The Recipe for Failure and the Path to Success!

Some businesses become so distracted by committees, meetings and the “push” of their immediate attention, the vital questions are no longer asked. It’s assumed all resources or possible processes are in place. Nothing could be further from the truth. The larger the organization the easier it becomes to fall into this mindset.

Poor leadership with little accountability from the senior management is the tip of the iceberg. The incompetence flows down to middle management and the lack of proper assessment continues. When the culture of a business is in a state of flux or change, fear becomes the only thing that matters.

Consequently, the organization is spending unnecessary funds, cutting services or budgets to compensate.  The focus on the results never leads to the correct question to improve the situation. Wash, rinse, repeat.

The denial continues because of fear. Nobody wants to be “that guy or gal” and risk their job by taking charge of making decisions or pointing out the real issues. It becomes solely about survival.  

The Recipe for Failure

·        It’s far easier for middle management to blame upper management and vice versa.

·        It’s far easier to spend time putting out fires, than to seek the source.

·        It’s far easier to rubber stamp everything instead of the risk of stepping on someone’s toes.

·        It’s far easier to assume all of our ducks are in line.

·        It’s far easier to operate by fear, instead of leadership.

·        It’s far easier to tackle problems we believe we can resolve, instead of the real issues.

·        It’s far easier to attend a “generic how to seminar” or hire a company who wants to tell you what you want to hear in order to achieve re-occurring business.

The Path to Success

 

Management and employees need to have the ability to offer suggestions and ask “why?” When the sub-culture of an organization is based on fear the costs are staggering. The manifestation of a larger problem exists when the culture of a business isn’t in-sync with the organizational goals.

I am now offering consultation advice services for businesses that want to turn their situation into a successful business strategy. Let me assist you in discovering the recipe for success. It doesn’t cost a small fortune and the only requirement is to have an open mind and willingness to change the internal dynamics of your business.

Don’t allow fear to permeate throughout your organization. The first step of any successful philosophy is admitting a problem exists. I have the ability to discover and develop a structured plan to resolve what is keeping your company from “doing something meaningful.” 

I won’t tell you what you want to hear. I will address the action needed to turn your organization into a winner. Together, we can map a plan of success for your business!

Please contact me, if I can be of assistance to your organization, business, or non-profit. Thank you!

jimcarver55@hotmail.com

 Until We Meet Again,
 Jim Carver

Consultant, Author and someone who cares about:
Something Meaningful that Matters!
www.successthroughmusic.com

http://jimcarver.blogspot.com/

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and third party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

Leader or Gatekeeper?

Photo used courtesy of:ndanger.

When you first became a manager or supervisor did you feel special? Perhaps you thought you were recognized because of your intelligence, problem solving skills or leadership abilities.

 

I hate to disappoint you. In all likeliness it was due to your ability to submit yourself to company loyalty. You weren’t necessarily the best candidate due to your skill set or work history.

 

Gatekeepers are chosen to protect the company at all costs- nothing more. The minute your loyalty is in question, you’re position is history.

 

Being a Gatekeeper is similar to a being a member of a cult. You become a member of the mysterious inner circle of protection within the hallowed halls of the company. This typical well paid position has its roots in the manufacturing era.

 

Times have changed, however; many companies are still operating in the past. Those businesses will continue to struggle until they change management styles.

 

Leaders serve their people and customers. Gatekeepers serve the company.

 

You are either one or the other. Do not confuse the difference.

 

It is impossible to confuse the outcome!

Until We Meet Again,
 Jim Carver

Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”
Something Meaningful that Matters!
www.successthroughmusic.com

http://jimcarver.blogspot.com/
 

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and third party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

 

 

 

The Alternative to Being Average



Photo used courtesy of: cliff1066â„¢)

The end of the Industrial age has already brought many changes in the way we do business. The problem is most employers and employees haven’t grasped the change in direction.

Many companies are still run as if they are factories and many employees are being treated the same as if they are factory workers. Worse yet, many of the employees have preconceived notions so ingrained into their brain; they don’t know the rules have changed.

The Race to the Bottom

From the first day of school; compliance, fitting in, and being average were drilled into our heads. Everyone used a #2 pencil; sat in a straight row, bells rang to signify the beginning or end of class, and we raised our hand to ask or answer a question. Formulated measures were used to teach compliance to the masses.

In order to produce more factories and sell more products we were taught that purchasing items would buy happiness. Mass television, radio marketing, and peer pressure were some of the ways used to get us to buy into the idea. Corporations became extremely wealthy. Unions prospered and employees earned a comfortable living style. Everyone was happy, waiting for the gold watch and retirement pension.

Then the unthinkable happened. Someone decided they could manufacture stuff cheaper. Factories moved overseas, many closed or were bought out and relocated. It was always about manufacturing something cheaper and faster. It always will be. That is what produced the Industrial age and it is the reason we can’t compete now. It’s a race to the bottom.

End of the Industrial Era

So here we are. The Industrial age has run its course. Suddenly fitting in, being compliant, and following the manual created an entire group of average people that can be replaced at a moment’s notice, with more average employees. No job security. This is the same type of employee sought after for a fast food business job. Where’s the progression?

The Alternatives

1. Be creative, innovative, and unique.
2. Stand out and make yourself a valuable asset to your organization.
3. Stop trying to fit in, stop being average, and unleash the chains.
4. If the business you work for doesn’t allow you to make a difference, change jobs (Chances are the organization will go the way of the factories anyway.)
5. Start your own business, do something you’ve always dreamed of, become that someone you always wanted to be.
6. Be a leader, not a follower!

Take charge of your life today and do something meaningful that matters.

Your future is only as secure as you choose to make it!

 

Until We Meet Again,

 Jim Carver

Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”

Something Meaningful that Matters!

 

www.successthroughmusic.com

http://jimcarver.blogspot.com/

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and 3^rd party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

 

The Wall of Fear!

One of the problems in business is the lack of support from management. Management should be a buffer between the frontline of the business to provide support for the employees with the customers. Also, management should be the support of the backline between upper management and employees.

 Too often in today’s business world a breakdown or total collapse occurs in one or both areas. High stress related careers become unmanageable when there is a lack of support. Quality suffers and morale plummets in situations where the buffering isn’t an ongoing activity.

The worst cases are when middle management appears to run by a dictatorship from the top down. The middle manager just passes the “push of persuasion” down to their employees. Wouldn’t a direct email do the same amount of collateral damage?

The sound of the crack of the whip would be the only thing missing.

Whenever middle management is run by fear the responses are the same. Leading by fear is a terrible motivator. The truth is the middle managers are probably more fearful than the employees. When managers become more concerned with “possibly looking bad”, rest assured you won’t find any support.



Photo used courtesy of: Daniel Antald.

Insecurity is fear and fear is when the lizard brain and survival instincts take over. At this point, nothing else matters. Providing a buffer-forget it. Truth, integrity, and common sense left the station a long time ago.

Actually, I am not sure why an organization needs many levels and sub-levels of management to operate in this outdated 1950’s style of the atrocity of class warfare. It seems to me if they can’t actually provide support or help, one gatekeeper could easily cover a good size herd. You shouldn’t need a small army to convince the sheep to be scared, be very scared.

Obviously, this type of situation is an unhealthy work environment. The bigger question is why would anyone want to work for an organization that fails to respect their employees or values their effort? Does the negative treatment make you believe there is no better job out there? Aren’t you worthy or have the years created self-doubt in your own abilities? Have you sold out your value and ethics for a paycheck?



Photo used courtesy of: Krossbow.

I think we all deserve better. I believe we could succeed in a work environment that operates on trust, integrity and support. I believe we could be happy, enjoy our jobs and work together for a common goal if an organization eliminates the use of fear in the workplace.



Excitement would fill the air and innovation could overtake an organization to levels of success never before thought possible. Imagine seeing smiling faces, motivated to a call of action. Instead of employees regressing on a daily basis, what if their disappointment only occurred when the implementation of a new process failed to reach the desired results?

Everybody united in a common quest for excellence.

But to do that, we must tear down- The Wall of Fear!

Are you with me?

Until We Meet Again,
 Jim Carver

Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”
Something Meaningful that Matters!
www.successthroughmusic.com

http://jimcarver.blogspot.com/

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and 3^rd party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

The 12 Steps of a Dysfunctional Business

1. The System creates the rules.

2.   If you have a question, ask us.

3. We create rules, but we don’t discern right from wrong.

4. We are not responsible for enforcing the rules.

5.   If you don’t believe so, ask us.

6. The enforcement is up to whoever chooses to follow or interpret.   .

7. Management is always correct and not responsible.

8. We just create the rules.

9.   If you don’t understand the rules- neither do we.

10. We just make the rules.

11. If you don’t believe us we will find someone who does!

12. If we cannot find someone to agree- see step one.

Until We Meet Again, Jim Carver

Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”Something Meaningful that Matters!www.successthroughmusic.com

http://jimcarver.blogspot.com/

 

Disclaimer- Books and links on The Rust Belt Chronicles contain affiliate marketing sources between Jim Carver and 3^rd party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

Does it Matter?

So many days, I have questioned if I am making a difference. Is staying awake half the night seeking clarity, thought, and silence to produce art worth it? Is the money spent on books and searching information to improve viewership worth it?

Does it matter?

Photo used courtesy of: Leeks.

The lack of comments within my blogs, often make me wonder.

Today was an unusual day. I was made aware of my responsibilities towards my readers and friends. Tonight, I realized the impact on people’s lives I made through my experiences of creating a friendship with one of my former band mates and one of my blog readers.

We often don’t get the opportunity or time for people to understand our nature, personality or core values. Sadly, most people are so busy in their daily lives; we all become lost in the noise and shuffle. Daily schedules, families, chores, and work permits us little time for ourselves or to reflect on the most important things in our lives.

I can’t tell you how good it feels to receive positive feedback from people. To know people understand where your heart is and respect you is something I cherish.
 
I couldn’t be happier knowing that despite the fact I am writing late into the night for two years; I am making a difference in some people’s lives and all those little victories eventually leads to a larger scale of followers, known as a tribe.
 
People are reading my blogs. I am slowly growing my business. I’d much rather build slow. Slow I can handle. When we rush- we tend to look for results quickly. When the desired results aren’t fulfilled, we become discouraged or quit. For me, it’s more like crash and burn.
 
But today was different.

It was my wake-up call to responsibility, an opportunity to feel I am a part of something special, that I started, and someone cares.

It was my time to reflect on something meaningful- that does matter!
 

I want to thank both individuals for inspiring me.

Until We Meet Again,
 Jim Carver

Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”
Something Meaningful that Matters!
www.successthroughmusic.com

http://jimcarver.blogspot.com/

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and 3^rd party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

The Narcissistic Style of Management

Corporations and businesses have an obligation to serve their customers and employees. We’ve seen managers who mistakenly abuse their authority as a gesture of their passion for the organization and are often rewarded for their aggressive style of manner.

Brief History Lesson: How the Narcissistic Boss was Born

Here in the Rust Belt, this type of narcissistic behavior is an ongoing problem. The poor behavior started in the factories. Over the years the need for a secondary class of workers fueled the manipulation of minds, status and the lowering of workers expectations. Thus the herd was formed.

But who is going to make sure the workers stay within our parameters and build widgets every day? The schools had teachers to instruct, the factory needed this type of person with far more authority. Someone who could create fear and increase the flow of widgets was desired. The Boss was created.

Somehow the race with competition and greed upped the ante. Enter the narcissistic boss!

Narcissistic Style of Management

Individuals who display cut-throat acts of superiority towards employees cause an incredible amount of psychological and mental harm to morale and emotions. Organizations that see this as a positive strength are ensuring a poor work performance, bad reputation, financial loss and their eventual demise.

If you somehow offend or disagree with this type of person, their quest turns into a personal vendetta for the good of the company. Narcissists receive it as a form of rejection and you will pay dearly. After all, a narcissist is never wrong; they are perfect. If you don’t believe me, just ask one.

The company mantra, dogma, slogan or mission statement is merely a desperate attempt at lip service at this point. The fact is: Nobody’s buying what you’re putting out as truth.

Starts at the Top

Companies hire aggressive people knowing that individual will control the workers and create fear to motivate their staff. This must change. Businesses are seeking the wrong behavioral role model to lead.

Eventually thousands or millions of dollars will be spent on surveys, consultants, meetings and marketing to seek improvement. Entire projects will be created or gutted, perhaps redesign the flow of business or even rebuild. (Just think what might have been accomplished financially instead of throwing money away.)

The Dog made me do it!

No different than an alcoholic denying the real problem for the root of their misery. It’s a top-down problem. When was the last time your organization looked in the mirror?

My Argument

We should be weeding out individuals with narcissistic tendencies, not seeking to hire, promote and reward selfish behaviorisms.

Hitler found it easier to start a war than to become an art student in Vienna.

Ideas to Create a Healthy Work Environment

·        Have a social and moral obligation to follow the “Golden Rule.”

·        It’s not about you, it’s about everyone.

·        When you’re wrong admit it. Being humble is good.

·        Your responsibility is to lead and serve, not seek and destroy.

·        Your mission is to inspire people, instead of creating fear and distrust.

Anything less is unacceptable!

Until We Meet Again,
 Jim Carver

Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”
Something Meaningful that Matters!
www.successthroughmusic.com

http://jimcarver.blogspot.com/

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and 3^rd party companies. I only recommend products, brands and businesses that I strongly support. Photos used on this site are used courtesy of the original authors and in no way endorse The Rust Belt Chronicles or my work. Thank you.

The American Dream

Here in the Rust Belt, the train left the station a long time ago.

I’ve witnessed companies being sold, downsized and relocated. I’ve seen people suffering, foreclosed on their home; families being torn apart and incomes obliterated all because they bought into a dream. The American Dream.

 I’ve read about CEO’s slowly bleeding companies dry, retiring and managing to receive a golden parachute deal and a hero’s pat on their back from board members who profited from decades of side deals.

The Government bailouts and buyouts were all designed to make someone else wealthier, a reward for playing the end game. You weren’t considered nor included. No trickle-down theory at work here; more a slow motion tsunami wave.

Photo used courtesy of: Earl-Wilkerson

When the Great train called The American Dream pulled away from the station, the cars weren’t full of people; the rows of seats were filled with common sense, hope and dignity.

The American worker is nothing more than a pawn. We were merely tools. The scheme we bought into is nearing its run. It’s time to take back our pride.

Discover your passion and calling, follow your heart and dreams. Build something new, design something innovative or write something provocative. Research a problem and discover a solution. Find something people need and fill the demand.

Start your own business or revolution. Make the world a better place.

Leave a legacy.

Do something!

Just don’t go near the tracks.

Until We Meet Again,
 Jim Carver Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”
Something Meaningful that Matters!
www.successthroughmusic.com
www.bestofvegaswebsite.com
www.paradisefitgranola.com

Disclaimer- Books and links on this website contain affiliate marketing sources between Jim Carver and 3^rd party companies. I only recommend products, brands and businesses that I strongly support. Thank you.

Keep it Simple!

One of the weaknesses in the business world is the inability of management to easily identify a problem. Minor situations become overblown by having too many people involved. Often quick solve issues are escalated far beyond the scope of the issue.

When management has too much time on their hands, feels insecure or needs too appear to have solved a problem, the solution can be quite costly, time consuming and accomplish nothing.

Photo courtesy of: Seattle Municipal Archives

Loosely identifying a problem doesn’t necessarily justify spending hours in meetings and complicating matters with ideas that create additional work, manpower and expense. Overkill is often a symptom of a bigger issue within larger businesses or corporations.

Running a full-blown drill to get noticed is not a sign of strength within a business. This type of posturing is common in law enforcement, politics and use of military force. Trust me, it is viewed as silly, unnecessary and diminishes your respect from others.

In this instance- the real problem is the new problem you’ve just created.

Perhaps it’s time we spoke with someone who works directly with the situation daily or actually do the work ourselves to properly assess the matter. It isn’t rocket science to learn the actual facts. Neither is a decision.

If you don’t have the time to evaluate properly- you’re already over your head.

Photo courtesy of: Show Us Your Toqwotee

No need to circle the wagons or call on the cavalry.

 Keep things simple!

Until We Meet Again,
 Jim Carver Author: The Legacy of David A. Wells- The Lexington High School “Band of Gold”
Something Meaningful that Matters!
www.successthroughmusic.com

What is your Company Culture?

Do you work for a company that operates out of fear? Do you report to work wondering if you will be laid off today? Does the mindset appear to be:  keep your head down… don’t look up… don’t ask any questions or else…work harder? Start a few timely rumors and keep the workers in a flux. This is the ultimate corporate recipe for disaster.

Photo courtesy of : laverrue.

Some companies keep their work force in fear for their jobs. They believe if they control their workers emotions the business will benefit from increased job performance. Too often, Management equates fear with power. Nothing could be further from the truth.

Businesses that choose to operate in this manner eventually burn people out and they seek employment elsewhere. This old fashion industrial-age method increases costs to the employer through constantly hiring and retraining replacement workers. Morale bottoms out and affects everyone, including your customers. Once customer service is affected your company is in the tank.

Fear is never a good motivator for any organization. People loose respect for an organization and lose sight of what truly matters. Anyone can walk into a business and within a few minutes of observing employee attitudes determine if a healthy work environment exists.

Fear erodes your business reputation from the inside-out!

Great businesses stand out immediately and the vibe is exciting, which extends to the customers.

The fact is… if your business operates using fear as the motivational tool; the problems are far more serious and deeper than how your employees are treated!

What is your company culture?

Until We Meet Again,
 Jim Carver Author: The Legacy of David A. Wells-The Lexington High School “Band of Gold”
Something Meaningful that Matters!

www.successthroughmusic.com
www.bestofvegaswebsite.com
www.paradisefitgranola.com