Using Sun Tzu's The Art of War

I was talking to a gentlemen at dinner last night. He was the CEO of a mulit national media company. We started to discuss some of the challenges that we all are faced with in modern business. Being management-centric, I voiced my opinions about how we are faced with a dilemma of performance malaise. Of course he wouldn't settle for such a broad statement so he asked for deeper clarity. Being the extrovert I am, I happily obliged.

I explained that we are being overwhelmed by a sense of status quo. Employees are looking to stay off the radar. They want to perform to standard but they don't want to take any risks for fear that failure may lead way to termination. He exclaimed, "what an awful outlook on the American Worker but... your right. I think I see it now that you put it that way." I was relieved that he agreed and didn't take his Martini to another table (I was enjoying a Johnny Walker, Black Label Neat if that matters) "So Terrence, how do I fix my company" he inquired.

I wanted to tell him, "You hire me" but I decided to take the higher road. I told him, you find the enemy. He looked at me confused and curious. How can you fight what you can't see? You have to know what's causing the malaise. My experience points me toward anxiety. In these tough economic and political times, employees don't see their future. They're anxious and that anxiety causes mass paralysis across an organization's payroll. Then I remembered reading Sun Tzu's, The Art of War and explained a strategy he could take.

Needless to say I had a captive audience. I explained Sun Tzu's approach to overpowering his enemy, in this case Anxiety. He called it Attack by Stratagem. One of the rules under this caption is "Strength Against Weakness". "We give Anxiety its legs", I revolted. I am adamant about trying to help manager's put a face on this performance killer. Our fear fuels and energizes Anxiety. The only way to defeat anxiety is to destroy it's fuel source. Attack it's replenishment lines and cut it off from its garrison. Okay, perhaps my military background gets the best of me. But that thinking has helped me reduce obstacles to nothing more than memories.

In layman terms, attack the weakness of Anxiety. Too often managers look on powerless by the thrusting blow of change only to decide, there's nothing I can do about it. B...ologna (you can insert the appropriate explicitive). Here is what Anxiety feeds off of:

1. a lack of information
2. a lack of respect for each other
3. a lack of courage
4. a lack of ownership
5. a lack of self worth
6. a lack of accountability
7. a lack of perspective
8. a lack of focus
9. a lack of leadership

I exalted to my captive audience of one, "CUT OFF THE SUPPLY LINE OF ANXIETY".

If you want employees to perform have your management step up and deal with the fuel supply. The previous list is a visual representation of the Enemy's (Anxiety's) weakness. Use your strength to attack it vigorously.

1. Provide constant information
2. Reward and encourage strategic risk
3. Hold everyone accountable
4. Celebrate success
5. Coach failure
6. Create opportunities for teamwork and leadership
7. Keep everyone focused on the prize (laser sharp focus)
8. Step up and encourage others to do the same
9. Collaborate on decisions

This list is one to empower management. Anxiety is not to be dealt with passively. It can be nuetralized. You can use "Strength Against Weakness". Chip away at the sharp edges of Anxiety and you'll discover a blunt fragile enemy who will retreat away from your aggressive front line.

You can follow me on Twitter @TerrenceWing and @LiquidLearn

TIPS FOR MANAGING GEN Y

This isn’t an article or even a blog site where someone else is complaining about Gen Y or any generation for that matter. I refuse to be that unproductive. I look for the solutions to channeling the talent of all generations into productive and profitable workplaces. We all are a piece of a puzzle whose image is only seen when we are all placed together in the right way. That being said, how do we welcome Generation Y into the workforce with eagerness to incorporate their talent and potential?

Like every generation, there is a distinct yet common dynamic to Generation Y. They are not lazy but simply don’t like wasting time. They are not disloyal but loyal to the right cause. They aren’t addicted to technology but believe in its power to make life more enriched. They aren’t selfish but are simply looking for their place in the world. They aren’t oblivious but are looking for the answers. Essentially, they really aren’t that different but they are misunderstood. Their place in the world and workplace is yet to be determined but make no mistake they are here to stay. So let’s address how to channel their talent.

The following are 10 ways to manage Generation Y.

1. Be Sincere – They can spot a fake a mile away, whether it is within their ranks or outside. You are not one of them and they will never see you as such. What they will see is your value if you prove it.
   


2. Be Part of their Network – They hate to fail and will lose trust in you if you put them in a “sink or swim” situation. They don’t think they know it all. What they feel is that they can get the answers to it all through their networks. Be present in that network.
   


3. Provide Technology – Pen and paper is as antiquated as the horse and buggy to them. They express themselves through technology. This isn’t an addiction to the technology. What it is, a strong drive to find the most efficient way of doing a task.
   


4. Allow them to Explore – Tell them what you want, provide recommendations and let them explore their options. They may find a better way of doing something that was hidden by the malaise of routine that perhaps blinds the rest of us.
   


5. Communicate Standards – Sure they want to explore and innovate. More importantly, they want to succeed. You hold the key to that. Coach them so they understand what is needed to succeed. Don’t take their questions as insubordinate or arrogant but as their methodology for discovering truth and meaning. Which is what they are looking for.
   


6. Provide them with Feedback – They are accustomed to hearing this and frequently. There is a need to depart from the type of feedback they are use to hearing. They are not perfect and capable of anything they put their minds to, which is what they have heard from their Helicopter Parents. The truth is they aren’t perfect and there are many things they are not capable of doing (just like all of us). When the feedback is negative it needs to contain a message of hope. They don’t want to feel the discussion is going to change their career trajectory but instead helps them to achieve it.
   


7. Listen to them – They have innovative and even curious ways of seeing the world. Sure sometimes curiosity kills the cat but at other times it cures a disease or changes a life. The next great idea could come from the mouths of Babes.
   


8. Trust Them – Give them exciting projects and assignments that clearly demonstrate you see their value. Provide them the needed support through the process. The exposure and meaning you help them discover in their work will create an advocate in them.
   


9. Take the Time to Explain – “Do it because I said so” is a management strategy that is as useful as a square wheel. Even if you were victimized by this strategy when you were trenching your way through the labor force to management, realize today that it is extremely ineffective with Generation Y.
   


10. Don’t Contribute to the Gap – Everyone is out there talking about how lazy this generation is. Opinions are a dime a dozen. One’s like that are only going to create adversaries and not allies. How successful have you been in the past working with a group of adversaries?
    Generation Y is misunderstood by many managers. The evidence of this is in the turnover numbers. Millennials have the ability to instantly reshift their loyalties and change employers instantly. Be careful not to blink. You may discover as your eyes open that you have another vacancy to fill. You don’t have to fear this because solutions are available.
    

This is not a conclusive list in any way, shape, or form. We haven’t even discussed encouraging their desire to change the world and the use of social networks (as well as so many more). With the exception of a few tweeks specific to Generation Y, my recommendations are a strong management strategy despite its application to Generation Y. Managers should adopt these tactics to encourage all four generations too reach their potential.

Follow me on Twitter @TerrenceWing