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Managing People? Be a Gardener

Guest post by: Harvey Schiller

Article Overview: Essentially, managers would do well to think like gardeners and create conditions that lead to optimal growth.

Managing People? Be a Gardener

If as a manager you think of yourself as a gardener, then you’ll find that the potential for growth is virtually unlimited. Because gardeners look for ways to stimulate growth; how to plant seeds of ideas; and how to prune and weed to prevent ideas, motivation and opportunities from being chocked off.

Gardeners don’t make plants grow but what they do is simply create the conditions that are conducive for plants to grow. Create and maintain those conditions and growth occurs and the workplace thrives.

Stimulate Growth

Gardener - Provide fertilizer & water

Manager - Provide training and development

Match to Needs

Gardener - Selection of plants to match growing conditions, purpose and location of garden

Manager - Recruit the best fit of employees to match the mission, vision and role

Optimize Conditions

Gardener - Pull weeds

Manager - Weed out non-productive attitude & behaviours

Just like a gardener that is inquisitive about the environment and growing conditions, and adjusts accordingly, a manager must be curious and get feedback on the conditions of the workplace, and respond accordingly. As a manager the best way to understand the workplace and conditions is to tap in to the head, heart and hands of the employees. Those we manage crave to have a say in how we operate in the workplace.

So when we ask employees to help define and shape something, they’ll more likely contribute and actually enhance it. They will have an important sense of empowerment, which leads to an increase in job satisfaction and productivity. The best way to create the optimal conditions for growth, consensus and build commitment is to require active involvement in shaping roles, goals, actions and initiatives.

Essentially, managers would do well to think like gardeners and create conditions that lead to optimal growth.

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Article Tags: corporate kinetics, gardener, growth, managing people, productivityoptimal growth
Referred by: http://www.marshallnorthcott.com



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Different Hats - CEO Sales & Marketing & Leadership Development Company Strategic Vision 10 Alliances & Growth Strategies 10 Hiring & Managing People 8 Mentoring 8-9 Strategic Planning for Clients 10 Execution of Marketing Campaigns 9-10 (i have great people who do the nitty gritty) Financial Management 9 Bookkeeping 3 (outsourced as I really hate the fine details like GST0 Administrative Follow Up 6-7 (again have great staff) Writing & Publishing 9 (getting better all the time!) Speaking 10 (so I have been told) Self Promotion 9-10 Web development & Promotion 6-7 (learning more and have brought on players who are 10+) Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have) Great topic Kevin!! Jude
Re: HRPreneur - Evan, I am looking for new clients and to see if my business model resonates with Entrepreneurs. Thanks Joey Walters, CHRP, H.R.C.C.C. Managing Director HRPreneur Inc. C. 647-534-4774
Re: Info for would be franchisers... - [quote="Sebastien":1d29sdv1]Like Franchise Times, Franchise Update is a very practical magazine. There is no blah blah, just straight facts that anyone in the franchise community can relate to. I just want to mention that all these magazines are NOT franchisee oriented. I mean these magazines are for franchise professionals. If you're looking to buy a franchise, you won't find much information in there. To answer your question, getting published in Franchise Times was fairly easy. I don't want to brag too much but I think I am known in the franchise industry. I was the marketing guy at Franchise.com for a few years before joining my new company, the World Franchising Network. So people know me and I have a very good relationship with Nancy Weingartner, the Managing Editor at Franchise Times. I was talking with her at the last Franchise Expo South in Miami and she mentioned she'd like me to be profiled. I was like "ok, sure!". I like this franchise executive profile thing in Franchise Times as it is rarely BS. People are usually really natural in there.[/quote:1d29sdv1] Thanks for the follow up Sebastien! And I can't say that I'm surprised that networking with the right people and managing your relationships with them properly are the keys to being published. I guess the old adage holds true of "it's not who you know, but who knows you" that's important.
Re: Hello from Bangladesh - Hello Kevin, Thank you for replying back to my message. There are many business goals for this year including but not limited to: 1. Managing long term partnership contracts from more clients. 2. Cross-border expansion - open our first overseas office at New York, USA. 3. Progressing smoothly to our road to CMMI certification. 4. Introduce a new service - call center operation. Best Regards Hasnaeen
Re: HRPreneur - Evan, I have a creative company designing my website. I provided all the content. I have developed a presentation I am using when I go see potential clients that has been working well. I have been using my network and LinkedIn to source clients. I have been targeting the industries that I have experience in, however HRPreneur can support any business from a strategic business HR perspective. Joey Walters, CHRP, H.R.C.C.C. Managing Director HRPreneur Inc. C. 647-534-4774


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