Management in the “SHIFT-AGE”
The following is an excerpt from The Baton Management System more visit www.CreateTransferableWealth.com
CEOs who set a good example by adopting a “do as I do—not as I say” attitude with direct reports (particularly in terms of how to supervise) are a primary leading- indicator of corporate success in the “shift-age”. Compliance by senior executives to company-wide supervisory protocols is an essential factor in the maintainance of inspirational-leadership and process-discipline.
Standardized Supervisory Protocols:
- Recognizing Cultural-values contributions
- Leading Monthly one-to-one coaching sessions
- Conducting performance correction sessions (for values, ethics,& process non-compliance)
- Analyzing the performance of direct-reports
- Facilitating team meetings
- Inducting new direct reports
Anybody with direct reports who is not process-compliant to the company-wide supervisory protocols, must be corrected or removed to avoid “retreat to the familiar”…and an eventual meltdown of the new culture.
The benefits :
- Contribution, new hires get onboard effectively.
- Productivity, direct reports are in compliance with the company’s ethics platform and their assigned task processes.
- Employee development, monthly coaching sessions are held with each direct report – findings and commitments are documented.
- Effectiveness & morale, team meetings with an agenda are held to inform, motivate, and discuss relevant issues/opportunities.
- Continuos improvement, direct reports are taught to identify waste recovery topportunities and participate in quick response teams.
- Communication, supervisors keep their manager informed of results and corrective actions underway.
- CEO as a motivator, Supervisors encourage and invite the CEO to ‘inspire the troops’ at special events.
Inducting new