September 2014

Why Strategies Fail

No comments

Whoever said that “a failuScott's Monday Morning Messagere to plan is a plan to fail” didn’t understand planning. Unless mentally impaired, no one actually plans to fail; what really happens is they fail to take into consideration the one element that kills the chances of any plan succeeding—emotion.

Logic makes people think while it’s emotion that makes them act. All variations of planning, be they strategic plans, project plans, or broader business plans are exercises in logic. Done right, they make perfect sense, and then are deployed by imperfect beings. Good planning always fails when the emotions of leaders and staff prompt them to act based upon those emotions, even when that’s contrary to the plan. For example, how many times has there been a plan to do better at holding people accountable, even firing them faster when warranted. Yet, the emotions that come up when faced with this reality hamper, delay, or even justify why these best laid plans are not followed.

The fourth quarter is the most common time that staffing firms, recruitment agencies, and business of all kinds engage in the yearly strategic planning exercise. This year, account for and include in the plan the fact that emotions are going to come into play many times in the coming year. The joy that you experience, as a result of adequately addressing this element in your planning, will have you experiencing joyful results that will, in no way, hamper any of your plans.

Scott WintripWhy Strategies Fail
read more

Candidate Gravity – TFI Resources Webinar

No comments

Candidate GravityI promised more potential Points of Gravity for enhancing your gravitational field in the market to those of you attending today’s webinar. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripCandidate Gravity – TFI Resources Webinar
read more

More on Leadership Deficits – The Test

No comments
Wintrip Consulting Group : Take No PrisonersTake No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of taking people hostage with outdated, heavy-handed, and ineffective methods of management, measurement, and motivation, Radical Accountability focuses on creating an unwavering responsibility for getting done what matters most.

Last week’s message on this topic received lots of acknowledgements as to the extent of this problem and requests for more on the topic.

Here are seven more questions, plus the original three, which will allow you to begin to measure the Leadership Deficit in your company. Double-check your answers. Many people report that some of their responses are what should be happening, not what’s really going on currently.

THE LEADERSHIP DEFICIT TEST

  1. Do leaders unwavering…

    1. hold people to the set standards or
    2. justify when they do not?
  2. Are managers…

    1. regularly improving, evolving, and changing best practices or
    2. allowing current processes to continue as the way business gets done?
  3. Do leaders…

    1. work to lessen the amount of multi-tasking being done or
    2. promote multi-tasking?
  4. Are the managers in your company…

    1. consistently decisive in their decision-making or
    2. more inclined to ponder things before taking action?
  5. Do your leaders…

    1. encourage and embrace mistakes or
    2. focus on avoiding missteps and problems?
  6. When listening to managers, do they tend to…

    1. speak succinctly, often using metaphors and examples, or
    2. talk in detail, explaining their points with precision?
  7. Do leaders in your company…

    1. regularly schedule and facilitate practice opportunities or
    2. approach practice, if it ever happens, as an occasional event?
  8. Do leaders spend more time…

    1. creating roles or
    2. filling open seats?
  9. Are managers spending more time…

    1. managing people or
    2. the numbers?
  10. Do leaders consistently…

    1. anticipate or
    2. react to production issues?

Tally up the number of “B” responses and multiply by 10. This number represents the percentage gap in the efficacy of your leaders and leadership function. By addressing each, making the “A” answer in each question the desired state, you’ll close this gap, effectively removing the deficit which is costing more than just money.

This Week’s Radical Accountability Activating Action: Take and score the test. Pick one area for improvement and start working, this week, on closing that gap.


Follow me on Twitter! You can find me here: https://twitter.com/ScottWintrip
Every day I provide pithy pieces of advice and wisdom. Join the growing crowd who read these gems every day.

You may subscribe and encourage others to subscribe by clicking here.

Check out my podcast series called Simply Scott on iTunes.

If you’d like to reach me, email: scott@ScottWintrip.com or call my direct line: (727) 502-9182

Visit my web site: https://www.WintripConsultingGroup.com

Scott WintripMore on Leadership Deficits – The Test
read more

Candidate Gravity – NAPS

No comments

Candidate GravityIt was an honor and pleasure to share time with all of you who attended my session in Houston at NAPS.

I promised more potential Points of Gravity for enhancing your gravitational field in the market. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripCandidate Gravity – NAPS
read more

Is It Best? Or Is It Merely Repetition?

No comments

Scott's Monday Morning MessageLast week I had the honor of speaking at the conference of the National Association of Personnel Services (NAPS) in Houston, an event with lots of smart and talented people sharing information and learning good practices. Embedded within those good ideas, unfortunately, were Repetitive Practices, inefficient routines that are often the way things have always been done. These include:

  • Candidate and client control
  • Feature-benefit selling
  • Always Be Closing
  • Back to basics
  • Value propositions
  • Influencing or convincing clients or candidates
  • Time kills deals

When people pause and honestly assess these tired ideas, they realize:

  • Your can’t control anyone. You can facilitate a process that mutually benefits everyone.
  • Customers don’t buy features and benefits. They do buy an improvement to their current circumstances.
  • Closing isn’t as powerful as collaborating.
  • Back to basics perpetuates the problem. Stay with the basics solves it for good.
  • Value propositions pale in effectiveness to provocative stories.
  • Trying to influence or convince anyone is a waste of energy and only does harm. Allowing people to convince themselves take less effort and helps your relationship.
  • Time simply marches on. What kills the deal is the recruiter or salesperson who fails to gain agreement to a process, up front, that maximizes the time at hand.

It’s time that we, as an industry, begin to thoroughly question and assess what we’re being told, unless we’re satisfied with the status quo. I don’t know about you, but I want better for our industry. Better respect, better profits, and better processes that reduce our labor intensity. Perpetuating past practices isn’t going to make that happen.

Scott WintripIs It Best? Or Is It Merely Repetition?
read more

Playing Dead: A Terrible Way to Sell – Scott’s Sales Yoga Thought for the Day

No comments

So, what will they do this weekend? The zombie run? The stunt double play?

In case you missed it, college football added something new last weekend to the playbook. During a fake punt attempt against the Miami Hurricanes this past Saturday, Arkansas State’s Booker Mays attempted to distract his opponents by falling over, stiff as a board, at the start of the play. While laughable, that’s the extent of the benefit from this ridiculous attempt at innovative play as the punt turned pass was intercepted by the Hurricanes.

All too often, how some people sell isn’t much better than the histrionics employed by Mays. Dramatic diatribes about the competition, long-winded feature-benefit laden presentations, and other selling stunts are no better than just falling over and playing dead in front of the customer. In fact, I’m sure many buyers would rather the salesperson keel over than have to go through all of the convincing, influencing, and convincing that often comes with selling.

The sales experience, done right, is a collaboration wherein buyers convince themselves to buy. Buyers always believe themselves, but only sometimes, if ever, believe a salesperson. We need to let the better closer close, and that’s not us.

Booker Mays was selling, but the Miami Hurricanes weren’t buying it. Are customers buying into you? Play games like Mays and the answer will be a definitive “no.”

Scott WintripPlaying Dead: A Terrible Way to Sell – Scott’s Sales Yoga Thought for the Day
read more

Closing the Leadership Deficit

No comments
Wintrip Consulting Group : Take No PrisonersTake No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of taking people hostage with outdated, heavy-handed, and ineffective methods of management, measurement, and motivation, Radical Accountability focuses on creating an unwavering responsibility for getting done what matters most.

Getting from here to a more profitable there isn’t just about charting the right course; it requires bridging the gaps. In many organizations, the biggest cracks are caused or widened by the leadership team.

Case in point is a very reputable staffing firm that has yet to live up to it’s full potential. Customers love them, candidates adore them, and they have the satisfaction scores to prove it. Yet, this company has yet to break through their self-imposed glass ceiling which keeps growth well below their market potential. What’s lacking is a leadership team that drives business versus reacting to the market, creates opportunities versus constantly solving problems, and innovates versus perpetuating the status quo. This deficit in leadership is all that’s keeping this outstanding firm from being more dominant and more profitable.

How big is the Leadership Deficit in your company? To get started, here are three of the critical areas to assess and address:

1. Do leaders spend more time creating roles or filling open seats?
One sure sign that there’s a Leadership Deficit is in the hiring being done by operational and sales leaders. Filling seats is a backwards looking exercise that maintains the status quo, while creating new roles demonstrates that these managers are looking ahead, creating and seizing opportunities ahead of your competitors.

2. Are managers spending more time managing people or numbers?
The numbers never lie, but there’re a terrible way to manage a company. Numbers should be used as just one indicator that informs leaders on how to manage, versus burying their heads in data that keeps them isolated from people. Managers need to spend hours more with their direct reports instead of just reading reports that never provide a complete picture.

3. Do leaders anticipate or react to production issues?
Poor results don’t just happen, yet, too many of today’s managers are consistently waiting too long to address the causes. The better leaders are watching for the slightest change in the pulse of the team and paying careful attention to the nuances in each individual from day to day. This active form of leadership is allowing them to avert problems and seize opportunities, propelling these companies to have better cultures and more consistent, positive results.

Plans are great, but the failure to have a plan that closes the Leadership Deficit makes achieving those plans difficult, if not impossible. These final months of the year are a great time to plan for a different and better outcome, and there’s no better place to start than planning for better leadership.

This Week’s Radical Accountability Activating Action: Identify which of the three areas needs the most attention and take action this week to begin to close the deficit in that area.


Follow me on Twitter! You can find me here: https://twitter.com/ScottWintrip
Every day I provide pithy pieces of advice and wisdom. Join the growing crowd who read these gems every day.

You may subscribe and encourage others to subscribe by clicking here.

Check out my podcast series called Simply Scott on iTunes.

If you’d like to reach me, email: scott@ScottWintrip.com or call my direct line: (727) 502-9182

Visit my web site: https://www.WintripConsultingGroup.com

Scott WintripClosing the Leadership Deficit
read more