Promoting a consistent message and visual identity is critical to success

branding-art

Art source: www.aboutbranding.co.za

Most companies simply will not allow haphazard uses of their logos or brands. Break those rules and you are in serious trouble.

Promoting a consistent message and visual identity is critical to “branding” and maintaining controls around variance of messages.In fact, once we have standardized our systems (think purchasing,hiring, interviewing, community outreach, media engagement, crisis and issues management, communications) we are able to be more efficient, effective and save time and money.

When variances show up on the bottom line, we can check them against our standardized processes.This is what our financial people do on a regular basis. This brings standardization to the organization.However, most companies still don’t standardize their leadership best practices.

 

They may have dozens of ways to interview and hire, solve the same problem in five different ways in various divisions, and simply spend a lot of time and energy needlessly identifying and solving the same problems repeatedly in many different ways.

Those companies who do standardize their leadership processes and training create a path forward map to help every leader in the company to be successful. In simple terms: Develop your road map and follow it, or as I tell clients who seek strategic planning assistance from me, “Write your plan based on best practices and work your plan.”

Why don’t companies do this?

Research shows that many companies don’t have a unified leadership process in place because:

  • The leaders don’t have the training they need to succeed.
  • There is no objective accountability system.
  • The “dots are not connected” for employees in respect to purpose, worthwhile work and making a difference.
  • The companies are not using a sequenced mapped approach.
  • There is no process for managing high- and middle-level managers.
  • There is no process in place to address the problems with low performers.

To determine if your company needs to standardize your leadership system, Quint Studer in his book, “Results That Last,” suggests we ask ourselves such questions as:

  • How many different ways do we have to interview a candidate?
  • How do we know that when our leaders have left a meeting we have accurately and completely conveyed the messages we want them to carry back to the employees?
  • When employees are asked tough questions, how do we know they are not giving us just the answers they think we want to hear?
  • How do we measure the performance of our employees in such a way as we can determine they are low, middle or high-level performers?
  • What process do we have in place to assess the performance of employees and their accountability against the overall organizational goals?

Six ways to improve our leadership programs

Leadership programs can be standardized and improved.

When we standardize our programs, we provide a path forward map for all our leadership, which saves time and money and makes organizations more successful.

How do we do this?

1. Use a common agenda. While Studer recommends that all agendas be organized around his “Five Pillars of Excellence,” (People, service, quality, finance and growth) even more important is that for every meeting there is a standardized agenda used by all leaders in the organization. By using such an approach, we can align all staff to our organizational goals, which then allows us to help them connect to the organization’s vision and mission. This approach also gives us the means to communicate to our team the critical success factors within the organization and in their individual work areas.

2. Align your evaluation process to Studer’s five pillars or the organization’s critical success factors. When developing goals for our organization, they must be objective, measurable, meaningful and aligned with the organization’s pillars or critical success factors. They must also be focused on results.

3. Provide consistent packets of information. When leaders leave meetings, they should have a prepared packet of information they can share with their employees so that everyone hears the same messages. Studer notes that many companies use “Flip and Tell” books to package the information.

4. Choose a single method of interviewing and hiring employees. All applicants should be asked the same three or four behavioral-based questions no matter what job they are applying for in the organization. It would be prudent to choose questions geared toward values and ownership.

5. Collect tough questions from leaders. Every leader should be asked on a regular basis to share with the team the tough questions they hear from their staff. Then work with your leaders to develop a consistent set of answers that will be used by all leaders. This develops a consistent message that can be communicated by everyone. Consistency builds confidence and provides employees evidence that the leaders have the information needed to answer their questions.

6. Make sure your leaders are trained in basic competencies to perform. Many leaders are not comfortable delivering messages without appropriate training.

Those companies who annually train their leaders in such competencies as meeting facilitation, negotiations, conflict prevent and resolution and presentations skills are more successful because they are providing the essential training all leaders need.

Research shows that repetition is essential to build integrity and credibility within an organization. Great leaders never tire of repetition. When leaders become better at using their skills, they become more efficient and effective at doing it. They will get better with practice.

Organizations that use this six step approach have longer lasting results, improved organizational efficiencies and greater innovation.Key points to remember:

  • Stop the variances. When an organization has variance in its leadership approach it produces inconsistencies within the organization making it more difficult to achieve excellence. Alignment among the managers and employees improves performance and enhances customer and employee satisfaction.
  • Standardize behavior. Leadership behavior is challenging to quantify and many organizations find it a challenge to standardize behavior. Many organizations fear that by doing so they will intrude on the leader’s autonomy and creativity. However, organizational goals come down from the top and include clear visions and missions. Any single leader’s independence is less important than the organization’s mission.
  • Eliminate barriers. Barriers that can get in the way of standardizing leadership behavior include: Lack of critical mass; lack of a balanced approach; insufficient training; no objective accountability; no path forward map which connects the dots; no process in place to manage middle and high level performers; no system to address quickly and efficiently low performers; an inability or unwillingness to standardize best practices across the organization. These barriers must be systematically eliminated.n Identify and eliminate inconsistent practices.

Carefully scrutinize all your practices in interviewing systems, messaging to employees, leader responses to crises, varying leadership performances and ineffective leadership evaluations.

Every organization should strive to create a self-sustaining culture with energy and vision to achieve excellence, Studer says. This can be accomplished by renovating your leadership evaluation system, applying key leadership behaviors, which will inspire self-motivation (the most powerful motivator of all), and developing standardized processes which will hardwire excellence into your organization.

Sources: “Results That Last” by Quint Studer

Dr. L. Darryl Armstrong, Armstrong and Associates, is a consultant and counselor. He can be reached at drdarryl@aol.com or 1-888-340-2006 or http://www.ldarrylarmstrong.com

It is overdue that all government agencies become open and transparent … The LBL Issue

LBL morning landscape

Land Between The Lakes

To Those Interested:

Sadly, it is once again time to have our elected officials at the local, state and federal level step to the plate and stop the US Forest Service at Land Between The Lakes from making a mockery of the commitments made to the former residents, users, visitors and taxpayers.

The most recent petition drive to stop the clear-cutting and burning at this 170,000 national outdoor recreation, education and resource management area is the latest eruption in the ongoing battle to get a federal agency back in line to serve its constituency.

Everyone should understand that the USFS actions directly impacts the local tourism economy of western Kentucky and ultimately the Commonwealth’ s economy, so I am sure the Governor and Kentucky State legislators are already in touch with the locally elected officials to stop these actions. If not, now is the time for them to step up and speak out.

I commend the work of Lyon Judge Wade White and Trigg County Judge Hollis White, and Professor David Nickell and others who have committed to engaging in openness and transparency to inform and educate those with an interest in LBL  – this is something that too many local, state and federal governments only say they will do.

They are effectively using social and traditional media to push their opposition on the USFS actions out to the people that count – the former residents, the taxpayers, the users and the visitors to this national treasure. They must keep up the openness and transparency and continue to inform, educate and collaborate with those they serve and insist that the federal managers come to the table to resolve this crisis that the USFS created.

Any well-read or TV-versed person knows that the Obama administration has demonstrated they are “big on hat, short on cattle” when it comes to openness and transparency and, therefore, it seems the US Forest Service can be the same. Well, USFS you are wrong! You have been called out.

I am not surprised that Land Between The Lakes talking head Jan Bush says U.S. Forestry officials don’t plan to attend the February 26th public meeting, but they look forward to the dialogue that follows. I have to ask, how will you know what that dialogue is Ms. Bush if you don’t attend?

Knowing how the federal government works, after spending almost two decades trying to make it an open and transparent government that sought out public opinion and dialogue before making decisions that impacted its customers, all I can say is “I am sure the USFS management and employees are waiting with baited breathe over at LBL to hear the outcome of this meeting.”

According to local media sources, Wade White of Lyon County and Hollis Alexander of Trigg County are encouraging community members to voice concerns at a public meeting they’re planning for February 26th in Grand Rivers. White says logging and burning ongoing in the northern portion of LBL makes the landscape look devastated.

“If we truly are a recreational area like what was promised back in the 60s, to draw in people so it helps our economies all around, that’s not happening,” said White. “That’s not going to happen if it becomes a tree farm.”

White has been publicly critical of logging and burning operations in LBL both on his and Lyon County’s Facebook page. He’s raising funds to bolster his efforts with a media campaign, says the tax funded National Public Radio website WKMS at Murray State University.

Judge White I strongly urge you to sit down with the all the tourism commissions in the area and voice your concern. Kentucky Western Waterlands, Inc. should be speaking up on behalf of the regional tourism businesses.

Also, Judge White and Alexander please contact the Southeast Outdoor Press Association (http://seopa.org); The Association of Great Lakes Outdoor Writers Association (http://aglowinfo.org); The National Outdoor Writers Association (http://owaa.org); the Tennessee and Kentucky Press associations and outdoor writer association and such imminent and respected outdoor writers as Wade Bourne (http://www.wadebourneoutdoors.com/ ) in Clarksville, Tenn.; Steve Vantress in Paducah, and Bill Evans, Vice President of Operations and News at WPSD-TV and let them know of this egregious issue and the opposition and give them interviews, fact sheets, photographs and video. Take this story to the world and I assure you these people will respond.

We support Judge White and Judge Alexander; however, just as we saw with the US Corps of Engineers attempts to recently ram down a new policy about fishing below Barkley Dam without public input and consideration these judges will have to have the total support of Congressman Whitfield and Senators McConnell and Paul to stop this outrageous activity. Now, is the time to insist that the state and federal representatives publicly speak up and demonstrate their support of your viewpoints.

This time federal legislation must be designed to also include a provision that stops such excessive forestry practices and ensures that all roads to all cemeteries in LBL will be maintained and remain open at all times. The legislation should focus any agency that runs this project on operation and maintenance of existing facilities, confine them to the facilities they currently have with no more commercialization expansion and insist that they are at all times engaged with the public seeking input, comment and collaborative decision-making.

Make no mistake to stop this action will require federal legislation, supported by the state of Kentucky and Tennessee and the local and state elected officials.

As concerned citizens and taxpayers, call and write your federally elected officials, your Governor and state legislators and insist they attend this meeting. Ask them the federally elected representatives to intervene legislatively and insist while they are at it that they insist the USFS demonstrate enough courage to come to these meetings and hear the public’s views, issues, concerns and dialogue.

It is time that government at all levels actively seek out and engage those who pay their salaries and fund their budgets — the taxpayers. In fact, that time is long overdue!

Finally, drive over to LBL and see this situation for yourselves. Call Judge White and Alexander and talk to them and express your opinions, attend this meeting on February 26th in Grand Rivers; call WPSD-TV, the Paducah Sun and your local newspapers and insist they attend.

Use your own personal social media sites to get your messages and opinions out there, whatever they might be and insist that the USFS become open and transparent.

Finally, Judge White and Alexander file Freedom of Information Acts requesting all documents dealing with this and all management issues of concern and if it is found that someone sitting in the southwestern United States wrote this management plan reveal that fact to the public.

Go to these sites to learn more and attend these meetings to voice your opinions, your outrage and or your concern:

https://www.facebook.com/lblcoalition

http://lblcoalition.org/wp/2015/02/please-take-a-drive-to-see-for-yourself/