There are two types of Managers.
One walks around with his title and because maybe he understands the process and the system, tells people what to do and how to do it. He spends his energy knowing everything. There is not a job in his charge that he couldn’t do better than the people under him—just ask him and he’ll tell you.
The other Manager spends his energy on knowing his people. He sees his role as one where he makes sure that every person in his charge is a winner. He doles out work according to their strengths. He gives atta-boys and recognition. He wants his team to be happy and fulfilled because he knows that the employee who is engaged with his work is the one who is making the company money.
The need
Nearly every company owner I talk with says that they could produce more work, if only they had the people to do the job. There are very few great workers out there so the only option left is to make them.
The demand for great leaders is undeniable. Great companies will pay for great leaders because without leadership it’s pretty difficult to do anything more than mediocre business.
Recently I advertised a job for a Production Superintendent. Most of the folks who responded thought I was looking for someone who could drive the system. Very few wanted to talk about the nuances of bringing up people.
What am I asking for?
If you’re someone who understands what it takes to grow a person …a team …a company, and you understand that leadership is not about the title of manager, then you are already on the right path and we should talk.
Our conversation does not have to be about the production job. It could be about leadership at any level, of any company in my book of business.
email: john@sqrft.net
phone: 716-855-8100
online: application
As always, I don’t promise to have answers for everyone’s situation, but we’re not going to know if we don’t at least explore it for a minute.