Strategic Thinking and Layoffs - Part 2
November 20th, 2005Today, we continue our podcast on Strategic Thinking and Layoffs, picking right up where we left off on the November 14 Podcast.
Our focus today is on applying the “Environmental Scan” discussed last week to the particular concerns over a potential layoff and identifying specific actions you can take to both identify the potential of a layoff and, more importantly, prepare effectively in case it should actually occur.
Sites mentioned during the show:
- PubSub
- Gada.be
A better explanation of Gada.be
Extra Content
Legend: 
Members-Only 
Premium 
Interviewing Series
Members-Only Premium Interviewing Series
Stumble it!Trackback URL for this post: http://www.manager-tools.com/2005/11/strategic-thinking-and-layoffs-part-2/trackback/
November 20th, 2005 at 11:27 pm
Thank you Mark and Michael. Your podcasts have given me the opportunity to turn my attitude in a positvie direction. I was becoming more and more unmotivated and by listening to your podcasts in the morning on the way to work I am now getting ramped up for the day. I continue to improve for my employees. I also feel I am making a difference, even though my upper management is not supportive. Thanks again and keep it up.
November 21st, 2005 at 2:58 am
Thank you for another great show.
I think My Yahoo works well for scanning. It is especially easy if you are employed by a public company.
You can add the Stock Portfolio box to your main page. Add your company to your portfolio.
When you click your company it will take you to the Yahoo Finance page on your company.
From here you can view information on your Company Statistics, Competitors, Industry, and News Headlines etc…
Clicking on another company in Industry or Competitors will take you to the same information about them. Once you get a good feel for what other companies you should be paying attention to they can be added to your portfolio for quick access.
You can also add news headlines for your company as well as other companies to your main page.
I use my yahoo for many other things too so I have multiple main pages. One is dedicated to this type of info.
It would be a lot cooler if it allowed you to sticky a piece of content so it stays there for future reference.
Thanks for the tips on Pubsub. I have just added some Pubsub searches to my page too.
Starly
November 21st, 2005 at 11:41 am
Dizzacow-
We’re thrilled about the positive attitude. We find that effective managers ARE positive people. There’s SO much to be down about - including senior management - that being down is the lowest common denominator. Looking for the positive (and there’s a lot of it, but it doesn’t make the rumor mill and it’s never gossip) will make you more likely to try new beahviors and follow them up.
Keep your head down and do the right thing by your team. It will pay dividends.
Mark
November 21st, 2005 at 11:44 am
Starly-
Thanks for the great additons to our comments! This is what Mike and I hope to see more often - community members sharing with each other. There’s an old sayineg - you might be smarter than me, but you’re not as smart as we.
I think the majority of managers who look at stock price look at it to evaluate any options they might have/get, but “thinking” about it is where the smart money is. You’re doing this well.
Mark
November 24th, 2005 at 2:54 am
Mike and Mark,
Hello fellow podcasters. Can I give you some feedback? (I will assume that you have said “yes”.)
When you post your podcast every week with such excellent content, it gives me some great ideas I can use right away, it inspires the rest of your listeners, it shows that you guys really know what you are talking about, and I’m sure it’s getting you business as well. Thank you. Keep up the great work!
I discovered your podcast recently (last Friday) and since then have recommended it to at least 6 people. One of them is Kevin Williams at the Middle Management Lobotomy podcast. (http://mmlpodcast.libsyn.com) He has started listening as well and actually metioned your podcast on his podcast today. (Isn’t viral marketing great!)
I also wanted to let you know that, my job has changed recently and I have had an opportunity to adopt your feedback model and use it with the team I have inherited. The first feedback I gave was of the positive kind, and used the model. You were right about the blood draining from the face of someone who is used to receiving only “adjusting” feedback when you ask “Can I give you some feedback?”
Now I’m hooked on your podcast. I have starting with episode 1 and am working my way to today’s episode. I can’t wait to catch-up. Keep podding!
Larry Bushey
· FourBitsWorth ·
http://fourbitsworth.com
Corporate Computing:
End-User Perspective
November 24th, 2005 at 10:35 am
Thanks, Larry. Those are wonderful comments, and coming from a fellow podcaster gives them special meaning. I listen to Kevin’s podcast frequently … it was very rewarding to hear him speak so kindly of our podcast. So, all in all, it’s been a good morning for me … and I haven’t even gotten to the turkey yet!
I went over and checked your podcast out … a *very* interesting perspective on corporate computing. I went ahead and subscribed to the feed and am looking forward to listening to the shows. Thanks for making me aware!
Best regards … and thanks again!
Michael
November 29th, 2005 at 10:27 am
Hey guys,
You continue to do an excellent job summarizing the key elements of management! It’s great that you are looking into ways to “flesh out” concepts more through different illustrations, starting with coaching.
I’ll try to make sure that you are given proper credit when I apply a Manager Tools concept and discuss it on the MML. Thanks so much for subscribing!
One request when you might have the time. I manage a non-colocated team, with folks scattered across the country. It would be great if you could pull together some illustrations that apply in a virtual environment, where you don’t always have the ability to call someone into your office or stop by their cube. Some things, like one on ones, go easier because there is no concern over the security of the conversation. Other things, like brainstorming, solution design and goal tracking are harder to do when you are not physically together. Morale and teamwork are also constantly a challenge for a team that gets together only 2 or 3 times per year!
Keep up the great work
Kevin
November 30th, 2005 at 6:45 pm
Kevin-
Thanks for the kind words! We consider it high praise when a guy who has a podcast about management giving one a lobotomy says we are adding value to his management life. Your kudos mean a lot.
We will do more on virtual teams like yours, having gotten some other feedback on it, and believing the trend will only continue.
Some initial thoughts:
I have been accused of being blunt, and having a side a good friend called the Dark Mark (no Harry Potter connection). So, first: “morale and teamwork are also constantly challenging…”
YA THINK?!??!
It IS harder when you don’t see each other, when new clothes don’t get noticed, when pics of kids can’t easily be displayed. Somehow, soccer game scores (and goal counts) don’t meet the minimum standard for tying up someone’s time on the phone or email…but are completely normal fodder in the 10 minutes when everyone’s analyzing the doughnut spread in the conference room.
Some illustrations:
- Put everybody on an IM client. I recommend Trillian. Yes, it will be abused, and there will be kinks… but it will also draw folks closer. YOU must have it running always, and periodically ping folks with chatter: how’s it going today? What’s up? Yo got a sec I can call? Hey - hope you’re leaving for the soccer game… get gone, ma’am.
IM REALLY WORKS FOR A VIRTUAL BRAINSTORM! I’ve done it… it’s FAST FAST FAST, and people feel very loose… just like you want them.
whenever I get asked about morale and teamwork, I ask the same thing of clients: show me an email you have sent in the last month that is genuinely praising someone, and which you copied to the team. Don’t beg for morale improvements until you lead the way with positives. When you see problems in your organization, if you’re a leader, look for the cause in increasingly larger concentric circles around your own desk.
Seriously - web cams. (I could talk about the issues with this one all day, but see who jumps on it and who doesn’t.
One of my favorite management tools: rotating “person of the day” - different team member whom you choose to spend an extra 15 minutes with on “their day.” If it’s Bob’s day, when you get an email from him, call him quickly and chat. Ask about family. Think of it as a mini-one-on-one over the phone, just touching base. For virtual teams, make those distant from you come up more frequently in the rotation. (To do the rotation, low-tech: names in a hat, double names for distant folks. Pull them out one at a time, and put first name down for tomorrow. For a team of 10, do 3 iterations so you’ve got 6 weeks set. YOU WILL BE AMAZED.
Where’s the team’s collaborative web page?
What percentage of meetings are visual, versus just speaker phone? You don’t have to figure it out yourself - delegate this to someone who wants to become a manager.
Hope this helps. Thanks again for the kind words.
It’s a privilege to serve you.
Mark
November 30th, 2005 at 6:48 pm
Kevin-
One more thing. On the “person of the day” - don’t publicize the list. It’s supposed to be a reminder tool for your behavior, not a team celebration.
Mark
December 1st, 2005 at 11:35 am
Mark,
Thanks for the feedback. Don’t worry about “Dark Mark”. I actually prefer direct feedback to someone trying to sugar coat the message.
All great suggestions, and I’ve added them to my ADB Idea Library for future use
On this show (finally listened this morning on the way to NY), you’re topic was a bit misleading. I delayed listening because there are no current indicators at my employer of layoffs (to the contrary, we’re adding headcount at an alarming rate right now). Having now listened, I think “Strategizing for Layoffs BEFORE they happen” or “Planning for the worst when you’re at your best” may have been more in line with the content. It all makes sense (I have yet to hear something on Manager Tools that doesn’t), and I’ve already started working on my plan. It may take a while to get to some of the items (building a stronger recruiter relationship, for example, is much better when it happens as a course of their calling you), but I do plan to get it accomplished.
Thanks again for all the great work!
Kevin
December 1st, 2005 at 11:54 am
Kevin-
Glad the suggestions seemed on point.
You’re right - sometimes we struggle with the right titles - pithy AND accurate are a challenge.
It’s a privilege to serve you,
Mark
May 27th, 2006 at 7:12 am
Mark-
This is a great quote that I’ve heard a few times in your ‘casts.
“When you see problems in your organization, if you’re a leader, look for the cause in increasingly larger concentric circles around your own desk.”
Trouble is I usually listen in the car, so I’ve missed writing down the source. Can you tell me where this is from?
Steve
May 29th, 2006 at 10:46 pm
I first saw this attributed to General Bruce C. Clarke, U.S. Army. He wrote a small book on leadership, which I read many years ago, and have not been able to find since…principally because I can’t remember the nemae of the book!
May 30th, 2006 at 1:03 am
Steve and Len-
I’ve looked, and will continue to look, but haven’t been able to find it. I know I’ll stumble upon it sooner or later; sorry I can’t at the moment.
The good ones stick with you whether you remember the source or not!
Mark