month). If your company won’t pay for it, maybe you should. Looking forward to seeing you online.

www.workingleadership.com

Here is the schedule for the coming year.

  • Nov 30 – Bringing Out the Best in People
  • Dec 21 – Jan 10, 2010 – Winter Break

2010 Subject Area Schedule (Total 15 Subject Areas in 2010)

  • Jan 11 – Planning – Your 2010 Business Plan
  • Feb 1 – Goal Setting – The Essence of Time Span
  • Feb 22 – Decision Making – Time Span of Discretion
  • Mar 15 – Managing Time – Managing Yourself
  • Apr 5 – Spring Break
  • Apr 12 – Communication – Mineral Rights Conversation
  • May 3 – Delegation – Leveraging Time Span Capability
  • May 24 – Control Systems and Feedback Loops
  • Jun 14 – Team Problem Solving – Time Span Inside a Team
  • Jul 5 – Summer Break
  • Jul 12 – Coaching – Bringing Value as a Manager
  • Aug 2 – Coaching Underperformance – Time Span and the Employment Contract
  • Aug 23 – Coaching High Performance – Time Span and Maximum Capability
  • Sep 13 – Fall Break
  • Sep 20 – Managerial Authorities – Time Span and Accountability
  • Oct 11 – Managerial Authorities – Time Span and Hiring Talent
  • Nov 1- Time Span and Effectiveness
  • Nov 22 – Break (Thanksgiving USA)
  • Nov 29 – Bringing Out the Best In People
  • Dec 20-Jan 9, 2011 Winter Break

Power of Reinforcement

“Maybe, I will have to give them some more training. That might perk them up,” Victoria replied. “The J-curve says that productivity on anything new will decline before it gets better, but more training might be the ticket.”

“And what else?” I prodded. Victoria was getting push back as her team took on more responsibilities.

“I guess I could talk to them, as a group, let them know how much I was counting on them,” she added.

“Those are both things that you could do, probably won’t hurt, but probably won’t have the impact you are interested in,” I explained. Victoria’s face twitched. She was looking for more approval than I was giving.

“Both things you suggest,” I continued, “occur before you get the behavior you want. Most managers go there. It’s not that it’s bad, just not very powerful. The power is not in what you set up before the behavior, but what you set up after the behavior. Consequences. And the most powerful consequence is a positive consequence.”

“You mean like a bonus?” Victoria guessed.

“A bonus is a reward, not a consequence. An immediate positive consequence is more powerful than a reward. Rewards are always delayed, can get taken away, the qualifications may change. Immediate reinforcement is more powerful than an uncertain reward.”

“I don’t know. If I can’t ply them with money, what can I do?” Victoria cringed.

Getting a Different Result

Victoria looked a little down. “Why the long face?” I asked.

“Ugh,” she replied. “I think I just entered the J-curve. We had to let two more people go last week, I had to reassign some of their work to other people. Empowerment, you know the drill. It’s tough getting people to do new kinds of work. Their new responsibilities are suffering, big time.”

“What do you think is the problem?”

“The new things they have to do aren’t that difficult, but I am getting resistance. And some of the new decisions they have to make, well, maybe, with a little experience they will do better.”

“Describe the resistance,” I shifted.

“It’s not really resistance. They don’t say anything. But I can tell. It’s like a blank look. A nod that says yes, but a feeling that says no.

“What do you think you are going to do, to get a different result?” I pressed.

“I am going to give it more time. Maybe things will improve.” Victoria was an optimist.

“And, what if they don’t improve? First, how will you know whether they are improving? And what if they don’t improve? What will you do differently?”

Change is Necessary

“Why are we making these changes?” I asked.

“We need to look at our efficiency. We will be a better company for it,” Henry replied.

“If that is only reason, then we are likely to fail in making these changes. Why are we making these changes?” I repeated.

“Well, when we sat down and looked at the numbers, because we did look at the numbers, our analysis showed that we needed to make some adjustments.”

“Your analysis showed that you needed to make some adjustments? Where does that need come from?” I pushed.

“Well, the need is pretty strong. Things are tight. Our market has changed. I don’t want to be negative, but we need to change to survive.”

“It is that need that will drive your changes. It is not that you want to become a better company, or should become a better company. It is only when you need to become a better company that you will. The question is why is it necessary for us to become a better company? You will become a better company only when it becomes a necessity.”

Time Span and Team Selling

From the Ask Tom mailbag:

We must have touched a hot button on Time Span in the Selling Process.

Question:
Can you talk more about the team selling approach. As my company grows, I am trying to move out of the sales area. In the past two years, we recruited three salespeople, capable guys, but when the big deal stalls out, I have to come in to close it. Will I ever get out of sales or is the team approach, with me as the closer, something we just adopt and live with?

Response:
Do what is necessary. The sales process is a designed process. When you are brought in as the closer, it’s not like a major league pitcher breaking down in the seventh inning. It’s all in the match. As your sales ticket gets large, the customer is likely to bring in more players to inspect the deal, kick the can around, ask questions. The larger the deal, the more likely a higher stratum player will be in the mix.

I have witnessed an entire deal stuck in an endless meeting cycle. The customer was uncomfortable because the salesperson was not matched with their Time Span. The differences in language, approach, depth of solution were all glaring. We brought in a higher Time Span player on the selling team and the deal got wrapped up in a ten minute meeting. It had nothing to do with the terms of the deal, the contract, a better sales technique or any specific objection. Five minutes after the meeting started, the customer had his pen out of his pocket. Five minutes later, we left the room with a signed contract.

Designing a team approach to selling is matching players on your selling team with the players on the buying team. Time Span helps us calibrate who those players are.

Matching the Hatch

From a comment posted yesterday to Time Span in the Selling Process.

Question:
Does the Time Span of the Solution “prop up”, like a crutch, the Time Span of the Sales Person? Does the Stratum of the Sales Person need to match the Buyer’s Stratum AND the Stratum of the Sales Cycle or is the Sales Cycle enough?

Say we have a Stratum III Solution for a Stratum III Buyer (match), yet we have calibrated the Sales Cylce at 3-6 months (Stratum II), so we have recruited and assigned a Stratum II Sales Force. Will the Sales Person (Stratum II) be mismatched to the Buyer (Stratum III), or is it necessary to have a Stratum III Sales Person? Of course, I would prefer to match it, but knowing how few Stratum III Sales People are out there, it makes Outside Sales hiring bleak.

Response:
Before the first cast, any good fly fisherman sits and observes the micro-ecosystem of the stream. The clue is in the hatch. Matching the hatch. The fisherman observes the bugs, the color, the size, the action, then pulls out a box of artificial flies to select the match.

Sales is a process of matching. Matching problems with solutions, matching buying cycles with selling cycles, matching selling people with buying people. The tighter the match, the more likely the completion of the sale. Neuro Linguistic Programming (NLP) helps us understand the importance of the match.

You can call it chemistry, people buy from people they like. NLP, as a science, demonstrates that we, as buyers, respond to people we like, and we like people most like us. At a physical level, the match is in breathing, energy, body language, dialect, facial expression. Often the match is unconscious. We call that natural chemistry, but from a scientific perspective, it is still matching, conscious or unconscious.

Understanding Time Span brings another dimension to understanding matching. People with the same Time Span will more likely be matched in the way they see the world (in terms of logic). Elliott Jaques very specifically described these patterns.

  • Stratam I – Declarative. This way of seeing the world is disjunctive. The elements of a solution may be in plain view, yet Stratum I may not connect any of the elements together. The discussion will be mostly opinion without evidence to support the position. Engaging someone in a Stratum I argument can be very frustrating, for there is no requirement of evidence to hold a strong opinion.
  • Stratum II – Cumulative. This way of seeing the world is conjunctive. Those same elements seen by Stratum I can be organized and connected together. This person can connect the dots. Often connecting the dots reveals the solution to a problem, especially if that solution has solved the problem before.
  • Stratum III – Serial. This is the world of cause and effect. While Stratum II can connect elements together, Stratum III can see cause and effect relationships between those very same elements. Cause and effect elements can be rearranged into system solutions.
  • Stratum IV – Parallel. But the world is made of many single serial systems. Stratum IV looks a one system and sees its impact on other systems. The role of Stratum IV is that of the integrator.

Now, we are back to matching. A Stratum II sales person may present a Stratum III solution to a Stratum III buyer, but when questioned about the “why” of the elements inside the system, the conversation will begin to fall apart. Some companies have successfully adopted selling teams comprised of Stratum II and Stratum III team members. Stratum II may gather customer information and identify customer problems. Stratum III may take that information and create a system solution. The selling team may now interface with the buying team, put together for the same reason we put together our selling team. In this process, we still have to identify the decision maker, but also the influencer, the technical expert, the user, and the transaction person.

Matching the hatch. Understanding nature. Understanding Time Span helps us design a more effective sales process and select players for specific roles inside that process.