{"id":329,"date":"2021-02-27T19:38:47","date_gmt":"2021-02-27T19:38:47","guid":{"rendered":"http:\/\/allred10.com\/?p=329"},"modified":"2021-03-02T15:15:50","modified_gmt":"2021-03-02T15:15:50","slug":"x-discipline-with-clarity-and-compassion","status":"publish","type":"post","link":"https:\/\/allred10.com\/?p=329","title":{"rendered":"X. Discipline with Clarity and Compassion"},"content":{"rendered":"

\"morale\"Just because you can fire someone with a smile on your face and without raising your voice, doesn’t mean that you know how to properly discipline your workforce. \u00a0\u201cThe Wizard of Westwood\u201d said, \u201cA coach is someone who can give correction without causing resentment.\u201d \u00a0Those are words one of the best coaches of all time, John Wooden.\u00a0 John Wooden won 10 NCAA national championships and is the former UCLA faculty member that I admire most, and I don\u2019t even enjoy watching basketball. \u00a0<\/span><\/strong><\/p>\n

Discipline is a requirement for success in every business.\u00a0 The definitions of discipline include both \u201cpunishment\u201d and \u201ctraining that corrects, molds, or perfects the mental faculties or moral character.\u201d\u00a0 The latter of the two definitions is the one that seems to most accurately reflect what a good coach does in order to create a winning team.\u00a0 A good coach in both business and athletics is focused on improving the team member in order to contribute to the success of the organization in a manner that inspires, rather than punishes, the team member.<\/span><\/strong><\/p>\n

Some would call Sir Alex Ferguson the greatest coach in history.\u00a0 Before retiring in May 2013, Ferguson spent 26 seasons as the manager of Manchester United, the English soccer club that ranks among the most successful and valuable franchises in sports. During that time, the club won 13 English league titles and 25 other domestic and international trophies\u2014giving him a success rate nearly double that of the next-most-successful English soccer club manager. \u00a0<\/span><\/strong><\/p>\n

In 2012, Harvard Business School (HBS) Professor Anita Elberse examined Ferguson\u2019s management approach and developed an HBS case study around it.\u00a0 These are the key philosophies that Elberse documented.\u00a0 (The quoted comments are those of Sir Alex Ferguson.) \u00a0\u00a0<\/span><\/strong><\/p>\n

    \n
  1. Start with the foundation \u2013 You must build a team from the ground up with competent team members, and foster a sense of family among them.<\/span><\/strong><\/li>\n
  2. Dare to rebuild your team \u2013 Always look to the future, which includes cutting players that are not contributing to the benefit of the organization.<\/span><\/strong><\/li>\n
  3. Set high standards and hold everyone to them \u2013 Inspire team members to do better and to never give up.\u00a0 It\u2019s all about quality, hard work and focus.<\/span><\/strong><\/li>\n
  4. Never, ever cede control \u2013 Respond forcefully and quickly to problems.\u00a0 Never allow anyone to undermine the team\u2019s performance, instead, let them go, even if they are a super-star.<\/span><\/strong><\/li>\n
  5. Match the message to the moment \u2013 \u201cYou can\u2019t always come in shouting and screaming.\u00a0 That doesn\u2019t work.\u201d\u00a0 \u201cNo one likes to be criticized.\u00a0 Few people get better with criticism; most respond to encouragement instead.\u201d<\/span><\/strong><\/li>\n
  6. Prepare to win \u2013 \u201cDon\u2019t panic.\u00a0 Just concentrate on getting the job done.\u201d<\/span><\/strong><\/li>\n
  7. Rely on the power of observation \u2013 \u201cI don\u2019t think many people fully understand the value of observing.\u00a0 The ability to see things is key \u2013 or, more specifically, the ability to see things you don\u2019t expect to see.\u201d<\/span><\/strong><\/li>\n
  8. Never stop adapting \u2013 \u201cI believe that you control change by accepting it.\u00a0 That also means having confidence in the people you hire.\u00a0 If you micromanage and tell people what to do, there is no point in hiring them.\u00a0 The most important thing is to not stagnate.\u201d<\/span><\/strong><\/li>\n<\/ol>\n

    There are times when \u201ccutting players that are not contributing to the benefit of the organization\u201d is necessary.\u00a0 Terminating an employee is difficult for the one being terminated, and often for the employer.\u00a0 Company policies and employment law must be followed, but it must be done humanely.\u00a0<\/span><\/strong><\/p>\n

    The most important concept to remember is that termination is not the final judgment of the employee as a person or a worker.\u00a0 It must be viewed as time for the employee to find a different job where he or she is better suited.\u00a0 Compassion on the part of the manager is always appropriate.\u00a0 Avoid \u201chorriblizing\u201d the terminated employee by blaming them for all of the problems in their organization.\u00a0 Finally, keep your focus on how to help them move on to a position where they can succeed.<\/span><\/strong><\/p>\n

    Whenever dealing with issues of employee performance, it is of utmost importance to get your facts straight, discuss the problems rather than accuse and attack, be very clear in what you expect, and really listen to the employee.\u00a0 A fundamental principle of employee discipline is expressed by Robert A. Eckert, the former CEO of Mattel, in these words, \u201cPunish in private; praise in public.\u00a0 Make the public praise timely and specific.\u201d<\/span><\/strong><\/p>\n

    A successful business must be a team effort.\u00a0 Discipline – \u201ctraining that corrects, molds, or perfects the mental faculties or moral character,\u201d must be an integral part of making the team successful.\u00a0 Be a good coach<\/a><\/span>, not a bully<\/a><\/span> nor a prima donna<\/a><\/span>, if you want your organization to achieve its potential.<\/span><\/strong><\/p>\n

    \"\"<\/a><\/strong>
    \n
    \n