The thing to remember

Practice self discipline

Outline

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

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.

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