Several years ago, I was consulting with a small venue in the entertainment industry. It was a 24/7 operation with about 500-600 employees. I was directing and providing them with a wide range of management and customer service training. As part of the assignment, I frequently attended the “Tuesday Morning Management Meeting,” attended by 30-40 department heads and assistant managers.
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It was guaranteed to be a painful, time-wasting litany of exposition from the general manager with some input from departments. Frequent “discussions” involving only 3-4 people dominated the meetings.
The owner of the organization occasionally sat in on the meetings for a few minutes. One of those mornings, he got up from his seat after a few minutes and I knew he was heading my way. He sat down next to me and, with no introduction, stated: “These meetings suck!” My response was a simple: “Yes, Sir!” To which he responded: “Fix it!”
Fortunately, they had a management training program that required over 140+ hours of training for all department heads, managers, and assistant managers. And I controlled the content and schedule.
I quickly implemented two new training programs into the schedule, a one-day program for assistant managers and a two-day program for managers and department heads. The programs were developed based on Dr. Edward de Bono’s Six Thinking Hats™ concepts. While Six Thinking Hats is a broad thinking skills program that supports creativity and improved decision-making in a variety of situations, it’s also a powerful tool that can be used to more effectively run discussions – meetings – of any type.
An analysis of the organization’s typical meetings revealed that:
There was little, if any, “control” (Blue Hat) for the meetings. There was little structure, lots of rambling, and no agenda.
There was a lot of “information” (White Hat) but it tended to be announcements from the General Manager or buried in side discussions that often involved only 3-4 people from two different departments. While there was often a lot of “emotion” (Red Hat), it was accusatory more often than not and loaded with “criticism” (Black Hat).
There was very little discussion of the positives of situations (Yellow Hat). In fact, most ideas were quickly shot down with many of the classic lines like “We tried that before…”
There was almost no evidence of any creative problem-solving (Green Hat).
What was most interesting about this analysis was that the meetings did – and should – contain a lot of information sharing (White Hat). But in the context of the rambling format of the meetings, it was lost and poorly controlled.
After about 2/3’s of the managers and assistants completed the training, which included more than just the meeting management component, I introduced a structure for the weekly “Managers’ Meetings.” The structure called for:
Acknowledging that the meeting should be structured primarily as an “information sharing” (White Hat) meeting with a high degree of “control” (Blue Hat). A key part of Blue Hat thinking is “thinking about thinking.”
When issues were raised between departments – information – the goal was to set a time (frequently right after the meeting) for only the involved parties to address the issue (Blue Hat).
While “emotions” (Red Hat) still were part of the meetings at times, they were acknowledged as feelings – and resulted in a significant reduction in the “drama” that had been too big a part of the meetings.
Results
The results of the training plus the meeting structure were dramatic.
Before:
30 – 40 Managers
Every Tuesday Morning
5 – 2 Hours
Assume a $14.02 average hourly wage for the managers/assistants (obtained from HR)
Total Cost of Meetings – Annually: $58,323
After:
30 – 40 Managers
Every other Tuesday Morning
.5 Hour
Total Cost of Meetings – Annually: $7,290
The estimated annual savings for the Managers Meetings was $ 51K plus – and in some cases even the every other week was called off the morning of the meeting – or lasted less than a half hour as issues were quickly presented, addressed, or “accepted” by the involved parties for later resolution. For some meetings that involved higher level executives and professionals, the estimated savings from a structured approach could be even greater.
I’ve addressed meeting inefficiencies with a variety of strategies over the years. Almost always, the inefficient meetings, the serious amounts of time wasted is due to “just letting meetings happen,” assuming that individuals naturally know how to meet effectively and efficiently. And it’s just not true. Effective meetings require serious leadership and management – just like all other areas in the “people management” world.
Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.
Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here.Photo Credit: Shutterstock
Is your job search turning into a grind with no end in sight? It may be time to take a step back and reevaluate your entire approach.
In cold weather climates, the beginning of spring is a time to clean the house and get organized—a practice known as spring cleaning. Through the years, spring cleaning has taken on a larger meaning with people using the time to organize and declutter things in their lives.
For professionals on the job hunt, a little spring cleaning (metaphorically speaking) could be a great way to reinvigorate your job search. Here are a few strategies your job search spring cleaning should include.
Reevaluate Your Job Search Approach
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Make a list of the last handful of jobs you applied for and see if you can identify any positive or negative trends. Consider things like:
How did I learn about this job?
How did I apply for the job?
Did I earn an interview?
What was the ultimate result?
A lot can be learned about your job search approach just by answering these questions and identifying patterns. For example:
Negative Trends
You discovered five jobs through job boards, applied to all of them via the job boards, and never heard back from any of them.
The common pattern here is applying through job boards. This isn't to say that job boards don't serve a purpose in the job search process, but they have their limitations, and you can't run your job search entirely off of them. When you apply through a job board, there's a good chance that your materials will never get past the applicant tracking system (ATS) and never be seen by an actual person.
One simple fix is to research who the hiring manager or recruiter is that posted the position and email your materials to them directly.
The more efficient fix would be to take a proactive approach by putting together a bucket list of companies that you want to work for and start making connections on LinkedIn with people who work at those companies. You may already know some people who work there or have connections that can refer you to some individuals.
This is a great way to network your way onto a company's radar.
Positive Trends
You applied to three jobs via referral, were invited to two job interviews, and made it through multiple rounds of interviews for one of the jobs before being passed over for someone with a little more experience.
The pattern here is that getting referred to a job by a professional acquaintance is a great way to land a job interview. This indicates that you're leveraging your network well and you should continue to focus on your networking efforts.
The next step is to review the interview process and determine what went well and what needs to be improved. Sometimes the interviewer will provide feedback, and that feedback can be valuable. However, not everyone is comfortable with giving feedback.
Chances are you probably have a good idea about areas of improvement and the skills you need to gain. Put together a plan for addressing those shortfalls.
The good news in making it deep into any interview process is that it indicates that the company likes you as a potential employee (even if the timing just wasn't right) and the experience could be a roadmap to a job with that company at a later date, or another similar opportunity elsewhere.
Give Your Resume & Cover Letter Some Much-Needed Attention
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Are you continuously sending similar resumes and cover letters to each job opening with only minor adjustments? If so, your strategy needs some serious spring cleaning.
The reason why it's so important to tailor your resume is that throughout your career, you acquire numerous skills, but the job you're applying for may only be focusing on 6-8 of those skills. In that case, those skills must rise to the top of the resume with quantifiable examples of how you successfully used those skills at previous jobs.
Remember, recruiters go through hundreds of resumes. They need to be able to tell from a quick glance whether or not you're a potential candidate for the position.
While updating your resume, you could also spruce up your LinkedIn profile by highlighting the skill sets that you want to be noticed for by recruiters.
As for writing a good cover letter, the key to success is writing a disruptive cover letter. When you write a disruptive cover letter, you're basically telling a story. The story should focus on how you connect with the particular company and job position. The story could also focus on your personal journey, and how you got to where you currently are in your career.
If your resumes and cover letters aren't unique, now is the time to clean things up and get on track.
Build Your Personal Brand
Just because you're looking for work doesn't mean that you don't have anything to offer. Use previous career experiences and passions to build your personal brand.
Ask yourself, "How do I want other professionals to view me?"
Pick an area of expertise and start sharing your knowledge and experience with your professional network by pushing out content on your LinkedIn and social media accounts. Good content can include blogs, social media posts, and videos.
By sharing content about your experiences and passions, you slowly build your personal brand, and others will start to notice. The content could lead to good discussions with others in your network. It could also lead to reconnecting with connections that you haven't spoken to in years, or making new connections.
You never know when one of these connections could turn into a job lead or referral. The trick is to get on people's radars. So, when you're cleaning up your job search, be sure to build a plan for personal branding.
Maintain Healthy Habits During Your Job Search
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Your job search is important, but it's even more important to know when to pull back and focus on personal health and spending time with family and friends.
There are actually things that you can do for your own enjoyment that could help your job search in the long run, such as:
Grab coffee with a friend - It's good to engage in light conversation with friends during challenging times. And if your job search does come up, remember that most people have been through it themselves and you never know when a friend may provide you with a good idea or lead on a job.
Volunteer - Volunteering is a great way to get involved in the community and help others. In addition, if you develop a little bit of a career gap while looking for a job, you can always talk about how you filled that time volunteering, if you're asked about it during a job interview.
Continue to focus on other passions - Are you a fitness nut? Blogger? Crafter? Continue to do the things that bring you happiness. And if you're in a position to profit from your passion through a freelance job or side hustle, even better!
Spring is the perfect time to clean up and improve your job search so you can land the job you want. If you're struggling to find a job, follow the tips above to reinvigorate your job search—and watch your career blossom!
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This article was originally published at an earlier date.