Imagine a society where only 1 out of 100 kids survives past the age of 15. What would that mean for the long-term survival of humanity? I’m sure you agree that there will be no society to talk about in the long run. If we use the same logic in businesses, there will be no economic growth if the current trend in creating and sustaining new businesses continues. Statistics show that only 1 out of 100 companies survive for 15 years or more, and only 20% make it to the 5-year mark, as shown by the graph below.
The number of businesses started and existing over some time determines economic growth. If the companies do not exist over a long period, there is no chance of economic prosperity. My worry is, why is our society not doing enough to ensure that we have more than 1% of the businesses surviving for over 15 Years. Then, what happens to the people who have been working in these businesses? Where do they go? You are right. They become unemployed, and their skills become dormant, a significant loss to the labor market.
My next concern was what we could do to end this …
Your business performance is highly dependent on the culture prevailing in the company. Whether built knowingly or not, every business has a culture. In my experience, I realized that creating a culture of results takes more than teaching or talking about it. It involves changing the mindset and behavior of people in an organization.
Creating a culture requires systemic organizational changes transforming how people think and behave. In this article, I will share my discovery on how to develop and cultivate a culture of results to improve performance in your organization.
The work environment greatly influences people. Company culture can make weak people highly productive, and the stronger lose their edge. It is the primary concern and responsibility of every business owner, manager, or executive to create a culture of results inside their company. This is made and maintained through disciplined adherence by every employee to ensure profitability and continuance of the company’s operation.
Getting the right people that can come together with unique business systems to create a culture of results through discipline, enthusiasm, and high productivity is not easy. Once you find the right team, the magic begins, and performance shoots up the roof.
Do you know that time is one of the most complained things in life? When you observe people for a day, you will be amazed by the number of complaints you will hear about time. Some people will complain about not having enough time, and some grumble about having too much time until they are bored to death.
Why is it that we complain so much about time? In this article, I will be sharing practical observations about time that will help you put all time-related frustrations behind you and never complain about time again.
“Time is what we want most, but what we use worst.” – William Penn
The unfulfilled promise of time management training
If you have been worried about time at a certain point in your life or career, then you have already done a course in time management. If not, you have at least done some research and read articles about time management on the Internet.
Sometimes lessons learned from these courses or articles work when implemented, and sometimes they don’t. More often than not, you will find yourself back on the drawing board with the same complaints like “I don’t have time,” “I am late,” …
Recently I experienced a flight delay at Amsterdam airport. There were long lines at check-in due to a lack of personnel. Unfortunately, I missed the flight. I had to wait for 10 hours before being able to be served and book another flight for the next day. I was not the only one who missed the flight; there were hundreds of us. I sat there thinking what a waste for the company. The company could have saved on the costs of keeping us at the airport, our original flight could fly fully boarded, and most importantly, the replacement flight could have carried other passengers, making more profits.
This experience made me see how easily a company can lose profit and reminded me of a book I read long ago called Six Sigma Simplified by Jay Arthur. This book talks about a tale of two factories.
According to Jay Arthur, every business has two “factories” running simultaneously:
The “Good Factory” where you focus most of your energy on producing goods and services for your customers.
The “Fix-it Factory” cleans up all of the mistakes, rework, defects, breakage, returns, scrap, and other problems of the “Good Factory.”
Meta Description: Team Dysfunction: Why the idea that there are only Five Dysfunctions of a Team is deadly wrong.
Is your team failing to function well despite fixing the common five dysfunctions of a team? Today is your lucky day. In this blog, I will share my fortuitous discovery, which will give you an insight into other team dysfunctions that you may have overlooked.
Recently, I had the idea to write a blog article on team dysfunctions. Just like everyone will do, I decided to research the keywords to find out what people out there thought about team dysfunctions. I started by typing “Team dysfunction” on Google, and to my surprise, at least all the results in the first five pages were based on “The Five Dysfunctions of a Team” by Patrick Lencioni.
I was surprised because this didn’t match my expectations. In my mind, I expected to find different sources or a variety of viewpoints on team dysfunction. I was shocked to be the only one having a unique perspective on such a sensitive subject that has been troubling many organizations. Don’t get me wrong, I read The Five Dysfunctions of a Team back in 2002, and it was …
