» Posts tagged ‘Employees’

… and, of course, who better to embody this powerful attribute than an orchestra conductor?

Imagine listening like a conductor, appreciating every note and intonation … recognizing that the bass section is too loud or the percussion section is interrupting the melody. We can use these principles to improve our own listening skills … apply them to all of our varied constituents … and with this simple measure, strengthen our communication and leadership skills and build a more successful organization.

Roger Nierenberg, a conductor of orchestras around the world, also observes that there are many similarities to being on the podium or in the corner office.

1. Have a clear and vibrant vision for your people’s success.
2. Listen carefully to your people.
3. Translate your agenda into directions that can be easily understood and executed by the players.
4. It’s not about you. It’s about how the orchestra sounds under your direction.

The North Bay Business Journal, a publication of the New York Times, is a weekly business newspaper which covers the North Bay area of San Francisco – from the Golden Gate bridge north, including the Wine Country of Sonoma and Napa counties.

This page provides the Print-Friendly Version of the article, as published.

Any related materials or articles referenced in the column, or otherwise applicable, will also be referenced below:

The electronic version of the article, as published, may be found here.

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Article published – November 2, 2009

Building a Business: Can small companies lead in “consumer-directed” health care?

Disconnect between consumers, providers needs to be solved

“The only way to keep your health is to eat what you don’t want, drink what you don’t like and do what you’d rather not.” - Mark Twain

Health care reform has become a cause célèbre with potential costs that will threaten many small businesses. That’s one of the reasons I’m attracted to the growing use of “consumer-directed” plans that require each of us to take a more active role in managing the financial side of our own health care.

The New York Times looks at some of these alternatives in “Making Sense of High Deductible Plans“. You should also consider the comments by John Mackey, president of Whole Foods, in his controversial op-ed piece explaining Whole Foods’ approach to health care coverage, a piece that caught the attention of the Obama administration.

Over the years, I’ve repeated ad nauseam my belief that the principal flaw in the health care industry is our lack of individual financial accountability.

Read the full post »

How do you create jobs? Finally, this question is finally getting some attention in Washington …  sadly, it took increasing painful unemployment reports to get this front and center … but from the ground floor where we live, I don’t see the efficacy of some of the programs being considered.

The NY Times summarized some of the current activity, focused around a jobs tax credit that would cover  2X the payroll cost of new employees over a 2 year span. While some of the details aren’t clear, some have suggested that companies would save about 15% in the first year, and 10% in the second year when hiring a new employee.

While this approach is probably endearing to many, I don’t think it will drive job creation. It’s a modest windfall for employers who are hiring, but I don’t think a 15% cost reduction is going to drive a business in the middle market to change their hiring strategy. Product demand is what drives hiring. Only when demonstrable and sustainable revenue growth is evident will employers begin to think about adding permanent employees to the mix.  A jobs credit won’t get many employers juiced about getting ahead of revenue growth in their hiring plans.

White Elephant? Red Herring? No matter. It won’t work.

Patrick Lencioni has got it right in his guest column in Business Week recently: There’s no substitute for taking an active interest in the lives of your employees. The MBWO – “managment by walking around” theory has always been popular in these pages as a simple, no-cost tool to stay in touch with employees … not to check up on them but to engage them in spontaneous dialogue, encourage their excellence, find out what’s getting in the way of their success, champion their ideas and causes.

You can help them find job fulfillment and dramatically increase their engagement in the company’s performance. Read this article, take it to heart and begin practicing it NOW!