Procedures Team Quotes

The crew’s attachment to procedure instead of purpose offers a clear example of the dangers of prizing efficiency over adaptability.

Great teams are not created with incentives, procedures, and perks. They are created by hiring talented people who are adults and want nothing more than to tackle a challenge, and then communicating to them, clearly and continuously, about what the challenge is.

Shafiul's English, it must be said, is limited (although as one wag pointed out, not as limited as his interrogators' Bengali). So when he was asked whether he had deliberately tried to disrupt Trott's elongated guard-taking procedure by aborting his own run-up, he insisted there had been no plan. Pushed moments later on whether [Jamie] Siddons had spoken to the team about the need to disrupt Trott's elongated guard-taking process, Shafiul nodded jubilantly. We were left none the wiser.

QUESTIONS TO CONSIDER • As you survey your company-wide policies and procedures, ask: What is the purpose of this policy or procedure? Does it achieve that result? • Are there any approval mechanisms you can eliminate? • What percentage of its time does management spend on problem solving and team building? • Have you done a cost-benefit analysis of the incentives and perks you offer employees? • Could you replace approvals and permissions with analysis of spending patterns and a focus on accuracy and predictability? • Is your decision-making system clear and communicated widely?

understood that part of the reason large teams are crippled in their ability to innovate and move fast is that because it’s hard work to manage them, companies build infrastructure to make sure people are doing the right things. But the teams I saw that accomplished great stuff just knew what they most needed to accomplish; they didn’t need elaborate procedures, and certainly not incentives.

Traditionally siloed technical teams interact through complex ticketing systems and ritualistic request procedures, which may require director-level intervention. A team taking a more DevOps approach talks about the product throughout its lifecycle, discussing requirements, features, schedules, resources, and whatever else might come up. The focus is on the product, not building fiefdoms and amassing political power.

The upper management team had informed me that an employee that worked for me was a poor performer and would be terminated soon. This employee was clearly displaying mental health issues that were causing problems in the workplace. When I followed the company procedures and reported this to human resources, their response was to inform me that my contract would not be renewed and I would be immediately fired if anyone complained about me. This was my introduction to how mental health issues are handled in the USA.

There has been so much misinformation spread about the nature of this interview that the actual events that took place merit discussion. After being discreetly delivered by the Secret Service to the FBI’s basement garage, Hillary Clinton was interviewed by a five-member joint FBI and Department of Justice team. She was accompanied by five members of her legal team. None of Clinton’s lawyers who were there remained investigative subjects in the case at that point. The interview, which went on for more than three hours, was conducted in a secure conference room deep inside FBI headquarters and led by the two senior special agents on the case. With the exception of the secret entry to the FBI building, they treated her like any other interview subject. I was not there, which only surprises those who don’t know the FBI and its work. The director does not attend these kinds of interviews. My job was to make final decisions on the case, not to conduct the investigation. We had professional investigators, schooled on all of the intricacies of the case, assigned to do that. We also as a matter of procedure don’t tape interviews of people not under arrest. We instead have professionals who take detailed notes. Secretary Clinton was not placed under oath during the interview, but this too was standard procedure. The FBI doesn’t administer oaths during voluntary interviews. Regardless, under federal law, it would still have been a felony if Clinton was found to have lied to the FBI during her interview, whether she was under oath or not. In short, despite a whole lot of noise in the media and Congress after the fact, the agents interviewed Hillary Clinton following the FBI’s standard operating procedures.

After initial annoyance about the surprise drills, the Pentagon quickly saw value in the president’s interest. “It is the first time in years that they have a president who takes his role as Commander-in-Chief seriously,” a White House aide bragged. “They’re ecstatic.” Amid Vietnam, Watergate, and a relatively calm period of the Cold War in general, Johnson, Nixon, and Ford had shown little interest in the emergency procedures, which for the most part had continued to chug along far off the White House’s radar. Carter’s administration, on the other hand, ran the only full-scale activation of the Greenbrier congressional relocation facility—on cue, the Forsythe Associates team hauled hundreds of desks out of their warehouse on the resort grounds and—while the conference facilities were closed to the public—set up the exhibit hall as if Congress had successfully relocated there. Outside the small Forsythe Associates crew, none of the resort guests or staffers noticed. •

Proper procedure for invading a house is to take a four-man team and “stack” it outside the door. That means the men are essentially in a line--numbered on through four. Number four comes around to check that no one has booby-trapped the house. He nods to number one. Number one then leans back on number two, number two leans back on number three, number three then pushes back forward on number two, number two pushes back on number one, number one nods to number four, and number four kicks in the door. Number one runs in, followed by two, three, and four. Everyone makes sure that the room is clear and then everyone stacks back in place for the next door. This is the way you move strategically and stealthily through the house until all is secure and any targets are apprehended. We arrived at our target house and Jerry was all fired up to knock in the door. We are all stacked up and I was number one, so I was the point man and Jerry was number four so he was the door kicker. We were all ready to roll until all of a sudden I saw something and held my hand up to motion, STOP! Then I put my finger next to my mouth and motioned for everyone to shush. There was a broken window in the door. I reached in through the jagged, broken glass and without making a sound I turned the knob. I just opened the door. I could see the look on Jerry’s crestfallen face. I had ruined Jerry’s moment.

Even though the Internet provided a tool for virtual and distant collaborations, another lesson of digital-age innovation is that, now as in the past, physical proximity is beneficial. There is something special, as evidenced at Bell Labs, about meetings in the flesh, which cannot be replicated digitally. The founders of Intel created a sprawling, team-oriented open workspace where employees from Noyce on down all rubbed against one another. It was a model that became common in Silicon Valley. Predictions that digital tools would allow workers to telecommute were never fully realized. One of Marissa Mayer’s first acts as CEO of Yahoo! was to discourage the practice of working from home, rightly pointing out that “people are more collaborative and innovative when they’re together.” When Steve Jobs designed a new headquarters for Pixar, he obsessed over ways to structure the atrium, and even where to locate the bathrooms, so that serendipitous personal encounters would occur. Among his last creations was the plan for Apple’s new signature headquarters, a circle with rings of open workspaces surrounding a central courtyard. Throughout history the best leadership has come from teams that combined people with complementary styles. That was the case with the founding of the United States. The leaders included an icon of rectitude, George Washington; brilliant thinkers such as Thomas Jefferson and James Madison; men of vision and passion, including Samuel and John Adams; and a sage conciliator, Benjamin Franklin. Likewise, the founders of the ARPANET included visionaries such as Licklider, crisp decision-making engineers such as Larry Roberts, politically adroit people handlers such as Bob Taylor, and collaborative oarsmen such as Steve Crocker and Vint Cerf. Another key to fielding a great team is pairing visionaries, who can generate ideas, with operating managers, who can execute them. Visions without execution are hallucinations.31 Robert Noyce and Gordon Moore were both visionaries, which is why it was important that their first hire at Intel was Andy Grove, who knew how to impose crisp management procedures, force people to focus, and get things done. Visionaries who lack such teams around them often go down in history as merely footnotes.

Attorney General Lynch agreed that it made sense to do that. But then she quickly added, “Call it ‘a matter.’” “Why would I do that?” I asked. “Just call it ‘a matter,’” came her answer. It occurred to me in the moment that this issue of semantics was strikingly similar to the fight the Clinton campaign had waged against The New York Times in July. Ever since then, the Clinton team had been employing a variety of euphemisms to avoid using the word “investigation.” The attorney general seemed to be directing me to align with that Clinton campaign strategy. Her “just do it” response to my question indicated that she had no legal or procedural justification for her request, at least not one grounded in our practices or traditions. Otherwise, I assume, she would have said so.

How do you shift responsibility for performance from the briefer to the participants? How much preparation do people do prior to an event or operation? When was the last time you had a briefing on a project? Did listeners tune out the procedures? What would it take to start certifying that your project teams know what the goals are and how they are to contribute to them? Are you ready to assume more responsibility within the leader-leader model to identify what near-term events will be accomplished and the role each team member will fulfill?

So Medtronic adjusted not only its marketing efforts, but also the services it provided to directly target potential patients. For example, in conjunction with local cardiologists, Medtronic organized heart-health screening clinics across the country—providing prospective patients with free, direct access to specialists and high-tech equipment without having to go through an overwhelmed GP first. The question of paying for a pacemaker and the attendant medical services was no small concern. So Medtronic created a loan program to help patients pay for the pacemaker procedure. The company initially assumed that patients might be drawn to loans that actually expired upon the patient’s death, so that they were not saddling the family with the burden of debt—the emotional and social component of their Job to Be Done. And, as the Medtronic team learned from patients themselves, that was what they often wanted. But friends and family wanted something different: they tended to rally around a patient to find the money necessary. In those cases, the patient was more likely simply to need a bridge loan until those funds could be gathered. Medtronic made sure that the loan process was not daunting for the family: a loan is typically approved within two days, requiring minimum paperwork and entailing no asset mortgage. The experience of navigating the complex web of health care in India could be overwhelming for both patients and their families. So the company began to work with local hospitals to create a patient counselor role, initially calling them “Sherpas,” that helped patients navigate the often mind-boggling bureaucracy of a hospital, keeping their procedure and aftercare as top priorities. The patient counselor role became so popular that hospitals asked if the company would allow patients obtaining pacemakers through traditional routes to seek assistance from a counselor, too. Seeing an opportunity to further identify Jobs to Be Done from within the hospital system, Medtronic jumped at the chance. “At the end of the day, we realized the role was such an important position, we adjusted the role. And we were OK with it,” Monson recalls. “It ingrained the value of that person into the entire hospital system, and thus our business model. And it made us the partner of choice. To me that was a clear example of hitting a Job to Be Done.” The first Medtronic pacemaker distributed through the Healthy Heart for All (HHFA) program in India was implanted in late 2010. Medtronic currently has partnerships with more than one hundred hospitals in thirty cities. India is considered to be one of the most high-potential growth markets for the company.

But Dragnet evolved slowly. Webb pondered the idea he had received from Marty Wynn and developed it for more than a year. Realism should be the show’s hallmark: the stories should be authentic to the last sound effect. He began hanging out at police headquarters, riding with detective teams on house calls. He attended classes at the police academy, becoming fluent in police terminology and technique. But when he prepared his series proposal, NBC was unimpressed. It sounded like just another cop show, without the contrived thrill trappings. Webb was told to prepare an audition record: he had one week to pull it together. With his audition disc in hand, his next job was to obtain the cooperation of the police. This was essential, for the series Webb envisioned could not be done without it. He wanted to get his stories from official files, to show the step-by-step procedure used by real officers in tracking down a real criminal.

The church celebrates people, possessions, and performances without a hunger to know the principles, practices, processes, procedures, and philosophies of attaining such heights. Therefore, our members remain fans and commentators, instead of team players. Commentators and fans don't get paid and don't win medals.

The first purchase order from the army for 900 canvas-topped Gypsies came in January 1991 and the vehicles were to be delivered before 31 March of that year. Maruti manufactured the vehicles and they were parked for inspection in the factory. Army rules required that each vehicle be inspected by their own inspectors. The inspecting team would check only seven or eight vehicles in a day. It was obviously impossible to complete inspection of 900 vehicles in the time available. The inspection agency would not accept our submission that the vehicles were mass produced, following a well-documented system for quality control, and that sample checking should be adequate. They would also generally not accept Maruti’s explanation that what were being pointed out as defects were not really defects. As was foreseen, the delivery date expired before the bulk of the vehicles had been inspected. Once that happened, inspections stopped. The purchase order had to be revalidated before the remaining vehicles could be inspected. The process of revalidation took another nine to ten months. In the meantime, the vehicles were standing in the open in the factory, braving the elements. The system was not concerned about the consequences. K. Kumar made several visits to the army headquarters and met officers at various levels, to explain the Maruti-SMC system for ensuring uniformity of quality and adherence to specifications. He pleaded for expediting the process of inspection, but in vain. Kumar and I then met Lt. Gen. M.S. Bhullar, who was director general quality assurance in the army, and pointed out that exposure to the sun and rain would damage the vehicles and neither Maruti nor the army was gaining by rigidly following tortuous government procedures. Quality, I argued, was produced, not inspected and suggested that the army work out some less cumbersome methods of inspection. But the army was not willing to accept this point of view.

Diversity, Equal Opportunity, and Success are Core Principals Driving the Mission of the Green Card Organization of the United States of America The Green Card Organization is a reputable institution that provides a service for individuals who have a desire to immigrate by implementing a wide variety of services from basic to the most complex. The Green Card Organization can ensure error-free applications by assisting any individual who requires additional aid to simplify the process and guarantee a complete and accurate submission. Plenty of legal procedures are made easier, and by working with the Green Card Organization, their specialized services can fit the need of any client. The Green Card Organization provides expertise on the Diversity Visa (DV) lottery program. This program can be difficult to complete without error, as over 40% of applicants that are self-handled are disqualified due to inaccurate information. This lottery allows only one submission per year, and the Green Card Organization believes their assistance will guarantee qualification and the possibility of obtaining a Green card. “For everyone the process of receiving a Green card is different, however when that amazing moment comes that you will receive confirmation, we will be here to help. Time is of the essence when it comes to the process of a successful Green card applicant, it is important to go through the immigration process according to the timeline and correctly. Delays in the process can result in termination. Here at our organization, we will make sure that everything happens quickly and correctly for you. Our team of immigration experts will keep everything on track and assist you with all the necessary procedures. We provide personalized services and will make sure that no opportunity is missed to help each and every one of our clients achieve their goal. Your success is our success!” The Green Card Organization website provides important immigration information, such as different ways to obtain a Green card. The Green Card Organization explains that one of the most common ways to receive a Green card is through the sponsorship of a family member. The family member must be a U.S. citizen, or a Green card holder themselves. Additional details describe instances on who is permitted to apply for a Green card so the client is able to make certain they are eligible. Another way the Green Card Organization explains how to obtain a Green card is through a job, meaning their professional background and/or business dealings. An employer can petition for an employee to get a Green card, but they first must obtain a labor certification and file Form I-140, known as the Immigrant Petition for Alien Worker. Other individuals who deal in American Investments may apply for the Green card if they have sizeable assets in the United States. Any individual can self-petition and apply for a Green card without a labor certification as long as they are able to prove that they considerably contribute to the American workforce. The Green Card Organization provides a list of special jobs regarding professionals who are permitted to apply for a Green card with Form I-360, known as the Petition of Amerasian, Widow(er), or Special Immigrant.

The remaining lymph nodes may become damaged if the IV were to get infected or by the meds/fluids running through it. This could result in permanent lymphedema in the affected extremity. Note that this is most common with mastectomies but also applies to any procedure where lymph nodes were removed. If no lymph nodes were removed then it is OK to use the arm even with a mastectomy.

The team at DFW Stem Cell Centers are experts in advanced stem cell therapy procedures. We've been serving the community for years and we strive to have the most cutting edge innovations available to our patients.

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Sure this Koteks is part of some underground,” he told her a few days later, “an underground of the unbalanced, possibly, but then how can you blame them for being maybe a little bitter? Look what’s happening to them. In school they got brainwashed, like all of us, into believing the Myth of the American Inventor—Morse and his telegraph, Bell and his telephone, Edison and his light bulb, Tom Swift and his this or that. Only one man per invention. Then when they grew up they found they had to sign over all their rights to a monster like Yoyodyne; got stuck on some ‘project’ or ‘task force’ or ‘team’ and started being ground into anonymity. Nobody wanted them to invent—only perform their little role in a design ritual, already set down for them in some procedures handbook. What’s it like, Oedipa, being all alone in a nightmare like that? Of course they stick together, they keep in touch. They can always tell when they come on another of their kind. Maybe it only happens once every five years, but still, immediately, they know.

These days, writing is a team effort. The traditional image of a writer is of a rather solitary figure, but the reality is that technical writing is now often a highly collaborative process. Don’t be surprised if you end up more in the role of an editor rather than a writer – collating, assembling and editing chunks of documentation from subject matter experts into a coherent whole. That’s fine – you’re writing a technical document, not a novel!

As one engineering executive in an industry where failure rates cannot exceed 0.0005 percent told us, “Risk is for weekends.” But consistently following procedures and minimizing risk doesn’t mean blindly following orders. Quite the opposite. In these high-stakes, low-margin-for-error scenarios, Courageous Cultures are essential. As the stakes increase, the courage to raise issues before they become critical, to identify and solve defects, and to improve processes become even more important.

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While we worry about designs and structures, tweak procedures and rules, insist on compliance and control, we never succeed in creating an organization by these activities. Human organizations emerge

Managing the Neutral Zone: A Checklist Yes No   ___ ___ Have I done my best to normalize the neutral zone by explaining it as an uncomfortable time that (with careful attention) can be turned to everyone’s advantage? ___ ___ Have I redefined the neutral zone by choosing a new and more affirmative metaphor with which to describe it? ___ ___ Have I reinforced that metaphor with training programs, policy changes, and financial rewards for people to keep doing their jobs during the neutral zone? ___ ___ Am I protecting people adequately from inessential further changes? ___ ___ If I can’t protect them, am I clustering those changes meaningfully? ___ ___ Have I created the temporary policies and procedures that we need to get us through the neutral zone? ___ ___ Have I created the temporary roles, reporting relationships, and organizational groupings that we need to get us through the neutral zone? ___ ___ Have I set short-range goals and checkpoints? ___ ___ Have I set realistic output objectives? ___ ___ Have I found the special training programs we need to deal successfully with the neutral zone? ___ ___ Have I found ways to keep people feeling that they still belong to the organization and are valued by our part of it? And have I taken care that perks and other forms of “privilege” are not undermining the solidarity of the group? ___ ___ Have I set up one or more Transition Monitoring Teams to keep realistic feedback flowing upward during the time in the neutral zone? ___ ___ Are my people willing to experiment and take risks in intelligently conceived ventures—or are we punishing all failures? ___ ___ Have I stepped back and taken stock of how things are being done in my part of the organization? (This is worth doing both for its own sake and as a visible model for others’ similar efforts.) ___ ___ Have I provided others with opportunities to do the same thing? Have I provided them with the resources—facilitators, survey instruments, and so on—that will help them do that? ___ ___ Have I seen to it that people build their skills in creative thinking and innovation? ___ ___ Have I encouraged experimentation and seen to it that people are not punished for failing in intelligent efforts that do not pan out? ___ ___ Have I worked to transform the losses of our organization into opportunities to try doing things a new way? ___ ___ Have I set an example by brainstorming many answers to old problems—the ones that people say we just have to live with? Am I encouraging others to do the same? ___ ___ Am I regularly checking to see that I am not pushing for certainty and closure when it would be more conducive to creativity to live a little longer with uncertainty and questions? ___ ___ Am I using my time in the neutral zone as an opportunity to replace bucket brigades with integrated systems throughout the organization?

No child can avoid emotional pain while growing up, and likewise emotional toxicity seems to be a normal by-product of organizational life—people are fired, unfair policies come from headquarters, frustrated employees turn in anger on others. The causes are legion: abusive bosses or unpleasant coworkers, frustrating procedures, chaotic change. Reactions range from anguish and rage, to lost confidence or hopelessness. Perhaps luckily, we do not have to depend only on the boss. Colleagues, a work team, friends at work, and even the organization itself can create the sense of having a secure base. Everyone in a given workplace contributes to the emotional stew, the sum total of the moods that emerge as they interact through the workday. No matter what our designated role may be, how we do our work, interact, and make each other feel adds to the overall emotional tone. Whether it’s a supervisor or fellow worker who we can turn to when upset, their mere existence has a tonic benefit. For many working people, coworkers become something like a “family,” a group in which members feel a strong emotional attachment for one another. This makes them especially loyal to each other as a team. The stronger the emotional bonds among workers, the more motivated, productive, and satisfied with their work they are. Our sense of engagement and satisfaction at work results in large part from the hundreds and hundreds of daily interactions we have while there, whether with a supervisor, colleagues, or customers. The accumulation and frequency of positive versus negative moments largely determines our satisfaction and ability to perform; small exchanges—a compliment on work well done, a word of support after a setback—add up to how we feel on the job.28

leaders are also representatives of company policies, processes, and procedures.

works and give advice as needed, making procedure adjustments. Coaching is a form of on-the-job training. Promote meritocracy. Ensure the establishment and continuous improvement of a performance evaluation system (standardize the process). Promote an honest, constructive evaluation of your team, providing it with regular feedback (at least once a year). Dismiss when necessary. Dismiss 5 percent to 10 percent of the team members that have received

Most of us would not consider visiting a scientist’s laboratory to investigate whether he or she was following the procedures and methods described in published papers. In fact, scientific journals do not routinely send out investigative teams to investigate the honesty and integrity of scientists whose papers are accepted for publication. Peer review does not include a review of laboratories. The process is based on trust. It is assumed that scientists will not cheat, though it is known that occasionally a small number of scientists in any field will. Catching cheaters happens occasionally, but it does not usually happen by journals sending out investigative teams to laboratories. Once

Wage Garnishment Majority of students complete their education with student loan debt. Once you have graduated from college and stepinto the real world, you realize it isn’t as easy as it seemed. Student loan is one of the most difficult loans to repay and it also cannot be discharged into bankruptcy. Thus it has to be repaid!One thing that should always be kept in mind is to never skip your loan payments. If this happens and happens consecutively for months it will open doors to many other problems. It will put your loan in default; your entire loan amount and interest will become due immediately. It will adversely impact your credit score. We discuss Wage Garnishment with The Student Loan Help Center team, let’s see what they said about it. So What is wage garnishment? Wage garnishment happens when your loan is in default (you can consult The Student Loan help center if you want) i.e you have not paid the loan for consecutive 270 days. Now Wage garnishment is one of the legal consequences of going into default. Through this method the government starts deducting 15% of your income. That means you in hand income willreduce with only 85% coming in your bank account. However the amount of wage that can be garnished for private loandiffers from state to state since every state is not allowed to garnish the wages. How to avoid? As discussed before, wage garnishment happens only when your loan is in default. The department of education sends you one letter when you are in default. The best way to avoid this problem is to avoid going to default. There are numerous measures you can adopt right from very beginning to keep your loan repayment on track. For eg, starting to pay interest in your grace period, automating the process of monthly payments to get some discount from bank etc. Now what if you are in default or going in default, then the best option would be to consider forbearance or deferment which will stop your wages from being garnished. How can it be challenged? If you have just received the notice from Department of Education then you are given one opportunity to get a hearing and object to wage garnishment. You can challenge wage garnishment on following grounds: Your income Your employment Procedures followed to start the garnishment etc Also your wage garnishment cannot begin before the notice of 30 days. During this time period you request a hearing garnishment will be put on hold and if 30 days are over garnishment will not stop if you have won the hearing. One of the Best Student Loan consolidation services in USA is The Student Loan Help Center in Florida for all kind of Student Loan consultation you can contact any time.

Legal You will learn that there are restrictions placed upon you in some areas. These restrictions are for your own protection. You will be prohibited from administering medications, recording sponge counts, or carrying out direct physician’s orders regarding treatment of a patient out of your scope of practice. As soon as you overstep your limitations and boundaries and perform any of these actions, you are placing yourself in legal jeopardy. Whether functioning under the supervision of a surgeon or a registered nurse, a CST is always part of the surgical team and you must carry out your responsibilities within the scope of your practice. Never try to do a task that does not fall within that realm. All counts are significant and have important legal ramifications. When performing a count, it is crucial to ensure that the count is correct for the patient’s well-being. When you are scrubbed, you count sponges while the registered nurse observes and records the count. At any given time during a surgical procedure, the CST may request a sponge, and possibly a sharps count to take place. If you are assisting the circulating nurse in a nonsterile role, you may assist with the counts as long as the nurse verifies it. In this scenario, the nurse is legally acting as the surgeon’s agent. It is the responsibility of the registered nurse to obtain the required medications for a case. The CST draws the drugs into syringes and mixes drugs when scrubbed; during this process, the proper sequence of medication verification and labeling must occur. In any phase of your responsibilities, there are possible grounds for legal breaches. Shortcuts may cause a patient to suffer tragic complications, even loss of life. Negligence must be avoided. Both as an employed CST and as a student, you carry the responsibility to do no harm. If you should become discouraged in your role or begin to feel this responsibility is overwhelming, it could simply mean that you need a change; it isn’t always the other team players or the place of employment that are at

Teams need both leadership and management. Popular author Stephen R. Covey explains: Leadership deals with direction—with making sure that the ladder is leaning against the right wall. Management deals with speed. To double one’s speed in the wrong direction, however, is the very definition of foolishness. Leadership deals with vision—with keeping the mission in sight—and with effectiveness and results. Management deals with establishing structure and systems to get those results. It focuses on efficiency, cost-benefit analyses, logistics, methods, procedures, and policies.[6]

Again, creative incompetence must be used with great care, but it is something that every good boss keeps in his or her tool kit. If you are a boss, ask yourself: Are there required (but irrelevant) procedures your people ought to perform in less time-consuming and more half-assed ways? Are there boring or demeaning chores that keep them from doing exciting and more important things? Also consider if your willingness to do low-priority and downright trivial tasks enables other bosses and teams to devote their full attention to more intriguing and crucial challenges. Are there things you are known for doing willingly and well that sap time from work that is more important to your people, your organization, and your own career? For example, do you seem to lead every time-sucking but insignificant task force and organize every holiday party (because no one else will or they always screw it up)? Are you entertaining a constant parade of visitors whom other bosses don’t believe are worth wasting time with? If you can’t wiggle out of such chores, perhaps it is time for a bit of creative incompetence.

DECISIONS Useful: Graphical Presentation Monitor Key Indicators Effective Measurements Wisdom Knowledge The Goal: Strategic Thinking Predictive Value Experience and Judgment Automated Exception Notification Information Structured: Voluminous Grouped and Summarized Relationships Not Always Evident Raw Data: Massive Fragmented Meaningless Data EVENTS Figure 1-01. The Pyramid of KnowledgeToyota, this begins with genchi genbutsu, or gemba, which means literally “go see it for yourself. ” Taiichi Ohno, a founding father of Lean, once said, “Data is of course important in manufacturing, but I place the greatest emphasis on facts. ” 2 A direct and intuitive understanding of a situation is far more useful than mountains of data. The raw data stored in a database adds value for decision-making only if the right information is presented in the right format, to the right people, at the right time. A tall stack of printout may contain the right data, but it’s certainly not in an accessible format. Massive weekly batch printouts do not enable timely and proactive decisions. Raw data must be summarized, structured, and presented as digestible information. Once information is combined with direct experience, then the incredible human mind can extract and develop useful knowledge. Over time, as knowledge is accumulated and combined with direct experience and judgment, wisdom develops. This evolution is described by the classic pyramid of knowledge shown in Figure 1-01. BACK TO CHICAGO So what happened in Chicago? We can speculate upon several possible perspectives for why the team and its change leader were far from a true Lean system, yet they refused any help from IT providers: 1. They feared wasteful IT systems and procedures would be foisted on them.

Jong-Il’s elite team of bodyguards was one of the most sinister, intriguing aspects of his way of life. He kept 120 of them and preferred them to be orphans; once hired they were not permitted to visit home or to ever leave the Leader’s side. If they wanted to marry, they were only allowed to marry a typist or secretary from a specific unit of the Party, and the matchmaking procedure itself was bizarre. A bodyguard had to apply to his supervisor for marriage, and if the application was approved—likely this decision was Jong-Il’s—the bodyguard would be called to his supervisor’s office on the Third Floor. Twenty photographs were placed on the supervisor’s desk, facedown. Blindly the bodyguard would pick a picture, which the supervisor would then flip over. The woman in the photograph would be the man’s wife. If the bodyguard refused to marry the stranger, he would have to wait another two years before being able to reapply—and this time he would have to marry the girl whose photograph he had blindly drawn, whether he liked the look of her or not, at risk of being dismissed.

Players were fined €120 if they were late for training and had to stick to a twelve o’clock curfew – if they were caught breaking it once they were fined €1,500, twice and it rose to €3,000. If you were caught three times you were out of the door. He also had strict policies regarding the procedure leading up to games: team strategy was practised on match days. If it was an away game, the team ate together at La Masía; if they were playing at home, in the Mini Estadi, each player ate at home.

Striking compromises across people. Finding ways of making teammates feel valued. Being able to agree to things that are suboptimal for you in the interest of the greater team good. Understanding people’s underlying motivations and incentives. Motivating teams and boosting morale. Relinquishing your ego and encouraging others to do the same. Setting common goals, metrics, and procedures. Balancing autonomy with team cohesion. Building the confidence of those around you. Increasing individual accountability. Setting a good example. Taking personal responsibility. Showing compassion and empathy for coworkers. Identifying and dividing responsibilities. Sharing knowledge and responsibilities. Mitigating the damage from a negative teammate or situation. Building trust across the team.

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THE TEN STEPS TO BUILDING A COMPANY CULTURE 1. Define the company’s core values and align them with aspects such as mission, vision, principles or purpose to create a solid foundation for the organisation. 2. Integrate the desired culture into every aspect of the company, including hiring policies, processes and procedures across all departments and functions. 3. Agree upon expected behaviours and standards for all team members, promoting a positive work environment. 4. Establish a purpose that goes beyond the company’s commercial goals, fostering a deeper connection for employees. 5. Use myths, stories, company-specific vocabulary and legends, along with symbols and habits, to reinforce the company culture and embed it in the collective consciousness. 6. Develop a unique identity as a group and cultivate a sense of exclusivity and pride within the team. 7. Create an atmosphere that celebrates achievements, progress, and living the company culture, boosting motivation and pride. 8. Encourage camaraderie, community and a sense of belonging among team members, encourage mutual dependence and a collective sense of obligation, reinforcing the interconnected nature of the team. 9. Remove barriers and enable employees to express themselves authentically and embrace their individuality within the organisation. 10. Emphasise the unique qualities and contributions of both employees and the collective, positioning them as distinct and exceptional.

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As it turns out, Brian thrived in a high-Clarity culture. When handed a playbook, he knew exactly what to do. And did it flawlessly. But in the whirlwind of a fast-growing start-up, he was completely lost. He had trouble transferring what he had learned in his old role to his new job. Frustrated by the lack of guidelines and procedures, he kept going to his boss for help in making every little decision. He was too overwhelmed to innovate. He was lucky to just get through the day. In the interview, Violet had been so focused on what his company was doing, she didn’t get a good sense of Brian’s capacity to replicate it on his own.

But there must be balance. In some organizations, both in the military and in the civilian sector, there are leaders who put too many standard operating procedures in place. They create such strict processes that they actually inhibit their subordinate leaders’ willingness—and ability—to think. This may adversely impact the team’s performance and become a detriment to the mission, preventing effective leadership at every level of the organization.

Do not freak out about training the same movement or the same body part for two or more days in a row. It is a standard operating procedure among Russian athletes. For example, the Russian National Powerlifting Team benches up to eight times a week. The key to successful frequent training is constant variation of the loading variables: weights, reps, sets, rest periods, tempo, exercise order, exercise selection, etc.

The double diverge-converge process is quite effective at freeing designers from unnecessary restrictions to the problem and solution spaces. But you can sympathize with a product manager who, having given the designers a problem to solve, finds them questioning the assignment and insisting on traveling all over the world to seek deeper understanding. Even when the designers start focusing upon the problem, they do not seem to make progress, but instead develop a wide variety of ideas and thoughts, many only half-formed, many clearly impractical. All this can be rather unsettling to the product manager who, concerned about meeting the schedule, wants to see immediate convergence. To add to the frustration of the product manager, as the designers start to converge upon a solution, they may realize that they have inappropriately formulated the problem, so the entire process must be repeated (although it can go more quickly this time). This repeated divergence and convergence is important in properly determining the right problem to be solved and then the best way to solve it. It looks chaotic and ill-structured, but it actually follows well-established principles and procedures. How does the product manager keep the entire team on schedule despite the apparent random and divergent methods of designers? Encourage their free exploration, but hold them to the schedule (and budget) constraints. There is nothing like a firm deadline to get creative minds to reach convergence.

There are two aspects of incrementalization: (1) partitioning what is known from what is novel and (2) adding novelty in many small bites rather than a few large bites. The Apple iPhone team did just this. They were a small team in the larger enterprise (i.e., a model line). In other words, they created a Layer 3 partitioning of processes and procedures.

Cixi began to revolutionise China's legal system. In May 1902, she decreed a wholesale review of 'all existing laws...with reference to the laws of other nations...to ensure that Chinese laws are compatible with those of foreign countries'. With a legal reform team headed by a remarkable mind, Shen Jiaben, who had a comprehensive knowledge of traditional laws and had studied several differentWestern codes, a brand-new legal structure based on Western models was created in the course of the decade, covering a whole range of commercial, civil, criminal laws and judicial procedures. Cixi approved the team's recommendations and personally decreed many landmark changes. On 24 April 1905, the notorious 'death by a thousand cuts' was abolished, with a somewhat defensive explanation from Ci:xi that this horrific form of execution had not been a Manchu practice in the first place. In a separate decree, torture during interrogation was prohibited. Up to that point it was universally regarded as indispensable to obtain confessions; now it was deemed 'only permissible to be used on those whom there was enough evidence to convict and sentence to death, but who still would not admit guilt'. Cixi made a point of expressing her 'loathing' for those who had a penchant for torture, and warned that they would be severely punished if they failed to observe the. new constraints. Prisons and detention centres were to be run humanely; the abuse of inmates would not be tolerated. Law schools were to be set up in the capital and provinces, and law studies were to be made a part of general education. Under her a legal framework began to be constructed.

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The following are some of the most common mistakes made by project managers: Not clearly understanding how or ensuring that the project is aligned with organizational objectives. Not properly managing stakeholder expectations throughout the project. Not gaining agreement and buy-in on project goals and success criteria from key stakeholders. Not developing a realistic schedule that includes all work efforts, task dependencies, bottom-up estimates, and assigned leveled resources. Not getting buy-in and acceptance on the project schedule. Not clearly deciding and communicating who is responsible for what. Not utilizing change control procedures to manage the scope of the project. Not communicating consistently and effectively with all key stakeholders. Not executing the project plan. Not tackling key risks early in the project. Not proactively identifying risks and developing contingency plans (responses) for those risks. Not obtaining the right resources with the right skills at the right time. Not aggressively pursuing issue resolution. Inadequately defining and managing requirements. Insufficiently managing and leading the project team.

THE COMPANY INSPECTOR SAID, “You’ve been high-grading, Webb.” “Who don’t walk out of here with rocks in their dinner pail?” “Maybe over in Telluride, but not in this mine.” Webb looked at the “evidence” and said, “You know this was planted onto me. One of your finks over here. Maybe even you, Cap’n—” “Watch what you say.” “—no damned inspector yet ain’t taken a nugget when he thought he could.” Teeth bared, almost smiling. “Oh? seen a lot of that in your time?” “Everybody has. What’re we bullshittin’ about, here, really?” The first blow came out of the dark, filling Webb’s attention with light and pain. IT WAS TO BE a trail of pain, Deuce trying to draw it out, Sloat, closer to the realities of pain, trying to move it along. “Thought we ‘s just gonna shoot him simple and leave him where he fell.” “No, this one’s a special job, Sloat. Special handling. You might say we’re in the big time now.” “Looks like just some of the usual ten-day trash to me, Deuce.” “Well that’s where you’d be wrong. It turns out Brother Traverse here is a major figure in the world of criminal Anarchism.” “Of what’s that again?” “Apologies for my associate, the bigger words tend to throw him. You better get a handle on ‘Anarchism’ there, Sloat, because it’s the coming thing in our field. Piles of money to be made.” Webb just kept quiet. It didn’t look like these two were fixing to ask him any questions, because neither had spared him any pain that he could tell, pain and information usually being convertible, like gold and dollars, practically at a fixed rate. He didn’t know how long he’d hold out in any case if they really wanted to start in. But along with the pain, worse, he guessed, was how stupid he felt, what a hopeless damn fool, at just how deadly wrong he’d been about this kid. Before, Webb had only recognized it as politics, what Veikko called “procedure”—accepting that it might be necessary to lay down his life, that he was committed as if by signed contract to die for his brothers and sisters in the struggle. But now that the moment was upon him . . . Since teaming up, the partners had fallen into a division of labor, Sloat tending to bodies, Deuce specializing more in harming the spirit, and thrilled now that Webb was so demoralized that he couldn’t even look at them. Sloat had a railroad coupling pin he’d taken from the D.&R.G. once, figuring it would come in handy. It weighed a little over seven pounds, and Sloat at the moment was rolling it in a week-old copy of the Denver Post. “We done both your feet, how about let’s see your hands there, old-timer.” When he struck, he made a point of not looking his victim in the face but stayed professionally focused on what it was he was aiming to damage. Webb found himself crying out the names of his sons. From inside the pain, he was distantly surprised at a note of reproach in his voice, though not sure if it had been out loud or inside his thoughts. He watched the light over the ranges slowly draining away. After a while he couldn’t talk much. He was spitting blood. He wanted it over with. He sought Sloat’s eyes with his one undamaged one, looking for a deal. Sloat looked over at Deuce. “Where we headed for, li’l podner?” “Jeshimon.” With a malignant smile, meant to wither what spirit remained to Webb, for Jeshimon was a town whose main business was death, and the red adobe towers of Jeshimon were known and feared as the places you ended up on top of when nobody wanted you found. “You’re going over into Utah, Webb. We happen to run across some Mormon apostles in time, why you can even get baptized, get a bunch of them proxy wives what they call sealed on to you, so’s you’ll enjoy some respect among the Saints, how’s that, while you’re all waiting for that good bodily resurrection stuff.” Webb kept gazing at Sloat, blinking, waiting for some reaction, and when none came, he finally looked away.

more leaders equals more bureaucracy. Leaders don’t just lead—they create work for other people, in the form of meetings, sign-offs, projects, procedures, priorities, and so on, especially if they’re good leaders. Others in the organization then spend more of their time responding to these leaders and less time leading or managing their own team members. Each leader has their own staff—adding yet more cost and complexity to the organization.

● Developing your first-ever leadership strategy and don't know where to start? ● Are you stuck with a particular phase of leadership strategy? ● Having a tough time achieving corporational milestones with your robust strategy? If you're facing these questions and confused regarding canvassing a robust leadership strategy, this article can help you solve these queries. Several factors affect the development of a leadership strategy, such as the influence of decision-making processes for leadership/management, the personnel brought on board for strategy development and the resources involved. There are specific "keys" to effective leadership that help in efficient development and deployment of strategies. Professionals who want to develop robust strategies and move up in their leadership career can opt for online strategy courses. These courses aim to build concepts from the grass-root level, such as what defines a strategy leadership and others. What is a Leadership Strategy? Leadership is required for leading organisational growth by optimising the resources and making the company's procedures more efficient. A leadership strategy explicitly enlists the number of leaders required, the tasks they need to perform, the number of employees, team members and other stakeholders required, and the deadlines for achieving each task. Young leaders who have recently joined the work-force can take help of programs offered by reputable institutes for deepening their knowledge about leadership and convocating successful strategies. Various XLRI leadership and management courses aim to equip new leaders with a guided step-by-step pedagogy to canvass robust leadership strategies. What it Takes to Build a Robust Leadership Strategy: Guided Step-By-Step Pedagogy The following steps go into developing an effective and thriving leadership strategy:- ● Step 1 = Identify Key Business Drivers The first step involves meeting with the senior leaders and executives and identifying the business's critical drivers. Determining business carriers is essential for influencing the outcome of strategies. ● Step 2 = Identifying the Different Leadership Phases Required This step revolves around determining the various leadership processes and phases. Choosing the right techniques from hiring and selection, succession planning, training patterns and others is key for putting together a robust strategy. ● Step 3 = Perform Analysis and Research Researching about the company's different leadership strategies and analysing them with the past and present plans is vital for implementing future strategies. ● Step 4 = Reviewing and Updating Leadership Strategic Plan Fourth step includes reviewing and updating the strategic plan in accordance with recent developments and requirements. Furthermore, performing an environmental scan to analyse the practices that can make strategies long-lasting and render a competitive advantage. All it Takes for Building a Robust Leadership Strategy The above-mentioned step by step approach helps in auguring a leadership strategy model that is sustainable and helps businesses maximise their profits. Therefore, upcoming leaders need to understand the core concepts of strategic leadership through online strategy courses. Moreover, receiving sound knowledge about developing strategies from XLRI leadership and management courses can help aspiring leaders in their careers.

In response, someone (often a board member) says, “It’s time to grow up. This place needs some professional management.” The company begins to hire MBAs and seasoned executives from blue-chip companies. Processes, procedures, checklists, and all the rest begin to sprout up like weeds. What was once an egalitarian environment gets replaced with a hierarchy. Chains of command appear for the first time. Reporting relationships become clear, and an executive class with special perks begins to appear. “We” and “they” segmentations appear—just like in a real company. The professional managers finally rein in the mess. They create order out of chaos, but they also kill the entrepreneurial spirit. Members of the founding team begin to grumble, “This isn’t fun anymore. I used to be able to just get things done. Now I have to fill out these stupid forms

TRANSFORM LOCAL DISCOVERIES INTO GLOBAL IMPROVEMENTS When new learnings are discovered locally, there must also be some mechanism to enable the rest of the organization to use and benefit from that knowledge. In other words, when teams or individuals have experiences that create expertise, our goal is to convert that tacit knowledge (i.e., knowledge that is difficult to transfer to another person by means of writing it down or verbalizing) into explicit, codified knowledge, which becomes someone else’s expertise through practice. This ensures that when anyone else does similar work, they do so with the cumulative and collective experience of everyone in the organization who has ever done the same work. A remarkable example of turning local knowledge into global knowledge is the US Navy’s Nuclear Power Propulsion Program (also known as “NR” for “Naval Reactors”), which has over 5,700 reactor-years of operation without a single reactor-related casualty or escape of radiation. The NR is known for their intense commitment to scripted procedures and standardized work and the need for incident reports for any departure from procedure or normal operations to accumulate learnings, no matter how minor the failure signal—they constantly update procedures and system designs based on these learnings. The result is that when a new crew sets out to sea on their first deployment, they and their officers benefit from the collective knowledge of 5,700 accident-free reactor-years. Equally impressive is that their own experiences at sea will be added to this collective knowledge, helping future crews safely achieve their own missions.

It was fair to say almost everyone was burned out by now. Morale was so low that the team, as a whole, didn’t crunch. The artists didn’t need to review their work in meetings anymore because everyone had the Warcraft look-and-feel down; they just moved from one art task to the next. Programming inched forward, mole-like, worrying only about the task immediately in front of them. Releasing the game in February didn’t look likely anymore. That meant more time crunching and bug hunting, and few were happy at the prospect. The game designers had the functionality they needed, but wowedit’s tools weren’t streamlined because David Ray had been reassigned to working on the god tool, an application that would be used by our GMs for in-game customer support. Most of the designers were too busy to socialize. The classes and combat were getting overhauled again, and the item system was getting revisited by adding procedurally created items to keep the loot tables feeling fresh. This meant possible delays for the friends-and-family alpha test, and everyone was tired of telling their nearest and dearest that our game wasn’t ready to play yet (and that they’d be the first to know when it was). Even the producers had resigned themselves to the fact that we wouldn’t be shipping in the first quarter of 2004. They were seeing stability problems, and we were having a hard time getting a playable build. This made things especially hard for the game designers, who needed to test their data, but no one was really coming down on the programmers, as they were already haggard. Nevertheless, when the game crashed, people were getting visibly upset. Our shipping date was pushed to June, although some people doubted even that was possible.

Ownership of what? He’s the one that screwed this up, not me.” It was clear Gary’s ego was getting in the way of the solution to this problem. “Ownership of everything!” I answered. “This isn’t his fault, it’s yours. You are in charge, so the fact that he didn’t follow procedure is your fault. And you have to believe that, because it’s true. When you talk to him, you need to start the conversation like this: ‘Our team made a mistake and it’s my fault. It’s my fault because I obviously wasn’t as clear as I should have been in explaining why we have these procedures in place and how not following them can cost the company hundreds of thousands of dollars. You are an extremely skilled and knowledgeable superintendent. You know more about this business than I ever will. It was up to me to make sure you know the parameters we have to work within and why some decisions have got to be run through me. Now, I need to fix this so it doesn’t happen again.

Decentralized Command was a necessity. In such situations, the leaders did not call me and ask me what they should do. Instead, they told me what they were going to do. I trusted them to make adjustments and adapt the plan to unforeseen circumstances while staying within the parameters of the guidance I had given them and our standard operating procedures. I trusted them to lead. My ego took no offense to my subordinate leaders on the frontlines calling the shots. In fact, I was proud to follow their lead and support them. With my leaders running their teams and handling the tactical decisions, it made my job much easier by enabling me to focus on the bigger picture.

I realized very quickly that discipline was not only the most important quality for an individual but also for a team. The more disciplined standard operating procedures (SOPs) a team employs, the more freedom they have to practice Decentralized Command (chapter 8) and thus they can execute faster, sharper, and more efficiently.

Why test a DR plan? Disaster recovery plans contain lists of procedures and other information that an emergency response team follows when a natural or man-made disaster occurs. The purpose of the plan is to recover the IT systems and infrastructure that support business processes critical to the organization’s survival. Because disasters don’t occur very often, you seldom can clearly tell whether those DR plans will actually work. And given the nature of disasters, if your DR plan fails, the organization may not survive the disaster. Testing is a natural part of the lifecycle for many technology development efforts today: software, processes, and — yes — disaster recovery planning. Figure 10-1 depicts the DR plan lifecycle. Figure 10-1: The DR plan lifecycle. When you test the DR plan, note any discrepancies, and then pass the plan back to the people who wrote each section so they can update it. This process improves the quality and accuracy of the DR plan, which increases the likelihood that the organization will actually survive a disaster if one occurs. Another great benefit of DR plans and their tests is the likelihood that, by undertaking them, you can improve the organization’s everyday processes and systems. When teams closely scrutinize processes and figure out how they can protect and recover those processes, often the team members discover opportunities for improvement. Sometimes the question, “How can we recover this system?” gives people the opportunity to answer the question, “How can we improve the existing system?” Be open to those opportunities because they’ll come, sometimes in droves. The types of testing that I discuss in this chapter are Paper tests Walkthrough tests Simulations Parallel tests Cutover tests These tests range from the simple review of DR procedure documents to simulations to running through procedures as if you’re experiencing the real thing. Developing a test strategy DR testing in all its forms takes considerable effort and time. To make the best possible use of staff and other resources, map out a test strategy well in advance of any scheduled tests. Structure DR testing in the same way you structure other complicated undertakings, such as software development and associated testing. Just follow these steps: 1. Determine how frequently you should perform each type of test. 2. Test individual components. 3. Perform wider tests of combined components. 4. Test the entire plan. When you perform DR testing as outlined in the preceding list, you can identify many errors during individual tests and correct those errors before you do more comprehensive tests. This process saves time by preventing little errors from interrupting comprehensive tests that involve a lot of people. Virtually every enterprise that builds actual products performs testing as outlined in the preceding list. Businesses have found this test methodology to be the most effective way to ensure success in a reasonable timeframe. Figure 10-2 shows the flow of DR testing.

Little by little, as the team members stitched together small pieces of information, they stumbled into Ranbaxy’s secret: the company manipulated almost every aspect of its manufacturing process to quickly produce impressive-looking data that would bolster its bottom line. Each member of Thakur’s team came back with similar examples. At the behest of managers, the company’s scientists substituted lower-purity ingredients for higher ones to reduce costs. They altered test parameters so that formulations with higher impurities could be approved. They faked dissolution studies. To generate optimal results, they crushed up brand-name drugs into capsules so that they could be tested in lieu of the company’s own drugs. They superimposed brand-name test results onto their own in applications. For some markets, the company fraudulently mixed and matched data streams, taking its best data from manufacturing in one market and presenting it to regulators elsewhere as data unique to the drugs in their markets. For other markets, the company simply invented data. Document forgery was pervasive. The company even forged its own standard operating procedures, which FDA investigators rely on to assess whether a company is following its own policies. In one instance, employees backdated documents and then artificially aged them in a steamy room overnight in an attempt to fool regulators during inspections.

A healthy work environment will be characterized by a number of factors. Including - Quality team members, effective communication skills and procedures set in place to facilitate regular communication, trusting relationships, common vision and goals among team members, standardized processes and procedures including standards to be met and on-going monitoring of performance, healthy methods for correction and conflict resolution, clear lines of responsibility, including accountability and rewards for results. the more these characteristics exist in an organization, the more likely the organization will meet its goals and the team members will enjoy their work.

identify your employee adjectives, (2) recruit through proper advertising, (3) identify winning personalities, and (4) select your winners. Step One: Identify Your Employee Adjectives When you think of your favorite employees in the past, what comes to mind? A procedural element such as an organized workstation, neat paperwork, or promptness? No. What makes an employee memorable is her attitude and smile, the way she takes the time to make sure a customer is happy, the extra mile she goes to ensure orders are fulfilled and problems are solved. Her intrinsic qualities—her energy, sense of humor, eagerness, and contributions to the team—are the qualities you remember. Rather than relying on job descriptions that simply quantify various positions’ duties and correlating them with matching experience as a tool for identifying and hiring great employees, I use a more holistic approach. The first step in the process is selecting eight adjectives that best define the personality ideal for each job or role in your business. This is a critical step: it gives you new visions and goals for your own management objectives, new ways to measure employee success, and new ways to assess the performance of your own business. Create a “Job Candidate Profile” for every job position in your business. Each Job Candidate Profile should contain eight single- and multiple-word phrases of defining adjectives that clearly describe the perfect employee for each job position. Consider employee-to-customer personality traits, colleague-to-colleague traits, and employee-to-manager traits when making up the list. For example, an accounting manager might be described with adjectives such as “accurate,” “patient,” “detailed,” and “consistent.” A cocktail server for a nightclub or casual restaurant would likely be described with adjectives like “energetic,” “fun,” “music-loving,” “sports-loving,” “good-humored,” “sociable conversationalist,” “adventurous,” and so on. Obviously, the adjectives for front-of-house staff and back-of-house staff (normally unseen by guests) will be quite different. Below is one generic example of a Job Candidate Profile. Your lists should be tailored for your particular bar concept, audience, location, and style of business (high-end, casual, neighborhood, tourist, and so on). BARTENDER Energetic Extroverted/Conversational Very Likable (first impression) Hospitable, demonstrates a Great Service Attitude Sports Loving Cooperative, Team Player Quality Orientated Attentive, Good Listening Skills SAMPLE ADJECTIVES Amazing Ambitious Appealing Ardent Astounding Avid Awesome Buoyant Committed Courageous Creative Dazzling Dedicated Delightful Distinctive Diverse Dynamic Eager Energetic Engaging Entertaining Enthusiastic Entrepreneurial Exceptional Exciting Fervent Flexible Friendly Genuine High-Energy Imaginative Impressive Independent Ingenious Keen Lively Magnificent Motivating Outstanding Passionate Positive Proactive Remarkable Resourceful Responsive Spirited Supportive Upbeat Vibrant Warm Zealous Step Two: Recruit through Proper Advertising The next step is to develop print or online advertising copy that will attract the personalities you’ve just defined.

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That very month, at the St. Louis Children’s Hospital, two young patients experienced strange and alarming symptoms. As they underwent dialysis, a lifesaving procedure to filter blood for those whose kidneys don’t work properly, the patients’ eyes started swelling, their heart rates escalated, and their blood pressure dropped. These were signs of a life-threatening allergic reaction. Dr. Anne Beck, the director of the nephrology unit, directed her staff to wash out the tubing with extra fluid before hooking the children back up to the dialysis machines. For the next two months, everything seemed fine. But in January 2008, the symptoms struck again. Beck contacted an epidemiologist specializing in children’s infectious diseases who immediately assembled a command center where a team worked around the clock to uncover the cause of the strange reactions. But as more children succumbed and the staff grew frightened, the epidemiologist notified the Centers for Disease Control and Prevention. The CDC immediately contacted dialysis centers in other states and learned of similar reactions elsewhere. As the CDC and the FDA began a joint investigation, their efforts pointed to a common denominator: all the sickened patients had been given heparin made by the brand-name company Baxter, the nation’s biggest heparin supplier. It was a drug that patients took intravenously during dialysis to ensure that they didn’t suffer blood clots. Within weeks, Baxter—at the FDA’s urging—began a sweeping series of recalls, until finally the allergic reactions stopped. Yet