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Decision-making: The cornerstone

Making decisions is the main activity of a manager. Any questions? Thank you very much.

As an old friend would say, that is precise and concise, no doubt, you can add?

And today's reflection is closely related to our image as an illustration because, although managers are primarily hired to make decisions in a number of questionable circumstances the level of authority that we have to carry out our primary mission-to make decisions-
commonly
As they say, we are bound, have a stranglehold not only limits our actions but we could become our worst nightmare in a given time. For that reason, business owners or managers in organizations should regularly monitor the level of authority granted and the decisions that they hope will make their managers. Usually when you assess a situation encourages the manager to do, do, make and do. But it turns out if you need to have transportation or any other element of logistics, the manager simply tells area if not authorize anything can not grant the request. When negotiating discounts, payment terms, delivery forms .... how often flamboyant managers should call rushing to a director who often is busy (and not always in something important) to consult and get a yes or no. On top of all this, if we were to receive a counter-proposal, we begin to play the classic phone cut that generate so much stress and frustration.

precisely we have called everyday topics .... to this page because we intend to expose contrasting realities in most of the time with the ease with which these issues are exposed in management theory and even common sense. For what reason? Because they need to be constantly analyzed and remembered by those responsible for compliance so that everything works as expected it will work.

review is exciting again and again he landed in Normandy ... With many thousands of soldiers, equipment of all kinds, logistics, war tactics, intelligence, nature .... to imagine you "Ike" Eisenhower with usual terms of a manager as we are? Safely be said that not every day a Normandy, nor any of us Ike to our directory full powers to grant us sejemante command and historic military action. Just consider it a good exercise to draw an imaginary line from that reality to ours and thoughtfully analyze if what we have today or grant a level of authority is appropriate to what we expect in terms of decision making and we demand from our staff managers.

We recognize that in many cases, we meet with supervisors, managers or managers boasting of such attributes and yet would be surprised if we had to resort to them in a situation making real decisions. Abound, as some believe it is healthy that the public thinks they are there immediately to resolve what may arise. However, in most cases, decisions that can take just might be written in three or four lines on a blank sheet.

In many cases these positions are used hierarchical like dominoes as objects or obstacles racing to stop carrying a major complaint. We know that these situations are highly stressful when it comes to such a claim under the care phone or a telemarketer. Needless to say at the counter of an airline boarding being just minutes and more terrible, when we are dealing with an administrator or doctor on duty at a hospital for a seriously ill family member.

we return to the beginning ... is so clear and simple concept ... The decision making is the main task carried out by a Manager. We in our organizations to make this possible? And if you definitely do not want to take big decisions and that everything happens for ourselves, we continue to press as if we were giving them powers of Eisenhower? Let's face the issue frankly and define a clear policy on what we expect from our managers, thus achieve better results and ultimately achieve a better organizational climate for the good of all.

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Description and analysis of charges: Important factor for successful job performance

Definitely that each person has very clear what their jobs and expected of him is a success factor in any type of organization, whatever its size or specialty.

As sometimes noted, these concepts clearly received in college, however, on behalf of moving from theory to practice, or on behalf of the speed at which we move or turn to the only constant is change, we are exposed to abuse this and finally get results below what we could get.

As always a little appealed to the memory and the quaintness of some characters from TV, we could look at what we saw of children. In these series each character clearly had a role to play. With the odd tinge, program after program, was expected contribution of each one and therefore we were also confident that the outcome would be successful, with the good triundo. Although obvious, we should review again in first place if our people are entirely clear what to do and that by which it will undoubtedly be evaluated. A few days ago told me a case of a director of companies in the past six months has changed frequently wizard. After a first analysis, the first thing we found is that the people chosen were good but the high degree of uncertainty as to their specific tasks and differentiation of the urgent and important was constant generated by the removal of their own volition or will of the director of each of these people.

Just as often happens with conflicts of hierarchy. In military life may be easier because the ranges are clear signs of who at any given time is up or down and the solutions provided. For example Admiral Nelson was the Commander Lee was the commander of the submarine itself. There was a lieutenant commander, sergeants, corporals, etc ... It was common in cases of stress the situation was resolved with "Is an order", regardless of the freedom they had to exchange views before or during a decision process. However, this is a point that tends to be neglected. Many times over, sometimes by default. Particularly

all have to be clear on what aspects of our performance, we evaluated "primarily." To what extent contributions to weigh or measure any parallel activities are considered. Obviously there are many managers and directors who appreciate more the "ductility" of its executive on the assumption that this is good in what originally was planned to undertake. This point in particular should lead to reflection and to seek demarcate their best to get the best that each one can give.

Mr. Spock for example, had in his nature a compente application logic very marked and therefore when the "emotional" had some difficulty to handle situations, therefore exposure It was a rather moderate or taken as a challenge. Instead, Captain Kirk was good improvisation, but always involucarba to specialists when something very specific, either communications or medicine.

It is worth remembering the strong link between personality and character of our people with the specifications charge. I emphasize this because we tend to think that someone is commercial is the most appropriate for example to negotiate, however this does not necessarily always happen. Whatever the specialty, there are many persons who do not wish to be exposed to improvisation or things out of a plan or just your daily routine. Others on the other hand, can not wait to "emerge something" to get out of what they are doing.

not defend ourselves by saying it is "obvious" what is expected of them. Nor that their tasks were explained by who was an employee or older. Cerciorémosnos and even ask for opinion or deliberate, we could face both positive surprises and negative regard. With this clearer than usual, we will build more stable relationships and will be a key factor for the success of our professional performance.

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The secret

Perhaps you are prepared or is preparing to find a great recipe, the great secret which will achieve unlimited success in the wonderful world of sales. The first time I'll tell you, for you from the beginning be prepared with all their energies is that .....

No secrets.

But before you decide to stop reading, let me explain what I have tried in these opening paragraphs is just try to step on land with what one another, over and over written materials found in many decades or perhaps no, centuries. As this site is intended to reflect together with seriousness and depth to everyday issues and successful managers who claim to be successful, you and I know that the issue of sales success is definitely a classic in the world of business and therefore Therefore we must treat the best way possible.

First of all I say that there are no secrets, so there are technical. If technical, it is definitely over time have been refined, improved and even theorizing, thus making it much available today to become a successful salesman who may in the past where possible, had to go behind a "master" that very little was transferred to quasi-magical knowledge to become better.

It should be clear that the sale converge numerous science, technology, art, well ... It is a human activity that includes many aspects of interpersonal relationships and thus to the extent we know these issues will be best prepared success in this fascinating profession. A good portion of people believe that selling is something innate in certain types of individuals. Others believe that having a good verbal will be sufficient a good salesman. We have to clarify at this point that one thing to sell and another thing is that one would buy, which in this case, it is the client who has sold himself and the call seller, it is simply a transaction manager.

is also clear that those who have proposed to study the techniques (including in innmuerables good literary works written by very talented people), practice and persevere, you definitely have obtained the result they expected. This should logically join them what we call a vocation. It is appropriate at this point to quote what wikipedia says about the vocation: It is a way of expressing our personality to the world of work, study, and all spheres, which manifests as available "natural" with certain activities and to prefer certain environments and contexts of activity. However, the vocation is not innate. Can be included under the term life plan. Therefore

find good and bad sellers, very successful or unsuccessful to the extent that each of these issues is considered in that person. However, it is necessary to state that a successful salesperson is not the product solely of their personal attributes and technique. Clearly the entire organization must converge to the sale to be successful. In the case of an individual seller will be very much the product, the environment, in other words 4P those we learned in marketing classes at the University: Promotion, Product, Place & Price.

Particularly found in the words of Og Mandino and his book The Greatest Salesman in the world, information and inspiration needed to trigger in me a very special attraction and passion to the profession. However, the book that came into my hands, came from a person who had given him a birthday and never read, the more likely he would have preferred something else and not a sales book for the occasion. In my case, I received it with much anticipation, I read forward, I believed, I trusted his words, tried to apply them according to their instructions and actually got very successful not only at the time but in the rest of my life from there.

What is the secret? Believe, trust, incorporating knowledge, apply it, endure, dream, passion .... Just take this time any of the professions that exist and perhaps a little more of each of these ingredients taking into account the peculiarities of the profession Seller. Anyway, we all have the right to say that each profession is unique and therefore each require that little bit extra to become successful in it.

It is therefore important to step out of these master recipes that are everywhere. It is not unusual to find the book Infallible Doctor's Advocate and the Secrets of winning all trials or perhaps, as being the best engineer in the world. However in the world of sales is very common to find these titles.

A evaluates a seller by sales volume .... Yes. Also if these sales charge, if your customers are satisfied, if sold under the specifications, if you sell in a timely manner, if properly used the database provided to you if you persevere in serving customers even when that day whether or not motivated or inclined to do so. Also if harmonizes with the other areas, if you cooperate to bring these many sales is also good business for the company.

In other words, we should not bet on the super hero capable of maintaining law and order in the city but rather in a balanced professional, technical and humanely trained, valued and able, mainly to work as a team and who has internalized enough the fact that in a good business organization are the result of a process of which is important but no single actor, as a great surgeon, regardless of their knowledge and techniques, without a proper operating room and instruments within of a particular hospital, could not achieve the miracle or event of returning health to their patients.

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Sales Performance Assessment: What is the most important evaluate? Organizational climate

One of the most significant aspects of management is precisely assessing the performance of our employees and thus assign a fair return to work, hubica where optimal performance and particularly where this, developing likewise, achieves the best results for the organization.

Moreover, it should be stressed here that everyone is entitled to be monitored and therefore we are entitled to receive clear instructions about our work, which clear rules as we evualuado Therefore, knowing beforehand what will be the pay and / or benefits we receive in return. There is nothing more exhausting than organizations where either its directors or its managers play cat and mouse in establishing precisely which are the rules and what are the benefits to be received for achieving goals. On the contrary, usually these are very clear about the sanctions of any kind, call for late arrivals, a system of permits, rebates, etc ....

As we review the different authors written materials on performance assessment, we find and easily understand what is being assessed of an individual as an employee in an organization. We also know that as the post goes up in the organizational, technical skills are becoming less important than management skills with which an operation or operator is judged primarily for their technical skills and a manager primarily for their driving skills and abilities minimally by proper techniques.

tribute to the first superman that he was on screen tv, what, we should discuss here is: What are the aspects that will give greater emphasis to assessing. In the case of our superhero, will strength? His approach to acting? Availability? Negotiated to avoid fights in the city is destroyed or directly acts no matter what is broken?

However, the assessment of organizational performance is strongly influenced by the values, mission and vision you have. But as the idea is not pasearnos from one place to another through the concepts, useful for us to reflect on what we consider ourselves more valuable and we attribute greater value for our partners. Sicronizar then logically agree with our superiors and ultimately ensure that we all see the same movie at the time of measurement, reward, punish or promote.

Obviously there are properties where there is no doubt the criteria to be used. But we know that in many organizations in the first place could be the ability to neutralize inquitudes place as the workers or employees. In others the ability to evade taxes (not to say to avoid) can also be assessed quickly at any price. On the contrary there are many organizations where ethics comes first, which requires making money but never at the expense of any kind of maneuver in terms of tax or labor laws. It is very accessible read texts the term management skills, ability to resolve conflicts, leadership, etc. .. but at what price? In what way? Under what ethical criteria? Ethics matters in this organization?

I know (I'm sorry to say), executives could hardly be called Junior, which are capable of anything just to "get away soon." With energy drinks, vehicles advanced (and high fees of course) and full agendas of key contacts are ready for everything and in spite of who they put in their way. These super kids always existed ... but is that what we want?

Therefore, my dear reader, we have to maintain a good meeting with our principals to ponermos good agreement that will be the main and will be the secondary when assessing the performance of our staff. In the case of technical skills, I am sure that we will agree, but when the rest of the aspects to be evaluated, not just always remember that we studied in college but the type of person or organization who are or want to be , where and how we are going. And finally what is the price (not necessarily money) we're willing to pay for it.

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Today

reflect together about the abuse. Possibly we prepare to talk about abuse, including physical violence and obvious situations, whether the have lived or been told to us.

turns out that the abuse has degrees and safely in the laws of each of our countries is more or less likely to obtain justice in the case there are complaints. As we intend to be successful managers, our thoughts should be directed not only to bulk or general to then say with satisfaction that these things do not happen to us or do not occur in organizations where we work.

remember the comment of a friend still relatively new in his work remained unpaid salary because it allegedly had not complied with the relevant procedures previously taken. Because your financial situation was poor (he had been without work for a long time before getting the job), the failure to collect that Friday will be put in an extremely difficult until the following Monday. By resorting to the appropriate officials, although it was not "abused", received responses that suggested: a) Learn the next b) Is your problem c) If you do not like there's the door.

abuse have different expressions and faces. Indifference, disregard, scorn, disinformation, "the right floor." Many human resource departments are basically "liquidators of wages." Many managers of HR, although professionals on his own, end up being one more gear to tighten nuts and enforce the rules so that no one even comes to mind to do some questioning.

Because we live in different countries may seem like a generalization. However, although freedom of association is guaranteed in the majority of us agree that there are few countries where we could actually find in practice some sort of support for everyday issues relating to abuse.

For this reason, managers, supervisors or department heads have a much bigger commitment in terms of ensuring the respectful treatment, cordial and considerate in our units. Is striking that there are a number of cases where these events occur in middle and lower levels without necessarily be those, ways to treat, by the owners of the company or its directors.

We must pay close attention to the abuse that somehow requires adherence to all kinds of jokes or hyperbole. Abuse often occur "friendly" or that inferred for the oldest or connoisseurs initiation rituals (ironically speaking of course), as a way to introduce the club and / or lead to indoctrinate on how to avoid problems and remain relatively well in the company.

We must not deceive in this matter. Above mentioned lack of communication and / or explanations on certain procedures. These ambushes that place the employee at ridiculously embarrassing or compromising situations, simply by not having the proper information about it. It is very difficult to achieve an appropriate organizational climate for example if people are pressured to adhere to these practices under threat of not last long, be replaced or sent to another division more difficult.

Unfortunately in many organizations (and entire governments for decades), employees opt for obsequiousness as the best way maltartos avoid suffering. Particularly if there are companies that have been or are still under dictatorial regimes, we find high profile cases. Generates sadness and helplessness often see whole groups obsequious attitudes. Those smiles fearful, those heads down or such quasi-military positions of consciously or unconsciously be firm to the upper turn.

We have a very clear position on the matter. Our employees must receive signals from our values \u200b\u200band therefore lead the way we deal with these situations. We can be us who we are critically conditioned to lose their jobs if we made the final consequences involving abuse. But it will be in those moments where you just have to apply read, studied, beliefs or convictions, because as they say will be moments of truth. Depending on the decision we make at the time and the actions we perform, we will define our future in this organization and to ourselves.

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Organizational Climate Vs Vs Abuse Locks & Planning

considerations in today, we will analyze the relationship between organizational climate and those organizations or within them, the business or production units where barriers and prevailing bureaucracy.

to recreate a little imagination, we are joined a photograph of the great escape artist Houdini Henry, who as we see, on many occasions was chained with the help and supervision of the current authorities to give greater credibility to their numbers.

definitely over the years, most of us get a degree, at least implicitly, in escapism because of the many obstacles that inevitably must learn to overcome if we are to succeed in our work.

What is surprising and worrying still is that much of the time, the barriers or obstacles are not in hostile territory outside but in our own organizations. The obstacles are often disguised as controls security. In other cases neat and exemplary administrative procedures, sometimes in risk-preventing mechanisms, whether credit, property or physical integrity salvaguardores the rest of the shareholders' equity.

Although it is often difficult to accept healthy creators and implementers of such barriers will feel the effect of their speculations. Recently, just listened to complain by phone to an executive who in the past, was in a position where it really was an expert (as Houdini) in the development of these "numbers." Now suffered delays, stress and high risk of failure due to management procedures and locks people in that same area where he worked. Of course, as was new in office, felt that way, while the rest of his new team, remained relatively calm before a near-daily fact as that was lived.

But we're definitely wrong if we continue getting used to these situations. As we noted on other occasions, damage to the organizational climate is too high and therefore their costs invaluable. You can never get the best out of each leaving we ignore repetitive situations (most severe) justifiable reason for this or that part of professionals or even directors or business owners. Like many Sometimes we test whether the formulas that we have inserted in a excel spreadsheet work properly modifying the figures, inserting a zero or one, we should exercise the procedures for finding constants obtaculizan processes or entire business. Some time ago, an alumnus of the university, I jokingly commented that the billing clerk of his company was working as usual coat and justifying its slow even when he was not coming to sell goods abroad. In other words, there were no sales, yet the biller was complicated, justifying their inaction or perhaps catastrophic system used, even without adjusting goods continued past transactions and "hard work."

would not have to continue to promote the specialization of Houdini or perhaps the famous Robert Wagner, in that the 60 series in the role of an expert thief, with such unique skills was required even by the government to solve intricate cases of espionage.

The desire for simplicity, that all flows should be first. The provisions of the members of the organization and act should be rewarded and recognized in the most prominently before the rest. On the contrary, the persistence of negative attitudes and rarely should be warned and promptly excluded at all times to safeguard both organizational climate and in fact, the results of the organization as a whole.

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Bureaucracy: The first thing first. Inventory Control

Possibly, in these early days of the year rush to catch up on all these issues that you left the last days of last year in your pending folder ... And possibly also find it convenient to analyze a bit that you do this coming year. We agree that most, both by training and by force of that power that surrounds us, we recognize that it is appropriate and important to conduct this exercise, the issue is whether really we do, as we do and how much, then we take into account. It is also true that inertia plays havoc with nature as a physical effect and also within each of us in spite of an occasional effort we put into it.

"Plans can be defined as drawings or detailed outlines of what will be done in the future, and the specifications necessary to achieve them." * These very compact definitions are found in our study materials and of course look like a mandate as clear and specific as the rules of mathematical principle of Luca Pacioli.


We know there are strategic plans, tactical or functional, operational .... but the important thing about all this right now is that before entering the maelstrom of everyday life to ourselves we point out some specific points that will help us without a questions both in our professional performance and in particular our inner life.

agree once again (or maybe for the first time through) externalize as accurately as possible the things we want and how we want. In general, we tend to be very good rather to make a sort of list of requests to God or to those entities they have devotions. In the professional field as we are a little more sophisticated but basically, the point worth noting is that we must be concrete, not to condition from the start and above all things clearly defined, it is what we want from either the depth of our convictions or our freedom and the supreme right to make and be happy.

The professional field is an expression (perhaps one of the most important) of what we want or what we believe we are called to do in this life. Therefore it is very important to first define or declare what we want for ourselves and immediately declare that want, we hope, in our professional work.

At this point there mainly to stop to get clear if where we are or what we are doing in tune with the first thing we have to define (or ourselves). Otherwise, as has happened and is happening to entire generations will live an eternal present of dissatisfaction with mere pleasant situations that will only prolong that feeling of search without answers or no destination nowhere to go.

tell me that there is a world that affects us. I'm not one who will tell you that nothing matters and that the same you achieve what you propose. It is foolish to simplify the process and would appreciate you very little if I told you not bear it in mind. But as Shakespeare said: "Nothing is true, nothing is a lie, everything depends on the eye of the beholder." And I say this because, as I learned from reading parallel to the religious and traditional training, many of these obstacles or constraints that we see in our way are just what that reality is pictured in our minds. Sometimes giant invincible sometimes unworthy negligible opportunities to exploit.

Examine these issues and as also said that emanated from the Bible, the rest will receive in addition.