Comments for Management Outsourcing LLC

Comment on What were they thinking – Wall Street Bonuses by David Tennant

David Tennant — Mon, 07 Dec 2009 02:26:38 +0000

Yes. I agree partially.

1. The original point to bonuses was to reward exceptional performance. This in turn would

2. Attract talented people.

The recent mess with banking and Wall St. is rewarding people for not only poor, but dismal performance.

Let these people leave for higher salaries…they are not the kind of talent needed in that business. I always joke that I could lead those same companies down the path to ruin for half the money they paid those idiots.

Comment on A Leadership View of Reward by Daphne Wotherspoon

Daphne Wotherspoon — Wed, 12 Aug 2009 18:25:30 +0000

John, As always, in this post, you are insightful, funny and, most importantly, dead on! Money talks – trinkets walk Keep ‘em coming!

Comment on A Leadership View of Reward by Randy Nichols

Randy Nichols — Wed, 12 Aug 2009 16:37:32 +0000

Great Blog post. I am going to bookmark and read more often. I love the Blog template � if you need any assistance customizing it let me know!

Comment on Strategy In A Slow Economy by Business Continuity Now : Management Outsourcing LLC

Business Continuity Now : Management Outsourcing LLC — Wed, 04 Feb 2009 18:32:38 +0000

[...] to step back and take stock. Just a few months ago, I wrote articles on business survivability (Strategy in a Slow Economy – September 17, 2008). It was a four part series on how to position yourself to endure the downturn and be ready for [...]

Comment on Being A Leader – Part 6 by M. W. LaPointe

M. W. LaPointe — Fri, 05 Dec 2008 17:17:44 +0000

While I agree with your arguments to maximize the potential of the annual review, I do not think that qualifies one as a leader, but merely a manager. It is difficult — if not impossible — to capture a person’s value or liability to a company, for an entire year, in a few paragraphs.

In addition to the review, the leader should provide continuous feedback to their employees, like a parent who continuously guides a child’s behavior. Employees should know immediately whether they are meeting, exceeding, or failing expectations.

In addition to continuous feedback, I spend fifteen to thirty minutes a month with each of my employees discussing and documenting my evaluation of the employee’s performance, and also gauging whether I or the organization is meeting the employee’s expectations.

Anyone can have the title of manager, but the perception of ‘leader’ should be a coveted title awarded only to those whom perform the activities and exhibit the qualities of leaders, and not merely holders of office.

Comment on Being A Leader – Part 1 by Stephanie Resh

Stephanie Resh — Fri, 24 Oct 2008 02:01:40 +0000

John,
This is excellent. I’m excited to see the next in the series.
Stephanie