Saturday, December 30, 2006

Faster implementation of new Organizational Strategy 4.

Logo:Profitable Venture Tactics Let's review from the previous blog.

You’ve identified those who will be positively and negatively affected by your reorganization. You know you must meet with everyone, and how long the meetings will take. You’ve picked your announcement date and your final changeover date.

But you still have questions: How should you conduct your private meetings? What do you say? What sort of materials do you need for your big "roll-out?" How do you make your big announcement? Will you say the right things? Can you make the changeover date?

Lets get started! Now, you must conduct your private meetings, prepare your introductory materials, make your announcement, and finally change over to your new strategy.

Read on!

Most people feel threatened by organizational change.
"Men, it has been well said, think in herds;
it will be seen that they go mad in herds,
while they only recover their senses slowly,
and one by one."
-- Charles Mackay
So, you will need to conduct private, confidential meetings with all affected personnel.

First, meet with those employees positively affected.
Why? You need to have them sign a Contractual Agreement ("CA") BEFORE your announcement. (You don't want to announce a promotion, then have them turn you down.)

Take this step to avoid putting your success at risk!
Conduct private discussions with negatively affected personnel.These meetings may be uncomfortable. But, calmly and honestly explain (and defend) your reorganization. These employees, while courteous, will likely object to your new strategy. Others may feel unappreciated, rejected or inadequate.

So, reinforce their value to the company. Tell them that the reorganization is NOT a demotion and that you're using scientific management principles. Assure them that you will not reduce their income or benefits. (This is not the time to reduce incomes.)

Instead, tell them why the BIG IDEA is worth working for! Tell them about their expanded career paths and future rewards.

Be firm. You must not adjust or reject your organizational strategy for someone's private interests. Your company has an identity and a life of its own. Despite their resistance, your reorganization will happen on schedule. Have them sign a CA, too.

"But Mike, what if someone refuses to sign a Contractual Agreement?"

Give him or her the option to agree or resign (or possibly accept another suitable position). This may sound harsh, but you have no choice.

How can you meet the challenge of your rollout with intelligence and confidence.

(Continued in next blog.)

Wait!
Don’t forget to download your FREE 29-page Gift eBook (Acrobat PDF download) before it’s too late.

Logo: 7 Easy Steps to your Raise & Promotion Until December 20th, I am offering my "7 Easy Steps Booklet to your Raise & Promotion" as a FREE GIFT for you and those in your mail list.

To download, go here and click the button. That's all there is to it!

============================================================
Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).
"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"
============================================================

HELP Profitable Venture Tactics help your colleagues.
This Blog relies on subscriber's participation. So, it stands to reason, the more subscribers, the more participation. You can expand the circulation by telling your colleagues about Profitable Venture Tactics.

Your business and management colleagues will thank you for being so thoughtful.
What did you learn today that you found most beneficial?
How will you apply what you have learned at work?
Please email your comments

Best Wishes for this Holiday Season!

Mike Hayden, Author

PS. If you're not on our P V T Roster, click here PVT sign up (FREE)
PPS. Click here to sign up for the PVT Forum (FREE).


* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
(c) 2006 Mike Hayden, All rights reserved. You may use
material from the Profitable Venture Tactics eZine in
whole or in part, as long as you include complete
attribution, including live website links and email link.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

Sunday, December 17, 2006

Faster implementation of new Organizational Strategy 3.

Logo:Profitable Venture Tactics Let's review from the previous blog.

Your organization works OK now.But you've discovered that your whole operation is based on key irreplaceable people, tribal knowledge, and unconfirmed rumors. "Vanishing Technology" has become a terrible threat and further growth is stifled.

Now you have a new Strategic Objective ... a BIG IDEA worth working for ... a bigger company ... more products ... new markets ... So, you design a new organizational strategy based on proven, scientific principles.

Now you've got a new problem - you're worried about how to introduce and implement your new strategy. You know that a new organizational strategy (reorganization) will produce emotional stress, employee resistance and complaints.

Will key people leave? Should you bring in outsiders to fill new positions? Can you implement your new organizational strategy quickly, effectively, and with certainty?
"Nothing will ever be attempted, if all possible objections must first be overcome." -- Dr. Samuel Johnson
Beat the reorganization blues and enjoy your success.
You (and CEO Greg from the previous post) can use the following ideas for your entire company (or a single department).

Your new organizational strategy is equivalent to a reorganization -- and it will produce emotional stress and employee resistance. So, you know you must tactfully introduce your new organizational strategy quickly, effectively, and with certainty.

Here are some steps you can take.

Step 1. Identify those people who will be positively affected by your reorganization, such as a promotion or expanded accountabilities. Maybe someone will report to a higher level manager than before. Maybe someone will be transferred away from a boss they don't like.

Step 2. Identify those people who will be negatively affected by your reorganization such as a real or perceived demotion. Maybe someone will now report to a lower level manager than before. Maybe someone must give up some accountabilities. Maybe they perceive their new manager as less competent, or less fair than their previous manager. Plan to meet with these Step 2 people privately... but later. Read on.

Step 3. Pick your announcement date.

After you identify the people in Steps 1 & 2, you'll know how much time you'll need for private meetings, say, a week or two. Pick your formal announcement date to be right after your private meetings.

Step 4. Pick your final changeover date. Leave enough time for calm preparation yet without taking so long that you lose momentum.

At this point you have laid important groundwork. You've identified those who will be affected (positively and negatively) by your reorganization. You've picked your introduction date and final changeover date.

Now what! How should you conduct your private meetings? What do you say? What sort of materials do you need for your big "roll-out?" How do you make your big announcement? Will you say the right things? Can you make the changeover date?

(Continued in next blog.)

Wait!
Don't forget to download your FREE 29-page Gift eBook (Acrobat PDF download) before it's too late.

Logo: 7 Easy Steps to your Raise & Promotion Until December 20th, I am offering my "7 Easy Steps Booklet to your Raise & Promotion" as a FREE GIFT for you and those in your mail list.

To download, go here and click the button. That's all there is to it!

============================================================
Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).
"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"
============================================================

HELP Profitable Venture Tactics help your colleagues.
This Blog relies on subscriber's participation. So, it stands to reason, the more subscribers, the more participation. You can expand the circulation by telling your colleagues about Profitable Venture Tactics.

Your business and management colleagues will thank you for being so thoughtful.
What did you learn today that you found most beneficial?
How will you apply what you have learned at work?
Please email your comments

Best Wishes for this Holiday Season!

Mike Hayden, Author

PS. If you're not on our P V T Roster, click here PVT sign up (FREE)
PPS. Click here to sign up for the PVT Forum (FREE).


* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
(c) 2006 Mike Hayden, All rights reserved. You may use
material from the Profitable Venture Tactics eZine in
whole or in part, as long as you include complete
attribution, including live website links and email link.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

Thursday, December 14, 2006

Faster implementation of new Organizational Strategy 2.

Logo:Profitable Venture Tactics Let’s expand on the hypothetical situation from my last blog: CEO Greg Martin discovers that his success depends on key irreplaceable people who haven’t documented their critical technology. So, Greg worries about "Vanishing Technology."

Greg can see how his company’s growth is stifled. So, he creates a new Strategic Objective and a BIG IDEA worth working for. But now, Greg worries about how to introduce his new Organizational Strategy into his existing organization.

Greg wonders... What about promotions? Demotions? Will key people leave? Should I fire so-and-so now? Should I bring in outsiders to fill new positions? In Greg’s mind, he can just hear employee's complaints...
"Why reorganize? We're doing just fine!"
"What's in it for me?"
"This reorganization is BAD! Management is getting ready to downsize, merge, layoff, sell the company, etc... guess I better get my resume out there!"
"How come I didn't get that position?"
"I don't like my new boss?"
"I like my boss - I don't want a new boss!"
"Why did you give away some of my responsibility!"
"Why did you put me in THIS department?"
"You gave my too much new responsibility!" Worried Exec
"I am a technician. I don't want to BE a boss!"
"I don't know HOW to be a boss / supervisor."
"I have seniority here, how come I didn't get the VP position?"
"You're giving out titles, more work, and no raises!"
"Yesterday, I supervised 12 people, now I have only 4! What's up with that?"
"Yesterday, you called me a manager, now you call me a supervisor. Why the demotion?"
"...yada...yada...yada..."
Now you know why I say, "For any position, be sure you have a Position Contract before you hire someone for that position." Why? This will give you an advantage because it predates an employee's hire-date and will eliminate or minimize new employee resistance.

But it's too late for Greg! Greg already has an organization and must start from where he is today -- he’s ready to introduce his new strategy to his employees.

But, Greg has trouble coming -- don’t ever take cooperation for granted!
(Continued in next blog.)

Wait!
Don’t forget to download your FREE 29-page Gift eBook (Acrobat PDF download) before it’s too late.

Logo: 7 Easy Steps to your Raise & Promotion Until December 20th, I am offering my "7 Easy Steps Booklet to your Raise & Promotion" as a FREE GIFT for you and those in your mail list.

To download, go here and click the button. That's all there is to it!

============================================================
Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).
"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"
============================================================

HELP Profitable Venture Tactics help your colleagues.
This Blog relies on subscriber's participation. So, it stands to reason, the more subscribers, the more participation. You can expand the circulation by telling your colleagues about Profitable Venture Tactics.

Your business and management colleagues will thank you for being so thoughtful.
What did you learn today that you found most beneficial?
How will you apply what you have learned at work?
Please email your comments

Best Wishes for this Holiday Season!

Mike Hayden, Author

PS. If you're not on our P V T Roster, click here PVT sign up (FREE)
PPS. Click here to sign up for the PVT Forum (FREE).


* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
(c) 2006 Mike Hayden, All rights reserved. You may use
material from the Profitable Venture Tactics eZine in
whole or in part, as long as you include complete
attribution, including live website links and email link.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

Thursday, December 07, 2006

Faster implementation of new Organizational Strategy 1.

Logo:Profitable Venture Tactics Management Warning: Disorganized strategy can stunt growth. Here are some useful ideas about introducing a new Organizational Strategy into an existing department or company.

Let's assume you have your company or department somewhat organized and you've been operating successfully this way for a while. Your organization works OK now.

But you've discovered that your whole operation is based on key irreplaceable people, tribal knowledge, and unconfirmed rumors. And, you know if any of those people leave you're "scr**ed!"

You face the facts: no one has documented your technology. You have no Operations Manuals. "Vanishing Technology" has become a terrible threat.

And now you see how your further growth is stifled because you cannot grow with your current organization. You have no clear career paths - and no way for people to move up.

Growth demands temporary surrender of security.
But now you have a new Strategic Objective ... a BIG IDEA worth working for ... a bigger company ... more products ... new markets ...
"Growth demands a temporary surrender of security." -- Gail Sheely
So, you design a new organizational strategy based on proven, scientific principles. You design your new Org Chart based on how the company will look in 5 years, when your BIG IDEA will be complete. You begin to create Position Contracts for all the positions on your Org Chart...

You’re off to a great start! But a little voice in the back of you head (the voice that sounds like you) asks, ""Yes, but how can you protect your BIG IDEA strategy from naysayers?"

Now you've got a new problem. You worry about how to introduce and implement your new organizational strategy.

To be continued in my next blog...

Wait!
Don’t forget to download your FREE 29-page Gift eBook (Acrobat PDF download) before it’s too late.

Logo: 7 Easy Steps to your Raise & Promotion Until December 20th, I am offering my "7 Easy Steps Booklet to your Raise & Promotion" as a FREE GIFT for you and those in your mail list.

To download, go here and click the button. That's all there is to it!

============================================================
Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).
"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"
============================================================

HELP Profitable Venture Tactics help your colleagues.
This Blog relies on subscriber's participation. So, it stands to reason, the more subscribers, the more participation. You can expand the circulation by telling your colleagues about Profitable Venture Tactics.

Your business and management colleagues will thank you for being so thoughtful.
What did you learn today that you found most beneficial?
How will you apply what you have learned at work?
Please email your comments

Best Wishes for this Holiday Season!

Mike Hayden, Author

PS. If you're not on our P V T Roster, click here PVT sign up (FREE)
PPS. Click here to sign up for the PVT Forum (FREE).


* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
(c) 2006 Mike Hayden, All rights reserved. You may use
material from the Profitable Venture Tactics eZine in
whole or in part, as long as you include complete
attribution, including live website links and email link.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

Friday, December 01, 2006

Seasons Greetings! Free Book for You!

Logo:Profitable Venture Tactics "7 Easy Steps to your Raise and Promotion in 30-60 Days."

A couple of years ago, I wrote a book called, "7 Easy Steps to your Raise and Promotion in 30-60 Days." Santa and deer

Recently, I created a FREE 29-page eBook (Acrobat PDF download) by the same name. It explains all the main ideas in my book.

Frustrated by unrewarding hard work?

Think you should be earning more? Do you want more rewards for your efforts? The choice is yours. Use my 7-step system wisely.

Until December 20th, I am offering my "7 Easy Steps Booklet" as a FREE GIFT for you and those in your mail list. No cost, no obligation.

To download, go here and click the button labeled "OK Mike, Let me DOWNLOAD the booklet!" That's all there is to it!

============================================================
Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).
"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"
============================================================

HELP Profitable Venture Tactics help your colleagues.
This Blog relies on subscriber's participation. So, it stands to reason, the more subscribers, the more participation. You can expand the circulation by telling your colleagues about Profitable Venture Tactics.

Your business and management colleagues will thank you for being so thoughtful.
What did you learn today that you found most beneficial?
How will you apply what you have learned at work?
Please email your comments

Best Wishes for this Holiday Season!

Mike Hayden, Author

PS. If you're not on our P V T Roster, click here PVT sign up (FREE)
PPS. Click here to sign up for the PVT Forum (FREE).


* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
(c) 2006 Mike Hayden, All rights reserved. You may use
material from the Profitable Venture Tactics eZine in
whole or in part, as long as you include complete
attribution, including live website links and email link.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *