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Sanity? You have some??

Sanity? I have some…

Today marks the 28th of January and as every year I start planning for the year objectively and logically. I start looking at my business in a non biased way and align my vision to my goals, both the long term and short term. Sometimes it is fun and others it is a challenge, sanity you ask? Sanity comes in the process, where the process isn’t an hour nor a day but several days and really a roller coaster ride that has lasted over this past month.

So where does sanity come into play?

Well, that’s the thought that crossed my mind when I looked back at some moves I made this past year. Some risks I took and others I didn’t take.

So I ask:

Do you take the time to think about the risks of 2012?

Many people don’t look back. Many strive to avoid looking at mistakes as well as the wins. I believe that part of it comes from all this positive talk in social media and also from the day to day activities that don’t give us the time to reflect.
So, I decided to make a list of the things I do to analyze and gather my thoughts for the future. It is something that has worked over the years and I thought I would share it!

The Process:

1. Review the goals you set for 2012
2. List the wins of 2012
3. List the losses of 2012
4. Organize the why things happened
5. Organize the why you want or don’t want things to happen again
6. Create your top ten
7. Paste the list on your white board and read it every day

Why this process?

It is logical and it is beneficial to see everything as a timeline. We need to focus on the wins as we do on the losses. We need to become aware of the actions we took so we either repeat them or avoid them in the future.
Making the new goals for 2013 becomes easier once we are able to see the past and focus on making it in the following year. If you follow a process (doesn’t need to be mine) you are able to organize your thoughts and maintain calmness and your sanity. As small business owners, we are aware of the psychological torment that can accompany an individual running a business. Setting up procedures like this brings one back to level ground where decisions can be made without emotional attachments!

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PS. If you are wondering why I am sending this at the end of January… well I procrastinate… plus, I don’t want you to take this as a new year’s resolution… Now that the ugly and slow January is out of the way start planning!

Communication Change in the Corp Word

Communication Change in Corp World

Communication Change in the Corp Word

Communication Change in the Corp Word

 

We have all been involved in large organizations. We have all witnessed what it is like to work with others in a massive team. We have worked the jobs at the bottom of the chain and also the ones at the top. Various understanding of how to deal with people exists and it is usually based on previous experience, culture, society norm, and so on.

What I noticed while working with some big corporations, is that people tend to stick to what they know. They don’t like change and certainly not anything that will compromise their job/career. It is intuitive that they follow procedure.

Does this make or break a corporation? Well startups are in a different position. They are able to create a different culture and develop new approaches to their work flow. Usually this can give them leverage over bigger companies and giving them an opportunity to grow faster and capture market share.

So how does communication come into play? The basis of any working model should require a proper communication flow; a way for a team to develop and grow constructively. What happens next? The interesting process of corporate politics enters the arena and when you have new technology… fireworks are always expected.

While at the bottom of the chain working the entry jobs, I would suggest great tools, great flows and really, anything that would limit the amount of time it would take to get responses back. Moving up the chain and learning the tricks of the trade I would start suggestions with proper presentations and proof of efficiency. This proved to be beneficial. The interesting portion however, came from different management.

Focusing on the successful ones, they integrated culture change. Culture change is always difficult, with all the politics, procedures and what not else that exists in a large corporation. The effectiveness of being able to make the change always brought success in the implementation. If this was not accomplished, the opposite occurred, where by efficiency dropped and the projects felt the ramifications of limited culture change.