Thursday, 30 April 2015

Your Executives Are Killing Your Business...









Yes they are Mr. CEO and you are to blame.



Brace yourself for this is going to be a hard pill to swallow.



We know that you pay them very good money and that they enjoy all the necessary perks to keep them happy, including the coveted corner offices, (for those you really like). These executives are also allowed to choose interesting assignments that challenge them and enable them to display their business prowess.
 


But here's the thing Mr. CEO: you have become too comfortable with your 'inner circle' that over time, you have failed to address some red flags that are slowing down productivity and eroding your bottom line.



Simply put, three groups of executives are killing your business slowly but surely:




1) The Power-Obsessed Egomaniacs





To be fair, these executives delivered in the past and their track records earned them their current positions.



But soon something strange emerged. Something dangerous, plain as day to 'regular' employees, but unnoticeable to you Mr. CEO, despite unofficial complaints...



These executives developed a sense of entitlement.



So now they display attitudes and behaviours that make objectivity impossible.



Those who 'challenge' them in any way, even to suggest options which would yield improved results, are punished.



The executives, all puffed up, strut around, bark orders and threaten terrified staff with transfers to difficult locations or with job losses.





They exude such power, (whether perceived or real), that they are fearfully labelled the 'untouchables'.





Some, now shamefully corrupt, ask and receive monetary 'contributions' from staff just so that the workers could be allowed to perform their duties without intimidation or harassment.



Employees who cannot afford to lose their jobs because of family obligations or other commitments, became resentful of the persistent unfair treatment and resort to negative behaviours: They miss work; they deliberately become unreliable; they sabotage/steal company's resources; and even attack the company's reputation on social media. (A huge backlash on Twitter or Facebook, complete with an insulting hashtag could become a dreaded reality).
 




And you Mr. CEO, instead of launching a full, independent investigation of the actions of your executives over X period, simply listened to inane explanations blaming the monthly losses on some 'incompetent' staff, (aka scapegoats), who were subsequently fired. The unfortunate professionals did not stand a chance when pitted against your cronies.



A few talented workers, despite the odds, have chosen to leave, declaring that life was too short for continued misery.



It is no wonder that your company is haemorrhaging revenue, staff and goodwill.
  




2) The Perfectionists








Now this group on the surface, might not seem to be as harmful to your business as the power-hungry lot, but they do the company no favours.



These perfectionists delay crucial decision making because they want to ensure that the perfect plan for the perfect circumstance, is executed with the perfect method, by the most competent professional. So they take their time to act.



The executives also unwittingly stifle innovation and creativity because they are so risk-averse that unless Y outcome can be guaranteed from X action, they will not support ideas.



Thus approvals get halted; potential clients/partners/customers are lost; delayed results become irrelevant; and frustration levels of employees are heightened.



Because nothing is as certain as change itself, a crisis exacerbates an already ineffective system.




For example, critical functions under the perfectionists' responsibilities fail to respond speedily to a crisis. The delay causes a plunge in the value of the company's stocks as fearful investors withdraw from the 'sinking ship' and divert their resources to the company's competitors.



Remember Mr. CEO: All it takes is just one badly-managed crisis to cause significant damage to the company's reputation, leading to lost revenue. 





3) The Incompetents






What is surprising to note is that even though this group is the easiest to replace; (it makes no business sense to keep these executives on the payroll); its members  remain employed because of internal politics.



Executives in this group become so assured of their continued tenure that they become lazy and begin to slip. When their errors are consistently concealed or others are made scapegoats in their steads, they become incompetent and neglect their duties.



As a result, employees are forced to work twice as hard  to address problems stemming from these executives' actions or inactions.



Therefore undue work interference, arbitrary decisions and a lack of commitment to key initiatives become the norm, all which reduce efficiency at the workplace.



Moreover, since all suggestions to address problems are ignored, outcomes become disappointing and losses persist.



And you Mr. CEO continue to sit in your plush office and wonder why and how it is all crashing down...   






Conclusion



It is time to awaken from your slumber Mr. CEO. Those three groups of executives are ruining your company and making you look like a weak, ineffective leader.



The good news is that such toxic executives are easy to spot but you must act decisively. You are not running a social club; you are at the helm of a profit-making entity, so act like the leader you were assigned to be.









Order company-wide due diligence.



Audit the executives' results and make them accountable for their budgets and projects.



Get external assistance to weed them out if necessary and give them attractive severances packages to facilitate their exits.



Do whatever you need to do ethically but get them out of your company as soon as possible. Then hire competent professionals with verifiable track records who will be committed to the company's vision, and who will possess the required emotional intelligence to inspire and lead their teams to achieve success.



Your staff and your shareholders will thank you for your actions when sanity returns to the workplace and productivity begins to rise.



And you Mr. CEO, will be able to hold your head high. 



Over to you:



What other groups of executives are detrimental to your company? 




Kindly post your comments below, anonymously if you prefer.  






Don't rush off just yet. Please remember to: 

1) Share this article in your social media networks by clicking on the icons on the left side or below.  


2) Sign up for updates in the blog's right sidebar so that you are immediately notified via email when a new blog post is published. Never miss an article again!




Recommended reading 


Inside The Complicated Mind Of The Employee






Need help in writing? 

Hire me for a writing assignment, some consulting work and/or coaching sessions in formal writing and communications.  


Contact me by:


A) Sending a direct email to: Lucilleossai@gmail.com 


B) Calling for advice and a  free  consultation:
 
Nigeria:               0704 631 0592
International:    +234 704 631 0592  





---------------------------



N.B –  First image courtesy of Jesadaphorn; via freedigitalphotos.net. Second image courtesy of Iosphere; via freedigitalpjotos.net. Third image courtesy of Master Isolated Images; via freedigitalphotos.net. Fourth image courtesy of Stuart Miles; via freedigitalphotos.net. Last image courtesy of Nongpimmy; via freedigitalphotos.net. 



Tuesday, 31 March 2015

Three Years Of Blogging...In Memorable Quotes (PART 2)








And the second segment in this celebratory series takes off... 




6) “Happy workers increase productivity, go the 'extra mile' and become willing cheerleaders...of companies' brands, thereby boosting their reputations”.



Post:

Discussion Forum #2 – What Would Make You Happy At Work? 


Date:

September 2014 







URL:


Description:

Job satisfaction and employees' happiness at work favourably impact the organisation. Although this discussion was time-limited, candid statements from professionals who posted comments makes this post an interesting read. 






7) "Even the most modest effort made by Management to really listen to its staff and to provide what is desired, within reason, communicates a proactive, caring culture”.


Post:

Management 101: Creating A ‘Listening’ Culture. 


Date:

October 2014




URL:


Description:

A 'listening' culture at the workplace is required for effective management and improved performance. Go back to the basics and get it right!  



8) “A good corporate reputation leads to trust in the brand, which leads to increased  patronage  of  the company's products/services,  resulting   in  higher profits for the business”.



Post:

Boosting Corporate Reputations With Effective Communications.






Date:

November  2014


URL:




Description:

Maintaining a good corporate reputation is essential for the profitability and longevity of your brand. Learn how to leverage strategic communications for the competitive edge. This is a must-read article for Management and communications/PR professionals. It also captures the essence of this blog.




9) “Without good content, your brand is dead. Or dying. Or on its way to its imminent demise”.
 

Post:

Leveraging Business Content For Brand Dominance.



Date:

January 2015 



URL:


Description:

Corporate  storytelling  is now  indispensable to  your  business goals. Learn how to use business content to strengthen your brand and get results. Useful tips from content experts such as Copyblogger and Visual.ly are given.  





10) “Unless the content adds value to my work, or addresses specific issues, or clarifies some ambiguity about your policies or strategies, I wouldn't care about it...It wouldn't matter what bells and whistles you use or how often you harp on about your plans”.
 

Post:

Dear Management: Your Communications Suck! 



Date:

February 2015



URL:


The Employee bluntly reveals why Management's communications fail and gives tips for more effective collaboration with staff. This is another eye-opener of an article for those in C-suite positions.





Conclusion







Thus concludes our third anniversary celebration. Thank you all for supporting this blog since its inception in March 2012. 



If you have been a regular reader, let us know your opinions about the blog over the years: Has it grown? How would you rate its articles and the layout/design?




Have you ‘stumbled’ upon this blog? Let us know what you think and how we can improve your experience here. 



Keep your suggestions coming because we really appreciate feedback from you.




Expect changes to the blog this year but don’t fret; we will remain committed to providing great content. 



Cheers!  




Recommended reading

Be kind. Please remember to:



1) Share this article in your social networks by clicking on the icons at the left side or below.


2) Follow this blog via email so that you are notified immediately a new post is published. You would find details in the blog's right sidebar the homepage.   




Need help in writing? 

Hire me for a writing assignment, some consulting work and/or coaching sessions in formal writing and communications. There are 3 ways to do this:  



A) Fill in the “Hire Me” contact form on the right sidebar of this blog on the homepage. I would respond promptly.                        



B) Send a direct email to: Lucilleossai@gmail.com       



C) Call for advice and a free consultation:

Nigeria:             0704 631 0592 
International:   +234 704 631 0592  



-------------------------------

N.BFirst, third, fourth and fifth images courtesy of Stuart Miles; via freedigitalphotos.net. Second image courtesy of Bplanet; via freedigitalphtos.net. 


Saturday, 28 March 2015

Three Years Of Blogging...In Memorable Quotes (PART 1)







The digital road consistently travelled...




This blog, known for producing insightful, original content, (most of which you are unlikely to see elsewhere without authorisation); for giving practical advice; and generating relevant pieces, clocked another year this month.



The Rethinking Business Communications Blog is three years old!



Being committed to its continued growth, I will strive to build it to become a useful resource in the business communications niche. It will be a journey but I hope that together, we will find it rewarding. Your continued readership, advice, suggestions and engagement from across the globe are deeply appreciated.




Let’s work together to make this blog even better as time goes on.





So who’s with me?




(Hint: The only answer here is - “Everyone!”)  :-).
 



Good.




As is the tradition, below are the memorable quotes selected from articles posted throughout the blog’s third year. This is the perfect time to catch up on articles you never got around to reading.



 
Memorable Quotes



1) Show me by both your words and actions that you really care about the things that matter to my career and I would return the favour.


Post: 


I Plan To Stay In Your Company A Long Time IF...



Date:  

April  2014




URL:




Description:


The Employee returns and  finally  reveals reasons why he would actually STAY in  an organisation. Spoiler alert: It is not always about the money.  




2) "Good communication skills...are global pre-requisites for successful careers”.


Post:

Communicating For Success: 10 Sure-Fire Tips To Master




Date:  

May  2014



URL:



Description:


Communication skills are vital for professional development. Master the 10 tips  given that are guaranteed to take your career to the next level.  




3) “It doesn't matter if you are an introvert or an extrovert. At some point in your career, you will be required to work in teams”.
 

Post:



Teamwork For Dummies – Rules Of Engagement


Date:

June  2014



URL:












Description:

Great teamwork doesn't just 'happen'. Learn how to build good teams with simple tips learnt from an unlikely source - the revised classic story of The Turtle & The Rabbit. Watch the videos and be inspired. 

 



4) “It is important to note that political and corporate leaders lead people and these people have aspirations, expectations and obligations which they expect their leaders to prioritise”.


Post:

From Politics To Corporateville – Top 5 Mistakes Leaders Make


Date:

July  20
13











URL:








Description:


Avoid the five listed mistakes of political and corporate leadership to become a great leader. Included in the article are case studies of the controversial Malaysian Airways MH17 tragedy and the ongoing #BringBackOurGirls campaign. This carefully-researched post, published soon after the tragedy, is one of the author’s best pieces of the year. It is highly recommended for both aspiring and seasoned leaders, so share liberally in your networks.







5) “How this theme is handled in your companies might signal whether or not your employers deserve your expertise, time and more importantly, your continued commitment and tenure”.


Post:

The Dying Art Of Managing The Psychological Contracts Of Employees



Date:


August  2014



URL:



Description:


Do you know what a psychological contract is? Well every professional in gainful employment has one. Knowing how to manage it effectively makes the difference between favourable results and dismal outcomes at the workplace. 


At 2,600+ words, this concise article draws upon findings from researchers in the field of organisational behavioural science and would interest Management in particular. By providing a practical scenario to consider, the author also makes this theme relevant to employees. 

 



Conclusion










And that concludes this segment.

 

I hope that I have ‘enticed’ you enough to read those articles. Remember to share the posts and to spread the word far and wide about this blog. Doing so would really, REALLY make me happy and would encourage me to keep on writing...



Don’t stay away too long as the second segment will be posted in a few days.



Cheers!



Be kind. Please remember to:



1) Share this article in your social networks by clicking on the icons below. 


2) Sign up for blog updates and be notified via email immediately a new post is published. You could do this by filling the box at the right sidebar on the homepage.  




Need help in writing? 


Hire me for a writing assignment, some consulting work and/or coaching sessions in formal writing and communications. There are 3 ways to do this:  


A) Fill in the “Hire Me” contact form at the right sidebar of this blog on the homepage. I would respond promptly.        


B) Send a direct email to: Lucilleossai@gmail.com 

 

C) Call for advice and a free consultation:

Nigeria:             0704 631 0592
International:   +234 704 631 0592  




----------------------------

N.B: All images courtesy of Stuart Miles; via freedigitalphotos.net.