Making Connections?

Reminder: I will be speaking on Caroline Gavin’s podcast show on BlogTalk Radio, Purposeful Pathway on February 27th. I am looking forward to chatting with Caroline and honored to be her guest. The show airs at 1:00 pm on Wednesday and if you miss it “live” you can catch it here.

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It seems we share a common problem with other bloggers, business owners and organizations. In order to succeed you must connect with people. It doesn’t matter what you’re selling, pitching or want to become. Until you have built a loyal following, nobody really notices your efforts.

Connections are the new economy. Most of our shopping is done online through companies we’ve come to trust. Twenty years ago, we would’ve had second thoughts about trusting anyone online with our credit card information. Today, it’s a common practice.

In today’s economy connections are everything. Whether it’s customers or employees our ability to connect is what builds trusting relationships. It’s not about you or me. It’s about others.

Most CEO’s, presidents and management have a new role to fill and don’t have a clue how to win the confidence of their customers and employees in order to create a culture where everyone is connected. The top-down style of management is dead. The Industrial Age had its day and many companies that haven’t figured this out are slowly dying.

The top-down approach was always focused on the person higher –up the ladder. The CEO’s concern was keeping the board of trustees happy, the CFO was concerned about the CEO, and the supervisor was concerned about keeping their manager happy. Who cared about the employees and customers? Nobody!

During the Industrial Age the assumption was people had to have what you offered. Choices were limited. The Internet has allowed us to become a global economy. That’s why the top-down style of management totally misses the boat. That ship has sailed and is likely not coming back soon.

In the Industrial Age, it wasn’t imperative to establish a relationship; it was a matter of driving business through advertisement. The choices are so vast now, there is only one-way to survive- by building trust and connecting with those that matter most to your success. Companies are building trust through offering their services online; twenty-four hours a day, seven days a week. How are going to compete?

That’s why billboard ads are useless. Nobody pays much attention to those targeted signs. If people have a connection with you they care, if not; you’re wasting money that could’ve been spent on your resources (your employees and customers). They are the one’s seeking your loyalty.

The employees and customers are the bottom line. Not your stockholders, board or mantra. You only have two choices- connect or stay disconnected.

Every day you hesitate to connect you’re losing ground. When a car is disconnected from a train it has no momentum, it’s dead on the tracks. The remaining cars are able to travel faster and gather more steam for the journey. Disconnecting is isolation.

Sitting idle on the tracks of life is no comfortable position. While some see managing without the top-down approach as a loss of power, it’s really your only chance to remain powerful and become noble.

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.

Unique isn’t Scriptable!

One of the ideas of the Industrial Age was the use of scripts. Phone scripts, greeting scripts and even answers to common questions became scripted. If there was a way to standardize any form of communication it was scripted and required in the employee manual. I hate scripts.

The company first got the idea of a phone script from an employee who brought it to the attention of the management, who proceeded to think he was a boy genius for copying the idea from various other industries. Soon, this employee grew in popularity and he recommended the use of scripts to other management. They implemented his ideas eventually throughout the business.Years later, the company featured constant scripted messages on the computers.

Ironically, the employee who brought forth the idea of using scripts never practiced what he preached. Meanwhile, the brainwashing continues.

The main reason I dislike using scripts is it dehumanizes the ability of the employee to be genuine. Listening to someone ramble through a script is phony, insincere and nobody cares for it. Why not allow employees the opportunity to be creative or dazzle their customers? A scripted response isn’t genuine and it adds no value to your business.

When an organization uses scripts they are cutting corners towards mediocrity. A script can be memorized by anyone. It sends the message your business is trapped in the old Industrial Age mode of operation. We don’t want mindless robots, we want to see, hear and feel your passion.

When I hear someone reply with a script, it tells me you believe your employees are just numbers and the customers are stuck hearing their ambivalent monotone voice. It’s easy to assume something works when so many businesses do exactly the same thing. The problem is not one of those business distinguishes themselves by following a script.

Wouldn’t you rather stand-out?

Unique isn’t scriptable.

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.

Goodbye Cubicle Nation

I received a new lease on life when my job was eliminated at cubicle nation. Quite some time ago, I underwent a metamorphosis of sorts toward my own work mindset.

For years, I questioned why an organization would want to treat their employees poorly. I just couldn’t comprehend the concept. It was so backward, toxic and unnecessary. I started to question people in upper management who had retired. They quickly agreed it was a sick way to run a business.

Someone actually tried to explain the business practice is taught in colleges. I scoured the Internet hoping to find the class or subject. After my research produced nothing (other than psychological dysfunctional modes of management), I thought I hit a dead-end. Why is it a freaking secret!

Best Selling Author, Seth Godin, wrote a book called- Linchpin: Are You Indispensable? Seth described enough of the Industrial Age philosophy in the book to finally understand what I dealing with my entire working life. I live in what once a very dominant manufacturing city. Like most typical Rust Belt cities we’ve been decimated by the end of the Industrial Age. Although I worked in a non-factory environment it’s run with the same type of management mentality as a factory.

It’s fear-based management. The main requirement is conforming mentally and physically day after day, year after year. Your livelihood is held over your head with fear; through rumors, threats, evaluations and meetings. The reverberation extends for a period of time until something new is presented to show your allegiance too.

The funny thing was once I understood the mindset, I knew how to tune it out of my mind and not play the game. Gradually, I was able to separate myself physically and mentally from the silliness of the system. I began to realize my own creativity and ideas would be my only way out of this train wreck. So I started to focus on myself and what my best options for success would be.

That is when I started to change my thinking. If I woke-up and a good idea came to me, it was worth my time to write it down; even if it meant arriving to work late.

At that point I knew what I could do mattered more than what I had been doing! I felt empowered and my life suddenly had meaning.

I knew I wasn’t happy. I knew my career was basically a dead-end job. I no longer cared to be a hamster on the wheel or just exist. Life is too short to spend it living in fear.

So now I’m a free agent. I have no fear and no boss. I don’t set an alarm clock or commute to work. I can have fun or work hard when I want. My stress is gone.

I’ve left cubicle nation.

And it feels darn good!

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 Mask of Toxicity

Have you ever worked for a toxic workplace? It’s usually apparent by noticing the employees tension upon entering the hallowed halls. Sometimes, an entire industry shares the same atmosphere. It’s a cold vibe that exists when an organization is built upon profit and greed.

Sadly, the style permeated from the top-down is the root of the problem. The Industrial Age was loaded with organizations seeking greater power and control in the workplace. The management style was effective to increase profits for years. In the last few years it has become the downfall of many organizations.

Years ago, employees (and children) revolted by forming Unions. This buffer was needed due to factories hiring cheap child labor. The Unions helped to establish laws to prevent children from being hired and safety regulations. In those days, it was common for children to lose fingers, toes and limbs, resulting in entire family incomes being lost.

We’ve come a long way from those days, but we have so much more work to do!

A majority of toxic workplaces have their own compassionate mission statement, but how they operate has nothing to do with that philosophy. When greed overtakes a business, it’s the beginning of the end- individually and collectively as an organization. The narcissistic style of management sooner or later catches up with organizations bent on sucking the life out of their own companies and employees.

Corruption is a by-product of greed. It undermines the best companies and destroys from within. When leadership focuses solely on profit it usually turns a cheek to everything else. The status quo is all that matters.

Money spent on advertizing is wasted on the snowball of public opinion. Invariably, one bad decision is followed by another. Denial is a powerful and dangerous imposter for those seeking justification. Yet, she is all they have to seek approval.

The tension and stress associated with being trapped in this toxic environment isn’t worth the sacrifice. The headaches, anxiety, ulcers and fear associated with working in this type of situation aren’t worth paying the price for a paycheck. Most experts recommend seeking employment elsewhere. I must agree.

You deserve better. Life is too short to spend in a toxic workplace. Trust me.

 You’ll be glad to remove the mask of toxicity.

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.

Surveys- The Art of telling a Story?

For decades we wondered why survey results were somewhat hidden criteria. We scratched our heads wondering why the obvious issues weren’t addressed. Why employ consultants to be the middle man, wouldn’t a standard form with the right questions be quicker, accurate, cost effective and worthy? If some glaring issues needed to be resolved surely management could correct the situation.

Being naïve was the first mistake when we bought into the purpose of the survey.

The truth is surveys are a tool to gage how effective the organizations marketing campaign is perceived. Identifying what works and what needs tweaked. Surveys aren’t designed to identify your likes or dislikes. They don’t value your opinion, care about you or your needs.

It’s about perception and persuasion and buying into a story. It’s never been about fair, right or wrong.

The questions are skewed based on the marketing agenda. The consulting firm can offer suggestions on how to improve the organizational message. After implementation this ensures the same consultant group is brought back to follow-up with the next survey. Chances are improvement will be part of the results, once again ensuring the effectiveness of the organization and the consulting firm.

If the consultants can show desired output it’s a win-win situation for everybody.

Well not quite everybody.

When organizations settle for the outcome addressed on a typical roadside billboard, newspaper advertisement or media commercials the real story is never conveyed.

This is the reason most people forego Internet online marketing surveys- it provides no usefulness to the individuals needs.

Besides, we already know it’s a waste of time.

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.

Larry Siegfried - Beyond a World Champion!

In the Industrial Age- gatekeepers and permission controlled the scene. If we thought of a new idea, the first question always asked of anyone- what channels we needed to jump through to make it happen. Often we were given a brief explanation of “you can’t" or “it’s too costly” or discovered the idea was governed by a third party and if you had no association; the idea, thought or desire was dead in the water.

We were programmed to believe it wasn’t worth the time to attempt something new, unique or remarkable. Those parameters are slipping away and those businesses are dying- a slow death.

Today, it’s about trust, honesty and caring for the customer. The realization that the heart of the business is the customer/employee relationship is the new approach to successfully running a business. The top-down management theory is dying a painful death across America.

Successful Business Strategy

Former Ohio State/ Boston Celtic basketball player, Larry Siegfried, taught this principle for success 25 years ago after retiring from basketball and offering consulting services to businesses and State Prison inmates. Larry was decades ahead of the times, his total reversal of management style brought back something missing in corporate management and how people are treated. His bottom-up management philosophy produced some very interesting results.  

Inmates who followed his teachings of respect, dignity, and honesty not only remained out of the prison system, many prospered by becoming entrepreneurs. The motivational speeches I had the pleasure of witnessing were stunning, refreshing and contagious. 

Mr. Siegfried’s analogy turned some businesses off, they couldn't accept change. The drastic approach broke down the foundation of the top-down management theory. It basically operated on “The Golden Rule” and Christian based-principles. A simple, effective approach with a solid motive for everyone involved. Control, dictate and fabrication are nowhere to be found in this approach.

The role of management is to accentuate the experience, massage the outcome and empower the employees to do the right procedure based on the principles taught.

This unique and remarkable customer service experience provided is the idea that spreads.

World Champion On or Off the Court

I wish Larry Siegfried had published a book on the principles he stood for, lived by and gave to us. I somehow believe the accumulation of those ideas originated through his Mother, Sunday school teachings,his coach at Ohio State(Fred Taylor), the Boston Celtics organization, family and his life adventures of success. Although he is not properly credited for advancing this philosophy of change, I can’t help but think his idea slowly spread prior to the days of the Internet.

 And Larry is warmly smiling down on us- right now!

Thank you Larry!

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 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.

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.