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Tre Really is on Another Level!

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Tre from The Apprentice

Perhaps you, like me have been irritated by Tre’s regular assertions that he operates on another level to the rest of the candidates in The Apprentice.  However it appears that the psychologists have just released some research data that suggests he could be right.

Keep telling people something for long enough and they will begin to believe it.  Which of course works fine if you have a more or less captive audience – but if people can choose not to listen to it  -as they do in most organisations you just end up looking like a fool.

People Often Think An Opinion Heard Repeatedly From The Same Person Is Actually A Popular Opinion

So what if Tre used his psychological insight to continuously tell people how well they were doing?  Perhaps he would have more friends in the house, better working relationships and more influence.  Sounds like a winning recipe to me!

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Mind the Gap

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Mind The Gap

Had a great conversation this week with a good friend of mine, Andy Bagley from TEAL Consulting. Andy is quite a rare bird in that although his ‘bag’ is quality and excellence, balanced scorecard, lean thinking and all that stuff – HE REALLY GETS THE PEOPLE ISSUES! So many of those ‘quality’ people are just into the ‘system’ and miss the people and process issues entirely. That might be one reason why so many organisations with quality badges struggle to get much beyond mediocre!

Andy and I were talking about the danger of the gap between the rhetoric and the reality. We both consult in the social housing sector and were looking at how many housing organisations claim to be ‘customer focused’ but are actually focussed on getting 2/3 stars from the audit commission – quickly.

Now often times this can lead to them doing all sorts of the right things – but for the wrong reasons. They ‘do’ tenant involvement because that is what the audit commission want to see. And that is just not a good enough reason.

They take short-cuts to quality – making sure that systems and processes are in place before the next inspection.

But they avoid the real work of management and leadership which is about winning the hearts and minds of employees and customers.

About managing stakeholder expectations.

About tackling under performing staff, recruiting and retaining talent and letting go of those that still do not get the new world of social housing and communities.

There is no short cut to excellence. It will not come along conveniently to fit in with audit commission inspections.

It is a long but wonderful journey that takes passion, courage, commitment and above all believe that you are doing something that is worthwhile with your life. Doing the right things for the wrong reasons creates an integrity gap that just kills an organisation. Or at least turns it into ‘The Living Dead’.

The Apprentice, Management and Teamwork!

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I subscribe to my fair share of newsletters, RSS feeds and updates. Most of them I unsubscribe from pretty quickly as the content is so poor. However there are some notable exceptions – one of which is Gavin Ingham’s The Sales Apprentice: Sales Training Tips from the Hit TV Show. Each night after the show Gavin captures his thoughts and insights about candidates performance and e-mails them over night. One of the things I love about this is the immediacy. (Last nights was mailed at 01:48). Another is the observations of someone who watches the performance from a pure sales perspective. They notice things that those of us who are less sales obsessed simply don’t see. In last nights post Gavin offered the following:
Sales training tip for success: Learn how to work as part of a team.
I think what is really annoying me about this show is the fact that our Sales Apprentices are seemingly incapable of working together.

They spend so little time working as a team and so much working divisively.

Take a moment to look around your team and think of simple things that you can do to support and challenge each other.

The Apprentice is not a team competition. Co-operation is not the route to success. The prize will go to one person.

It is personal.

1 on 1.

It is about looking good, or hiding.

It is about undermining potential threats.

The behaviours and results that we see in the Apprentice are a direct consequence of the things that the leader, SAS, chooses to highlight, reward and punish.

As we lead – so shall they follow.

Unless a manager recognises this, effectively and publicly dealing with (in the context of this show – firing) those who focus on the Machiavellian side of management, these behaviours and the associated mediocre performance will persist. You can seek solutions in Balanced Scorecards, JIT, Lean or Systems Thinking – but the mediocrity will persist.

Now I would love to believe that ‘The Apprentice’ is not a fair representation of management at work. But so many organisations are just like this – competitions to climb a slippery pole rather than genuinely create value for the organisation. And many – perhaps most – managers are just not perceptive, skillful or brave enough to deal with it.

They focus so much on the task and the numbers – that they just don’t see the pain or the potential for improvement that lies in the process.