NABC

In business, as in life, you come across many situations where you find yourself needing to address an issue of some sort.  The challenge, often, is that many of us do not take a holistic approach towards dissecting the condition and applying a logical framework to move us towards resolution.

This is the concept behind the acronym N-A-B-C.

Now, before you can apply NABC, you have to implicitly clear on the problem you are trying to solve.  Then, and only then, can you begin to apply the framework outlined below.

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Life’s Resets…

If there is one thing that I have come to learn, accept, and expect throughout my life, it’s that, whether in a personal or professional capacity, people will experience what I call, “life’s resets”.  In fact, people will experience many of them and in some cases cause them.  Basically – this is something that throws your whole world upside down – a S.E.E. (significant emotional experience), if you will.  Often, these are things that you cannot prepare for.  As one of my favorite song lyrics go, The real troubles in your life are apt to be things that never crossed your worried mind; the kind that blindside you at 4pm on some idle Tuesday.”

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The First 90 Days (on a new job)

The number one question on everyone’s mind, including those running in the current GOP election, is “When will the economy get back on track?”  Of course, for the average citizen, the implication behind this question is “When will the unemployment rate reduce?” (i.e. when can I expect to find a job?). 

Keeping this on a positive note, let’s assume that you have been one of the lucky few to actually get noticed and have embarked upon the interview process.  As I’ve stated before in other posts, this, to no one’s surprise, is an employer’s market (with a few exceptions, of course).  That said, employer’s are cognizant of the fact that there is an abundance of talent available and will heavily scrutinize anyone trying to secure a position within their organization.

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The Trio of Trust

At the foundation of any real relationship, whether personal or professional, is trust.   In fact, a relationship itself cannot sustain or survive without it.  Imagine asking a friend for a favor and not trusting in the fact that they would actually deliver – what’s the point of asking in the first place?  Or, in a business transaction, when you verbally agree upon terms – if you don’t trust the other party to honor their commitment, why would you want to do business with them?  It’s a pretty straightforward concept to get your head around.

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What’s The Problem?

Recently, I took some time out and watched the movie Moneyball.  For those of you don’t know the story, it’s predicated on the thesis that a player’s ability to get on base is far more valuable then their ability to hit home runs.  Accordingly, for every player that gets on base, it’s guaranteed that the 4th player is equal to a point (e.g. players on 1st, 2nd, and 3rd – in order for the 4th player to get on base, the player on 3rd base has to come in and score a point and the other two players rotate to the next base thereby vacating 1st base for the 4th player.  The process repeats and points get accumulated).

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We The People…

Once the words of our founding forefathers, today, “We the People” has taken on a completely different meaning in my life.  In lieu of the recent “Occupy” activities that have been occurring, it really begins to showcase how powerful people, when united around a collective effort, can actually be.

While some of these activities were much before my time, including the Berkeley “sit ins” and equal rights marches for African Americans, it laid the foundation for what we are witnessing today – not just in America, but also all over the world.  Ironically, it never surprises me how history has a way of repeating itself!

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Time to Say Goodbye…

At some point in every manager’s career, there comes a time when you will need to terminate someone’s employment.  Typically, this situation falls into one of two categories – a corporate layoff due to cost cutting / restructuring or letting an employee go for performance-related issues.  Regardless of the reason, it’s a difficult situation that requires careful planning and execution, compassion, and, for legal reasons, brevity.

The challenge in letting people go is acknowledging the fact that it’s not personal and doing your best to remain cognizant of that throughout the process.  Now, while I understand this is easy to “write”, I am very well aware of the fact that work becomes personal for many people.  Further, for many people, some of their closet relations have formed through their work so, again when I say, it’s technically not personal, I recognize that it very much is.

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