Managers-Owners

Dear Managers and Owners, 

The times are new the challenges are new and because “Life is hard!”  Be a BANDIDO!” 

 

BANDIDO’s are the ones who want to change the system in a good way and help the poor to develop themselfs by taking from the rich ones.

If I may say, These are the ones who are remembered in time, not the rich ones or the poor ones.

The future Managers can be describe by what they say: “Everything starts with an idea” .

Yessss , but most of the time with a bad one….or an old one… 8 of 10 want to reinvent the warm water …

To achieve the goal of a good idea and to be able to fight “the future” in all its aspects YOU have to do :

THE NEW FOUR CHALLENGES – By hireing the right persons to do that tasks better then yourself.

The first of the four challenge is to find “the Thinkers” – this will define your “idea” and put the right questions.

Then you must find “the Builders” – these ones will convert those idea into reality.

Based on the past experiences and “problems” you have to find “the Improvers” – these will make your  “idea” into reality or better than before.

After these three challenges here comes the last ones – to find “the Producers” – these ones will do the work over and over again, delivering quality goods and services to the company’s customers in a repeatable manner.

In time when the business will grow, They will develop and have a syndicate, for sure. Keep that in mind. Don’t think that “if you can suppress one hole you can keep the fluid coming from a 100 holes…”.

This will be the circle of your business as many time when a new process begins again with a new idea and new ways of doing business will be enough developed as the old ones become stale.
As a company grows and reaches maturity, more of the work gets done by “the Producers” and “the Improvers”. However, without a culture of consistent improvement, “the Producers” soon take will take over and the implementing process to change will become slower and slower until it stops. This is when “the experienced ones in failures” are still in places. Long before this “the Thinkers” and “the Builders” have left ” the ship” for some new venture. “The Improvers” will soon follow to join their former co-workers and hire the new Producers to add some order to the newly created chaos. The old Producers who aren’t continually evolving, by learning new skills and processes, are left behind to fend for themselves. 

The key to success is by Maintaining balance across all four types as a constant and is a necessary struggle for a company to continue to grow, adapt and survive in this new  so called “global economy”. But always remember “the Chinese economy” will still lead a time and all the other will just FOLLOW them. In 80% of the sectors.

Every job has a mix of all four work types dependent on the actual work involved, the scope, the scale of the role and the company’s growth rate. To ensure balance and flexibility, all of these four work types should be taken into account when preparing any new performance-based job description. Now the “basic” point for a new-worker is almost as a manager.

In our concept of new management, here’s how the jobs must be done:

The Producers are the people execute or maintain a repeatable process. This can range from simple things like working on an inbound help desk and handling some transactional process like basic sales, to more complex, like auditing the performance of a big system, writing code, or producing the monthly financial reports. Producers typically require training or advanced skills to be in a position to execute the process. To determine the appropriate Producer performance objectives, ask the hiring manager to define how any required skill is used on the job and how its success would be measured, e.g., “contact 15 new customers per week and have five agree to an onsite demonstration.“ This is a lot better than saying “the person must have 3-5 years of sales experience selling to sophisticated buyers of drones.”

The Improvers are the people who upgrade, change or make a repeatable process better. Managers are generally required to continually monitor and improve a process under their responsibility. Building, training and developing the team to implement a process is part of an Improver’s role. Improvers can be individual contributors or managers of teams and projects, the key is the focus on improving a existing system, business or process. A performance objective for an Improver could be “conduct a comprehensive process review of the soft-drinks process to determine what it would take to improve end-to-end yield by 15%.”

The Builders are the people who take an idea from scratch and convert it into something tangible. This could be creating a new business, designing a complex new product, closing a big deal, or developing a new process. Entrepreneurs, inventors, turn-around executives, deal-makers, and project managers are typical jobs that emphasize the Builder component. Ask the hiring manager what big changes, new developments, big problems or major projects the person in the new job would need to address to determine the Builder component. An example might be, “lead the implementation of the new software supply change system over every business unit.” This is a lot better than saying “must have five years in logistics background and strong expertise with office software.”

The Thinkers are the people visionaries, strategists, intellects, and creators of the world, and every new idea starts with them. Their work covers new products, new business ideas, and different ways of doing everyday things. Ask hiring managers where the job requires thinking out-of-the-box or major problems to solve to develop the Thinker performance objectives. “Develop a totally new approach for reducing water usage by 30%,” is a lot better than saying “Must have 5-10 years of environmental engineering background including 3-5 years of wastewater management with a knack for creative solutions.”

Recognize that if you can build a management team with peoples where every person is comprised of a mix of each work type, with one or two dominant, you have a winner team. Likewise for every job. Most equipes require strengths in one or two of the work types. As you select people for new roles, it’s important to get this blending right. This starts by understanding the full requirements of the position, the strengths and weaknesses of others on the team, and the primary objective of the department, group or company. In the rush to hire, it’s easy to lose sight of this bigger picture, emphasizing skills and experience over performance and fit. This is how the Builders get hired instead of the Improvers and the Thinkers get hired when the Producers are required. 

NOTE: While there are only four work types, hiring the wrong one is often how the wrong work gets done.

So the moment of truth in a owner-manager life is to decide and recognize and most important is TO ACCEPT that is time for him to :

let the Thinkers -think ,
have the right Builders – build, 
Ask the Improvers -to improve 
And finally to keep an eye open to the Producers when they will produce!

When you have this new four division in place you have the company for the next millennium.

All the rest is just a frection to the cherry wood leg!

Sooner or later you’ll be pass by the one who understand that now you have to think before build and improve before produce!

So let us to do the work for you .

Because not even TRUMP didn’t sold any building to a better price that the market in past two years…

So there is no more “I have experience for ….. To do this ….” . 
How you can have experience in something new? BS.

Just because you use to eat at a SHABU-SHABU restaurant for past 5 years didn’t make you an expert in a a Shabu-Shabu fusion restaurant today ….

Yours, 
Florin Suciu

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