Posts Tagged ‘human capital’

When I was in the Army many years ago we would have all kinds of competitions. Many focused on military drills and skills, such as shooting, but there were also When I was in the Army many years ago we would have all kinds of competitions. Many focused on military drills and skills, such as shooting, but there were also a lot of sports competitions, one of which was an annual snowshoe race. You read that correctly; we would actually run in snowshoes. Not particularly fast, but run we did.

The team coach was a highly proficient sergeant and an excellent snowshoe runner himself. On the first day of training one year, he gathered all the team members together and told them he would divulge the “secret” of snowshoe racing. You would have thought he was about to reveal a great truth. In a way he was: “You start by putting one foot forward, then the other, then the other, then the other again… and you keep on doing that until you get to the finish line or collapse trying.”

Now, you have to admit that’s a pretty open “secret,” but it contains it contains a basic truth. Most things we undertake are really not that difficult or complex. However, they do take discipline and persistence. These are traits that the military seeks and reinforces in its recruits and members. You can’t accomplish a task unless you set your mind to it. Moreover, most worthwhile undertakings will entail a certain degree of difficulty and challenge, or could even be subject to the competition and aggressive intentions of others.

This story highlights another aspect of discipline and persistence that are often forgotten or not even acknowledged. I wish I could remember who it was, but another former military colleague once said that discipline is really mostly voluntary. This goes against the common understanding of discipline as something that is imposed. However, the origins of the word are the same as disciple. In other words, to practice and master a discipline, once must first submit to a teacher and his teachings. That is what a disciple is: someone who willingly follows a teacher who knows more and is more skilled a field than the disciple.

When you combine the fact of voluntary discipleship with persistence and the rigour of a systematic approach to knowledge and skill development, you get a potent mix that ensures the maximum chances of success. A key part of discipline and persistence is to actually follow the steps and technique laid out in systematic procedures.

When I was writing my first book, Brilliant Manoeuvres, a few years ago I did some research into the best approaches for productive and effective writing. I came across a book for academics titled How to Write a Lot, by Paul Silvia. You’d think there would have been a lot of technical insights about outlining and getting organized and other assorted methodological pointers.

The author pointed out instead that all of those things could actually get in the way of productivity. How? By becoming excuses to procrastinate. It turns out that the “secret” to productive writing is to sit down and write. Sounds a lot like the advice that sergeant gave about “effective” snowshoeing. There is never going to be a good moment to start writing. Inspiration and creativity come with practice and work, not by sitting there and thinking or worse, hoping and wishing. I applied the same discipline and persistence I learned in the army (for snowshoeing and other more life-defining undertakings). That’s how I produced my first book.

I could also talk about other factors in discipline, such as the unattainable search for perfection and waiting for the “right conditions” or the “right timing.” The reality is that there is never a right time or the right conditions to do anything. What we need is a systematic method (also known as rigour), the discipline to actually apply it, and the persistence to continue despite setbacks, mistakes, opposition, and the occasional discouragement.

I speak to a lot of entrepreneurs, business owners, and executives. Most have gotten to where they are through hard work, discipline, and persistence. But there is always more opportunity and need for discipline and persistence, as well as rigour. Every business and individual gets to a point of questioning and renewal in order to grow or break through to the next level. This takes just as much discipline and persistence as it took to get to the present level.

Richard Martin is a The Force Multiplier. He brings his military and business leadership and management experience to bear for executives and organizations seeking to radically improve performance, grow, and thrive in the face of rapid change, harsh competition, and increasing uncertainty.

© 2015 Richard Martin. Reproduction and quotes are permitted with proper attribution.

Signs of good morale:

  • Optimism
  • Realism
  • Cooperation and mutualaid
  • Hard work and sacrifices
  • Constructive criticism
  • Confidence in self and leaders

How is the morale is your team or organization?

  1. Do you sense that people in your company have hope?
  2. Is the language they use optimistic and hopeful, or pessimistic and despairing?
  3. Are people making plans for the future with themselves in the plans, or are they instead making plans to abandon ship?
  4. Do people have a lot of idle time, or are they working on ways to continually improve the organization and its performance?

Richard Martin is a consultant, speaker, and executive coach. He brings his military and business leadership and management experience to bear for executives and organizations seeking to exploit change, maximize opportunity, and minimize risk.

© 2014 Richard Martin. Reproduction and quotes are permitted with proper attribution.

1. When is the last time you spoke to your whole team, to tell them what is happening and why it’s happening?
2. Are things in your company managed consistently in an ad hoc manner, or is there deliberate analysis and planning prior to making decisions and executing them?
3. Do you conduct regular meetings to talk about strategy and tactics, and to solve real problems that will get you closer to your goals?
4. Do you follow set procedures for communicating objectives and measuring progress in achieving them?
5. Do people feel free to come forward with suggestions to improve performance, or do they expect those above them in the hierarchy to solve all their problems for them?
6. Do people know what is expected of them?
7. Do they know the mission and vision of the organization? Do they know the objectives and performance metrics?
8. Have they conducted their own mission analysis and planning, so they know how they fit into the bigger scheme of things?

Richard Martin is a consultant, speaker, and executive coach. He brings his military and business leadership and management experience to bear for executives and organizations seeking to exploit change, maximize opportunity, and minimize risk.

© 2014 Richard Martin. Reproduction and quotes are permitted with proper attribution.

This is my review of Talent Magnetism, by Roberta Matuson, Nicholas Brealey Publishing, 2013

This is the book any strategic business leader needs to position his or her organization to attract, select, and keep the best people possible. As a consultant myself, I work on a daily basis with companies and organizations that struggle with finding and retaining excellent employees. In fact, human capital is so important that it can actually make or break strategy and other business plans.

Matuson has taken a great tack. Instead of just throwing money at the challenge of attraction and retention, she has created an entire framework of strategies and tactics for positioning a company or organization as an employer of choice. Think of how Apple, Google, and other global success stories have become a magnetic pole of attraction for top-flight talent around the world. The author shows business leaders how to do the same thing for themselves.

This book isn’t just for HR types however. Senior executives, CEOs, entrepreneurs, and other core business operators will want to read this book so they can start applying their business savvy not just to their customers, but also to their employees. The chapters on branding and leadership as key attraction factors are fascinating and go well beyond the usual bromides about happy work places. People want challenge, advancement, and — YES — great leadership!

I recommend this book to anyone struggling with building great teams and human capital. I will also be recommending it to my own clients who are looking at ways to raise their employer brand.

© 2014 Richard Martin

My good friend Roberta Matuson, human capital and leadership strategist extraordinaire, has been interviewed by David Dalka about her book Suddenly In Charge. You can check out the interview in the following link.

http://www.daviddalka.com/createvalue/2012/07/25/suddenly-in-charge-roberta-chinsky-matuson-book-interview/

© 2012 Richard Martin. Reproduction and quotes permitted with full and proper attribution.