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Similar to 5 Mistakes Every Employee Must Make
Similar to 5 Mistakes Every Employee Must Make (20)
5 Mistakes Every Employee Must Make
- 1. 5 Mistakes Every Employee MUST Make Fostering Innovation and Employee Happiness at Work 186 Heritage Drive 866.796.7040 St. Albert, AB gilles@resonancehrm.com T8N 5W4 T8N 5W4 www.resonancehrm.com www resonancehrm com
- 2. Why Mistakes? • Failure‐Type Thinker vs. Success‐Type Thinker • Failure‐Type Thinker – Is Fearful of Failure – Has become Risk‐Adverse • Success‐Type Thinker Success Type Thinker – Fails All The Time – Willing to make Mistakes Willing to make Mistakes – Gamer Generation © 2010 Resonance 2 3/17/2010 Human Resources & Marketing
- 3. Lose A Customer • There are two categories of ‘Losing a Customer’ © 2010 Resonance 3 3/17/2010 Human Resources & Marketing
- 4. Unable • Being Unable to Satisfy a Customer’s Needs – Do you have the Required Skills? – Do you have the Resources? – Do you understand your Customer’s Needs properly? • Focus is on serving More Customers Focus is on serving More Customers – Learn, Fail, Try Again until we Succeed – Continuous ongoing cycle Continuous ongoing cycle – Always needs to be Measured and Evaluated © 2010 Resonance 4 3/17/2010 Human Resources & Marketing
- 5. Unwilling • Being Unwilling to Satisfy a Customer’s Needs – How are you Motivated? – What does Success look like? • Focus is on serving Less Customers Focus is on serving Less Customers – Better Understand of Customers – More Specific Higher Value More Specific, Higher Value © 2010 Resonance 5 3/17/2010 Human Resources & Marketing
- 6. Process “We’ve always done it this way.” © 2010 Resonance 6 3/17/2010 Human Resources & Marketing
- 7. Process • Process and Policies are attractive traps – We evaluate at one period of time – We believe that this same strategy will continue to the best approach – We defend the process / policy more than the objective of the process / policy / “Failure is simply the opportunity to begin again, this time more intelligently.” ‐ Henry Ford © 2010 Resonance 7 3/17/2010 Human Resources & Marketing
- 8. Process • Amazing, inspiring things happen when we challenge the process – Engage employees in the solution – Challenge our assumptions – Become willing to make Mistakes to accelerate progress towards our Vision “You miss 100% of the shots y you don’t take.” – Wayne Gretzky y y © 2010 Resonance 8 3/17/2010 Human Resources & Marketing
- 9. Process • ‘Googlette’ – Larry Page and Sergey Brin empower their employees to utilize 20% of their time ili 20% f h i i doing something they are passionate about passionate about – They recognize ‘Googlettes’ may not work but have may not work but have found success in trying, failing and learning © 2010 Resonance 9 3/17/2010 Human Resources & Marketing
- 10. Texting 1. An invention that allows people, usually in their teenage years, to talk to more than one of their friends at once. years, to talk to more than one of their "friends" at once. 2. The reason kids don't learn as much at school...except maybe a better way of not getting caught using your phone. phone 3. Something the majority of people over the age of forty can't seem to figure out. 4. The easiest way for you to ignore someone that you don't want to talk to.. as opposed to refusing their phone calls. 5. Something parents hate you to do all the time, but what Something parents hate you to do all the time, but what we can't stop doing. Definition courtesy of Urban Dictionary © 2010 Resonance 10 3/17/2010 Human Resources & Marketing
- 11. Communication • There is a fundamental belief (Mistake) that people must communicate with us how we want them to communicate – This is by definition ‘non‐communication’ or CYA • The first time CYA Fails we finally: The first time CYA Fails we finally: – Ask how people want to communicate with us – Determine different methods for communication for Determine different methods for communication for different people – Use multiple strategies at all time multiple strategies at all time © 2010 Resonance 11 3/17/2010 Human Resources & Marketing
- 12. TGIG Syndrome • The Grass is Greener Syndrome – TGIG people are focused on the Destination – You can never Satisfy a TGIG person • Best to identify TGIG people early – You can try to provide coaching (might work) You can try to provide coaching (might – Giving in doesn’t fix the problem – only delays it – They are fundamentally Failure‐Type people They are fundamentally Failure Type people © 2010 Resonance 12 3/17/2010 Human Resources & Marketing
- 13. The Black Hawk Boss • Enabling the Black Hawk Boss – It’s the easier path to take – There’s less risk, less conflict • The BHB is the GREATEST risk in today’s g organizations – They are the keepers of corporate knowledge g – They enjoy the feeling of security it provides – It feeds their ego g © 2010 Resonance 13 3/17/2010 Human Resources & Marketing
- 14. Gilles Prefontaine Gill P f i Gilles Prefontaine's reputation has been built on his ability to determine strategic directions, grow businesses and seize opportunities in turbulent markets. Working with organizations such as TELUS, Dell, and Servus Credit Union, Gilles helped establish growth‐focused visions Gilles helped establish growth focused visions and contributed to these industry leaders. Blending an education in Economics and an MBA specializing in Human Resources, Gilles advises entrepreneurs and small business owners on how to make their businesses evolve. 186 Heritage Drive 866.796.7040 St. Albert, AB gilles@resonancehrm.com T8N 5W4 T8N 5W4 www.resonancehrm.com www resonancehrm com © 2010 Resonance 14 3/17/2010 Human Resources & Marketing
- 15. Q&A Thank You! 186 Heritage Drive 866.796.7040 St. Albert, AB gilles@resonancehrm.com T8N 5W4 T8N 5W4 www.resonancehrm.com www resonancehrm com © 2010 Resonance 15 3/17/2010 Human Resources & Marketing