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Using Your Whine Factor Business Articles | August 1 David Beckham Jersey , 2004
Brian's work was ... Still, as his boss, I rarely offered him ... ... never thought of ... him or ... him for a critical project. Why? His whine factor got in


Brian's work was exceptional. Still, as his boss Manchester United FC Jersey , I rarely offered him additional responsibilities, never thought of promoting him or selecting him for a critical project. Why? His whine factor got in the way.

He was quick to complain to anyone who'd listen how much work was on his plate, or how hard or how late he worked. His whine factor was a protective shield that insured he didn't get more work to do. But, it also shielded him from getting the opportunity filled assignments Leroy Sane Jersey , more interesting work, and the highest pay raises.

Stephanie was a different story. She was masterful at weaving vivid details with a precision that explained exactly why the expected outcome didn't happen. This week it centered on a miscommunication, last week it was the delayed delivery, or the reduced advertising Kevin De Bruyne Jersey , an incompetent supplier or a staff illness. Every story was accurate; every reason plausible; every explanation justifiable; always a good reason why she couldn't deliver the promised quality, precision or timeliness.

As her boss, it took me time to realize that Stephanie's accountability decreased each time her whine factor increased. As she became more entrenched in offering reasons why something didn't happen, she became less personally involved in the actual results.

I've seen the whine factor derail projects and people in my twenty years in management. Whining shifts a mindset from can do to can't do Oleksandr Zinchenko Jersey , allows potholes to become sink holes, turns challenges to complaints and reframes opportunities into woe is me.

You can use your own whine factor as a barometer to keep you on track. If the factor is high, be alerted that your actions are, most likely Sergio Aguero Jersey , becoming less accountable. That should signal you to tune into what you can personally do to control, adjust or correct the current course so you can deliver the expected results. I think that point is worth repeating because it differentiates performance in significant ways. If you want to control the outcome, you'll need to get your hands a bit calloused along the way.

Learning to listen to your whine factor is a helpful self-feedback mechanism to guide you towards greater accountability and winning at working behaviors. Less whine means more accountability. Higher accountability typically means better results. And better results are what most of us are after.

(c) 2004 Nan S. Russell. All rights reserved. Article Tags: Whine Factor


A large international insurance company IT department Business Articles | January 31, 2005
PROBLEMThe workers in the information systems division were technically excellent but lacked in human behavioral skills. One employee in particular was exceptionally intelligent and knowledgeable but ...


PROBLEM
The workers in the information systems division were technically excellent but lacked in human behavioral skills. One employee in particular was exceptionally intelligent and knowledgeable but had a pessimistic Manchester City FC Jersey , cautious and negative attitude.
One of the groups, the "Help Desk" was informally called the "Dis-service Desk" by the rest of the company.
The group?s mission was to assist all employees and affiliates of the company in resolving their systems needs. To do this, customer service skills needed to be developed or improved.
SOLUTION
Management Resources Inc. (MRI):
Observed the operations of the different groups and their dealings with the customers
Customized its customer service program to address the specific needs of this technical group
The program included:
Customer Service Skills
Basics of Service Recovery
Systems Personnel Temperament Profile
Personal Change
Personal and business goals
Customer's "Bill of Rights"
The program was administered to all personnel
RESULTS
Results were visibly very fast:
Personnel who have attended the program show dramatic improvement in attitude and their dealings with the customer.
The satisfaction ratings from the customers have increased from 5.8 to 6.7 on a scale of 1 to 7 after doing one group.
The intelligent individual with the negative attitude (referred to above) has become the informal leader of the group, participating in inter-functional meetings Jordan Henderson Jersey , practicing team work and taking the initiative to teach others.
The Help Desk was recognized by the Vice President of the Information Systems division for their customer sensitivity and improved approval ratings.
A "Customer Bill of Rights" with 10 customer expectations was developed, indicators implemented and it became the management guidelines and the objectives for the organization.
Customer satisfaction improved about 18%, as measured by feedback cards the customer prepares after their work is completed. The world of fashion broadens its wings to fly high with each new trend they set in the seysnba.com/]Cheap Nike NBA Jerseys[/url] Cheap Wholesale MLB Jerseys Cheap NCAA College Jerseys Cheap Wholesale Soccer Jerseys Wholesale Jerseys Wholesale Jerseys China Wholesale Jerseys