by William A. Cohen

The thing to remember

Practice self discipline


  • Define your responsibilities clearly, keep activities within scope, don’t assume anything
  • Organize and staff your team for efficiency given 3 responsibilities: to the company, then your team, then yourself
  • Develop your team (continuous training process to avoid obsolescence, adequate and targeted compensation, responsible leader, frequent appraisal, maintain communication channels
  • Manage budget and new product dev through roi
  • Establish informal communication channels with client and stakeholders first

Brilliant ideas

  • Know how each of your people respond to certain stimuli in order to use the correct action to obtain the correct outcome, and prevent stimuli that result in unwanted behavior
  • give credit and take the blame - take responsibility and protect your people
  • practice self discipline - You cannot be emotionally involved in the decision - stay analytical and factual. Strive to do the harder right rather than the easier wrong
  • When conduction a performance rating, ask for self-evaluation, give evaluation going from + to -, ask for 360 to disarm, then elaborate action plan.
  • Understand what motivates your people to focus on that for development.

Ideas worth noting

  • Traditional organization separates line (decision) from staff (execution)
  • Organization can be thought out of the box (functional, traditional, matrix, …). Human factor is important, reporting to peers rather than management
  • Organization should evolve with the stage of the organization: start-up, functional orientation, diversification. Functional org is most of the time unadapted to startups.
  • Training works best with 1) motivation 2) feedback and 3) proactivity
  • A way to determine compensation is to determine from factors and establish a company matrix (education level, maturity, technical ability, leadership, etc.)
  • Evaluate through objectives can also give guidance for management.
  • Peer comparison needs to be harmonized organization-wide to help efficiency
  • Turn negative feedback into positive lessons
  • A prospect can be in three stages when contacting a company: Acceptance (can accept product), preference (prefers product), demand (is actively asking for product).
  • 6 steps for problem resolution:
    • Identify the central problem
    • Gather the factors of the problem
    • Identify potential solutions
    • Evaluate the solutions
    • Draw conclusions
    • Determine actions
  • Communication can go wrong because:
    • Lack of communication channels
    • Subordinate apprehension
    • Faulty retransmission
    • Unwarranted assumptions
    • Inattention
    • Disbelief
    • Information overload
    • Poorly constructed messages
    • Premature interpretation
    • Failure to initiate communication
    • Rumors