Comments for Plus Delta Consulting, Inc.

Comment on What to do When the Boss is Your Dad by Julie

Julie — Tue, 02 Aug 2016 03:13:45 +0000

Good article, thankyou

Comment on Planning Your Future from the Future to Take Your Organization from Strategy to Action by David Wilson

David Wilson — Fri, 20 Sep 2013 23:59:37 +0000

Sound advice that has worked in my experience too. It works whether a company / BU plan or a functional plan (e.g. Finance or Supply Chain). If a functional plan, taking into account the company’s strategy is important. It is also useful to do “market research” to see what (other) forward thinking, high performing companies’ functions are doing. While a “me too” plan is not the goal, external intelligence is useful perspective.

Comment on Planning Your Future from the Future to Take Your Organization from Strategy to Action by Daniel Feiman

Daniel Feiman — Fri, 20 Sep 2013 23:00:22 +0000

Jeremy: It is as if we share a philosophy & some good conversations. I completely concur. The only things I would add would be be to assess the organization on the front end using tools like SWOOTT, lifecycle, Ansoff’s, etc. to flesh out the best avenues to pursue.

Comment on Recognizing “I Have a Dream” 50 Years after Rev Martin Luther King by Mark Blanchard

Mark Blanchard — Fri, 20 Sep 2013 19:47:24 +0000

Jeremy, Great article. Thanks for writing it. Now we just have to believe it. Congrats on the wedding. I hope you and Monica are happy the rest of your lives together. Look forward to our call on Monday.

Comment on Getting Our Employees to Think “My Company” Instead of “My Paycheck” by Mrs. Shaw

Mrs. Shaw — Fri, 06 Sep 2013 01:12:39 +0000

I once worked for a man who literally had us save every napkin because that was .10 cents out of the company budget. At first, I thought it was crazy. However, when I developed a deeper relationship with my boss and respected him for the “tight” business man he was, I too, became very cautious of whether or not the .22 cent ketchup packet should be saved. If employers would spend the extra time to let the employee feel appreciated and that the company would not survive without them, the employee may take a little more ownership in their decisions. The man’s business ended up going under because his employees did not consider it their own. Even still, I believe that made all the difference. Thank you for your article!

Comment on Five Keys To Managing the Human Side of Technology Change: Your System Is Useless If Your People Don’t Use It! by Al Strauss

Al Strauss — Thu, 29 Aug 2013 21:19:37 +0000

Jeremy,

You hit on the reason I pursued OD work. Having been in IT, I saw too many disconnects between the business side and IT, which led to cost overruns, delays, frustrated employees and a lot of hard work going to waste. You add or change a computer system, you are also changing someone’s job.

I even wrote a business parable about the issue and how to resolve it but couldn’t find a publisher. I looked into self-publishing but my problem would have been the promotional part. (Publishing is easy but telling the world you have a book is not, at least with my resources and capabilities.)

I also created workshops to help IT and business communicate better. Long story short, IT often doesn’t fully understand the business and makes its best guess as to what to do and business doesn’t provide clear direction to IT – both sides need to better understand one another.

Keep up the good work!

Comment on Getting Our Employees to Think “My Company” Instead of “My Paycheck” by niron

niron — Thu, 15 Aug 2013 17:21:02 +0000

Well you idea is what I call Balanced Score Card is employer-employee relations. Often times, employers expect 150% loyalty from employees but sadly forget to understand that striking a strategic partnership with employees are critical to the attainment of corporate goals. Today, employees have a choice! In order to achieve ‘My company feeling” in an employee; not only should the employee create an ‘intrapreneurial’ climate where the ownership is transferred to employees. They are allowed to make decisions at the same time are monitored and managed performance -wise. The expectation of the employer and the aspiration of the employee MUST meet somewhere. It must be WIN-WIN. Anything short of that is penny wise, pound foolish for an un-discerning employer.

Comment on What Have You Done For Me Lately? by Dave Benach

Dave Benach — Thu, 15 Aug 2013 14:57:10 +0000

Ok, so you bring on a new hire to accomplish a Herculean task. Based on the fact that this person actually delivered on this objective within a relatively limited timeframe, I would explore what new objectives were set for this employee once this initial mountain was climbed… After all, as you referenced, they seem to relish big challenges and have proven that they can deliver. If, however, this individual’s manager assumed that “business as usual” would keep a high initial performer like this engaged, they really should be looking at their own management skills more than the employee in question.

Beyond that, I would explore Adam Grant’s principles of Give and Take in this context. Considering this hire entered an organization and delivered notable results, it bears investigating what the organization offered as far as recognition. In other words, “What Have You Done For Me Lately” is a knife that cuts both ways.

Comment on Rock Star Performers Eat Chocolate Cake and Apple Pie! by Nadine Nelson

Nadine Nelson — Wed, 24 Jul 2013 16:45:56 +0000

This is right on point. Many companies believe that either a promotion, or bonus, or salary increase or other single approach to employee recognition fits all. In fact, some employees enjoy their current positions but want to have a higher title even if that doesn’t come with much of a pay increase. They want to be recognized for experience and looked to, to share that experience. Others like what they are currently doing and don’t want their role to change or special recognition but would like to take home a little extra money in the form of a bonus or pay increase. Simply asking an employee how he/she likes to be recognized allows that person the opportunity to engage in a custom fit solution.

Comment on Rock Star Performers Eat Chocolate Cake and Apple Pie! by Phil La Duke

Phil La Duke — Sun, 21 Jul 2013 13:33:24 +0000

I think this post can be boiled down to the statement you make in the last paragraph: Regardless of their personal preferences, the point is to recognize our employees the way they want to be recognized” Far too often companies use a one-size-fits all approach to employee recognition and while some workers love to be recognized by being awarded a plack and have their pictures taken receiving it from the CEO, others would be absolutely horrified at the thought. In short, what motivates some are demotivators for others. Nice article on an important topic.