Accountable Leadership And Results Management Training™

I want to introduce my new keynote presentation, “Accountable Seedership™ Is Our Responsibility, Not A Choice.” The subtitle is “Filling In The Potholes Of Life With Good Seeds!” My presentation will not apply to everyone, I am targeting a niche market. If you fill one of these roles in life, you will benefit; Mother, Father, Step-Mother, Step-Father, Husband, Wife, Grandparent, Employee, Supervisor, Manager, Business Owner, Preacher, Teacher. If you are in one of these roles, you are in a position of influence. In my opinion, if you are in a position of influence, you forfeit your right to sow bad seeds. The jars above represent different aspects of our life and “good seeds” that are planted. The more “good seeds” that are planted in each aspect will reduce the regrets in our life and fill in the potholes. There is also the probability of no seeds or bad seeds in each category. You also get to pick your categories.    

Why did I pick these roles? Because, each of these roles are entered by choice. As a mother or father, you chose to have a child. You don’t have the right to sow bad seeds and mess with a child’s ability to make good life choices. The same is true with grandparents. When you chose to have children, you knew the high possibility of becoming a grandparent. How does it feel to be an excuse? Well, papaw does it. Well, dad does it. Well, mom does it. Well, the other employees do it. If you are one of those that says don’t do what I do, do what I say, you are a hypocrite. You can put lipstick on a pig, but it remains a pig. You are a hypocrite.

The same is true with the other roles. People watch your ACTIONS. The problems in this country will not be fixed by a politician. If you believe the politicians will fix this country with laws and entitlement programs, you have bought into the victim mentality. You will always be part of the problem and never part of the solution. Until a majority of us look in the mirror and become totally accountable for our health, finances, marriage, children and career, this country will never return to greatness. If you are a business owner or manager, you MUST take care of business. You must hold yourself and others accountable.

I recently wrote and recorded two new songs, “What Are They Leaving With” and “With What They Died For”. “What Are They Leaving With” talks about our children. What seeds are they leaving with? Good or Bad? Remember, you don’t have the right to sow bad seeds. The second song asks another tough question; “are you proud of what you’ve done with what they died for?” People died for our freedom and we don’t have the right to ruin it. I could prepare an entire presentation around the honest answers to those two questions.   

Begin by completing the “Accountable Seedership™ Life Scorecard”.  Go to www.UnwillingToSettle.com and join our e-mail list on the left side and we will e-mail the Life Scorecard to you. This is a free document with no obligation. We will not sell or use your email for anything but blogs and updates. You may unsubscribe at any time.  

If you would like to bring the “Accountable Seedership™ Is Our Responsibility” presentation to your group, go to www.AccountableSeedership.com for additional information. This presentation can be customized for business meetings, associations or churches.

This will be a combination of stories, songs and seed sowing lessons by “Mr. HR With A Guitar”.

Look forward to throwing some good seeds your way,

Greg Gilbert

I teach a leadership course called Accountable Leadership And Results Management Training. I also do keynote presentations as “Mr. HR With A Guitar”. I was recently asked this question; “Why would you do those things after you retire?”

I wasn’t really prepared for that question but here is the answer I gave: I do what I do because;

• I love what I do.
• It is my background and I am good at it.
• I am making a contribution.
• I make money doing it.

These are in no particular order but I then asked them, isn’t this why you do what you do?” I got the “deer in the headlight” look.

Why do you do what you do? If some of these are missing, you cannot be as efficient, productive and enjoying life as you should be. This is especially true if you are only working for the money. It really doesn’t matter what stage of life you are in.

Here is a good test; Do you talk the same about your company in front of your manager and in front of your spouse? Both positive? Both negative? One positive, one negative? Do you believe in what you are doing? Since we are in the results business and not the group hug business, if you don’t believe, leave. Who knows, someone with all four bullet points could replace you. It could be a win, win, win. Now that’s what I’m talking about!

gg-ALARMT
www.ALARMT.com

They say a picture is worth a thousand words. The picture above could be worth thousands of dollars to your organization if you have a high percentage of your employees answer question A by circling #1. Read on.  

Years ago a new VP took over our operation. As Area Manager of Human Resources, I reported to directly to the VP. I was ten months into my annual appraisal cycle when he assumed responsibility for the organization.

After two months he reviewed my annual appraisal combining his results with the results of the previous VP. After reviewing my appraisal, he closed his binder, looked at me and said, “now it’s your turn to appraise me”. This was a first for me. This was the person in charge of my paycheck. I did not know him well enough to know how far I could climb out on the limb, but he asked and I eased out on the limb and made some suggestions. He appreciated my honesty and input. I appreciated this leadership lesson from a leader that was willing to grow and learn from others, even those in his organization. Answers rarely appear without questions.

Could you ask that question? Could you send the survey above to employees in your organization? Would you welcome the results and take steps to improve them or ignore them and continue to fight the quicksand?

As a leader it is your duty to produce leaders, not followers. What have you done lately to let your leadership team know you are “for them”? An employee that believes you are “for them” will contribute greatly to your profitability and sustainability. We believe that investing in leadership development will pay great dividends for years to come.

This is an excerpt from Accountable Leadership And Results Management Training – www.ALARMT.com

What one thing could have more of an impact on an organization’s results than anything else? We wanted something significant, something worth considering ALARMT™ as your choice for management training. It doesn’t require a huge expenditure on equipment or machinery. All we must do is improve or correct something that already exists in your organization and is crippling your chances at improving profitability/sustainability. What is it? It’s a mindset. It’s a mindset that allows mediocre or poor performance. It’s a mindset that considers being reactive and never proactive as successfully performing their job. It’s a mindset that believes the myth of seniority or tenure granting immunity from performance standards. It’s a mindset that only addresses performance problems once a year. It’s a mindset that includes all of the above and is shocked, mad and upset when their position is eliminated or they are replaced. This mindset exists at different levels within many organizations.

Consider this. Your manager walks into your office and asks this question, “Can I see what you are doing to improve the results of your organization?” You pull out a binder or access a file on your computer. You share what you have recently done to address performance problems, reward good performance and implement improvements. You update this file regularly as part of “The Daily Step™” program included in ALARMT™. This promotes doing something each day to improve your organization. We provide forms and recommendations for this program. After reviewing your file, your manager is unable to offer any suggestions and is very satisfied with your progress.

What if every manager at every level could pass this test on any given day? Not just once a year at appraisal time? What difference could this make to your profitability/sustainability? Would you feel comfortable buying stock in that company or working there? Would this result in fewer jobs being lost and companies being more successful? We feel the answer to these questions is yes. If managers are not constantly striving for improvement, they are maintaining. Successful companies were not built in the maintenance mode. At ALARMT™, our goal is to solidify the mindset that I will be held accountable for the success of my organization. It’s the first two words of our name, Accountable Leadership.

Click www.ALARMT.com for more information.

“As a Human, we currently possess or have access to all the Resources we need to become successful in all aspects of our life. These Resources are rarely located with a remote control. You must look elsewhere.”-Greg Gilbert

Three years ago, I spoke to a organization in Little Rock. At the end of my presentation, I was visiting with an attendee. A rather large young man came up to me with tears in his eyes, tapped me on the shoulder and said “your stories touched me, are you real?” Since I was talking to someone else and was caught off guard, I said “excuse me?” He repeated his statement and question. Many time when we can’t quickly answer a question, we will ask them to repeat the question. That truly wasn’t the case here. I just didn’t understand what he had said.

When he had my full attention it was obvious that something I said really struck home with this young man. I guess his purpose in asking if I was real was to validate the worthiness of the advice in my presentation. I’ll never forget what I said. I said, “well, 15-20 years ago, I don’t know if I could’ve passed the red face test on that question but today the answer is yes, I am real and these stories come from my heart.” We talked about a few of the items I discussed, shook hands and parted ways.

All the way back to Texarkana, that question ran through my mind, “Are You Real?” What a powerful question. Are you a different person in different environments? If some of the same people see you in these different environments, do they know which “YOU” is real? Is any one of the “YOU’s” real? As a manager, do your employees see one “you” and your manager see another “you”? Do you put all bad news off on your manager? Do you ever take ownership?

I wish I could find that young man to thank him. What started as him listening to me, ended as me truly listening to him.

As a manager, as a person, are YOU real?

Note to self: There will be people in your life that will slow you down in reaching your goals, your dreams and your destination. They can be in the form of a friend, a spouse, a relative, a parent, a boss, a job or just a car in front of you. Even though you will still love and care for them, this is the only place it is illegal to pass and go towards your dreams. Life is NOT a continuous double yellow line.

I initially took this photo because of the beautiful sunset. When I looked at it later, the double yellow line caught my attention. It is okay to pass others. Not everyone has the same dreams, goals or destination. The other thing that caught my attention is the hours in the day are finite. The days, months and years in our life are finite.  What are you doing with your time? Don’t get caught up thinking you have unlimited time and have to stay behind slow moving traffic or people.

I had a friend that transferred into an engineering group. He had no engineering experience but was eager to learn. He caught on and was quickly more productive than other engineers that had decades of experience. One of the tenured engineers pulled him aside and shared these words of wisdom with my friend; “Hey, you don’t have to bust it all the time. You are making some of us look bad. It’s alright if you just slowed down.” Some folks are very happy being on a double yellow in a 55 MPH zone doing 30 MPH. Don’t be one of them and if you are, do what they do in Texas. Pull over on the shoulder when you are pushed. Personally, I don’t want to be one of the “Shoulder Folks”. Do you? If you have “Shoulder Folks” in your organization, check out what we offer in Accountable Leadership And Results Management Training. www.ALARMT.com

If you are a manager or supervisor, believe it or not, you have a toolbox. In this toolbox are items that will contribute to the success of others and in turn will lead to your success. Some of these are;

Integrity, Gratitude, Humility, Appreciation, Ability To Have Courageous Conversation, Performance Improvement Plans, Accolades, Discipline Program, Company Policies, Employee Discussion Log,  Documentation, Management By Walking Around, Fairness,  High Standards and Expectations, Managing Results Not People, Addressing Problems, Delegation skills, Dismissal as a last resort.

This is in no way a complete list of tools for success. There are many others. Another key factor is knowing the appropriate time to pull each of these from the toolbox.

There are also items that when used can limit others and ultimately your success as a manager or leader. Some of these are;

Anger, Management By Lurking Around, Ignoring Performance Problems, Discussing Employee Information With Others, The Rubber Stamped Appraisal, Using The Appraisal As A Disciplinary Tool,  My Boss Is Making Me Do It, Do It All Myself, Dismissal As A First Choice.

Again, this is also not a complete list.

How did this toolbox fill up? We probably have to go back in time to see the toolbox totally empty. Some of these tools are added early in life. Some of the good ones need to remain in the toolbox and be utilized when appropriate. Many people think that the bad ones are fine to leave in the toolbox as long as they are never used. Why? Why carry the extra weight around? Also, if they are near, it is much easier to use them on occasion. Work on getting rid of these.

Now, let’s discuss the good tools. How did they get there? Some could be learned from; a parent, mentor, company training, watching others (on what to do or not to do), reading, watching videos, listening to CD’s, attending training or hanging around with the right people? The point is, if you were not trained on it (handed the tool) or exposed to it, you will not have it. If you don’t have it, you cannot use it. Who loses? You, your company and the employees you work with and in many cases, your family.

Seek out the right tools for your manager toolbox and your life and career will go so much smoother. We have discounted the rate for “Accountable Leadership And Results Management Training™” through the end of 2011. Go to www.ALARMT.com and see what we offer. An improvement in results, a reduction of liability or the removal of the drama that sometimes accompanies personnel issues would be well worth the small investment.

Click www.ALARMT.com to return to our website.

To listen to our podcasts click www.alarmt.com/podcast.html

Wow! Let me finish this statement I overheard in the booth behind me at lunch yesterday. “The bosses can’t do anything to anyone about anything because of what they have let people get away with in the past.” Let me first say this statement is a flat out lie. I don’t care how things were done in the past. I don’t care who got away with what. It can be changed.  

As an instructor of a management class, former HR Director and manager, this statement greatly concerned me. It would concern a shareholder of the company, a customer of the company, but let me tell you who this statement affects the most, the good, hard working employees that do their job, does it well and does it with a great attitude at that company. That is who is hurt the most by this mentality. They get sick and tired of seeing employees get away with things and are normally the ones that “pick up the slack”. I’ve always heard that perception is everything and if this is the perception in this company, it is costing them productivity, quality, safety, attendance which all equate to money every minute of every hour of every day.

If there is no accountability there is no profitability, no sustainability. As a manager, we can all probably say we have let some things slide. If you let it continue, trust me, it will get worse, not better. We get what we tolerate.

However, it is not hopeless. It is not like taking a kickback from the mob where you will be killed if you make changes. It’s simple. We have covered this in ALARMT™ from day one. To simplify it, if you mess up, fess up, fix it and move on. Admit that you have allowed behavior, performance or whatever it is to occur in the past but effective immediately, it will no longer be allowed or tolerated. Future occurrences will be addressed on a case by case basis and handled according to company policies and procedures. This would include performance improvement plans, discipline or dismissal in extreme cases.

This conversation should take place with all employees and should be documented. All employees regardless of title have a responsibility to contribute to the profitability and sustainability of the company. As a manager I labeled improving an employee’s results as a success and a termination as a failure. I’ve seen more successes than failures when managers become “brilliant in the basics”.  Never say never.   

Oh, and before I leave this topic, never let someone convince you that seniority or tenure grants immunity from discipline or dismissal. I can’t count the times I’ve heard this statement “They have xx years of service, what am I supposed to do, fire them? If you have gone through the steps attempting to correct the problem and the employee has not corrected the problem, the answer to your question is yes. This can also be true in cases of extreme misconduct. Seniority does not grant immunity. We must return our companies to productive, profitable, sustainable and it begins with each one of us.

Check us out at www.ALARMT.com

What Could Be Written About Our Life Today?

And

“Buckle Up”

Yesterday I decided to take the scenic route from Little Rock to Texarkana through Hot Springs. I also had a hankering for some tamales from Does on the lake. On highway 70, I drove through a cemetery where a good friend was buried in 1999. I guess I have always enjoyed writing because as I stopped at his marker I remembered an article I wrote for a safety newsletter at Bell about my friend.

 Luckily, Sandy keeps everything and also knows where to find it. She found the article which was a tribute to Greg Garrison of Hot Springs and a message to “Buckle Up”. I hope you enjoy.

Greg Gilbert – “Big G”

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“Tribute to Little G” – (Written in 1999)

 Greg Garrison, 44, President of Mr. Speedy Car Care Canter in Hot Springs, Arkansas, died February 21, 1999, when his Chevrolet Tahoe left Highway 70 and overturned near Dierks, Arkansas.

According to Arkansas State Police, Troop G, in Hope, the 1998 Tahoe left the south side of the highway before crossing to the north side. The vehicle began to overturn after crossing the roadway and came to rest alter traveling 98 feet. Garrison was ejected from the vehicle as it began to overturn. He later was pronounced dead at the scene by a deputy coroner. Seat belts were not in use, state police said.

I am writing this the day after I was pallbearer at my dear friend’s funeral. I was “Big G”, and he was “Little G”. He was one of the most generous, caring, and friendly individuals I have ever had the pleasure to know. Let me tell you the kind of person he was and how his memory was honored.

Greg loved to cook. He had a large cooker he pulled behind his Tahoe. He cooked for the church, Boy Scouts, the high school, and Razorback tailgate sessions. It was more than I could handle when I pulled into the funeral home that night and they had the cooker parked out front with smoke pouring out. My wife said there was a cookout going on in heaven. The cooker also made the trip to the cemetery. That’s the way Greg would have wanted it.

 Greg was an avid golfer. He was president and tournament chairman of the Men’s Golf Association at Hot Springs Country Club. It was no surprise when his wife Ruth called me and requested that the pallbearers wear golf shirts and khakis. Greg didn’t like suits and the golf shirts and khakis would be what Greg would have wanted.

 Greg was the ultimate Razorback fan. Being a University Of Arkansas graduate, it just came naturally. I’ve had the pleasure to be with the cooker a few times in the parking lot before and after games. There was never a shortage of food. It also didn’t matter if you had the wrong color jersey on (anything other than red), you were always welcome.

On the funeral program there was a Razorback hog. The Razorback fight song was played at the end of his service. The police escort, the hearse, the family limousine, and the majority of the cars in the very lengthy funeral procession had Razorback flags in their windows. There was also one flag taped to the smokestack of the cooker as it made the trip to the cemetery. At the end of the service at the cemetery, no one was leaving. We were all just standing around the grave site. One friend said, “The reason we can’t leave is that Greg would want us to call the Hogs”. That’s the only time I’ve ever seen dozens of people call the Hogs and cry at the same time. After that, we were able to leave. That’s the way Greg would have wanted it.

Greg was a role model to many. Operating a car care center, there were many employees that were guided by Greg. When a friend gave the eulogy, he asked for a show of hands of the people that worked for Greg either currently or in the past. A third of the overflowing crowd raised their hands. The pastor referenced times where Greg would request that he, the pastor, visit with some of his employees because of trouble they were having. He was probably the only car care center with an Employee Assistance Program. But that’s the way Greg wanted it.

Most of all, Greg was a family man. His wife Ruth, son Steven and daughters Julie and Laura were the main focus of his life. He was so very involved in their activities, and he included them in his. But that’s the way Greg wanted it. His kids were planning a 25th wedding anniversary celebration for them in July.

When Dave Merli called me yesterday to see if I had an idea for the safety newsletter, I could not miss the opportunity to honor my friend and hopefully deliver a message. At Southwestern Bell, I have had seat belts force fed to me for years. I, in turn, force fed it to my family. I am thankful for this because my oldest daughter survived an accident because of a seat belt and God. (Not in that order.) I have shamed Greg into wearing his seat belt before, but this time he was alone. I and many others lost a dear friend this week. His family lost a husband, father, son and brother. The cab of his truck was not crushed. Would I be able to call him today if he had his seat belt on? We will never know the answer.

This world has enough unanswered questions. Don’t add to them by you, your family or friends riding in a vehicle without seat belts. I would give anything to have told Dave, “I don’t have a clue what to write about.” If this article makes one person “buckle up”, then it is worth it. That’s what Greg would have wanted.

“We will miss you “Little G”.

Greg Gilbert “Big G”