Archimedes Principle of Marketing Management:

Any individual who is responsible for the marketing campaign MUST have sufficient time-span management to handle the complexity of the campaign.

- The success (rise in fluid) will only move as high as the ability to handle complexity (weight) of the individual managing the campaign.

Archimedes Principle of Marketing Management:

• Any Marketing strategy will move to a level which coincides with the level of applied capability of the of the person running the campaign.

Within all project goals for organizations whether it is marketing, client acquisition, increased profits the person who is in charge and accountable for the success / failure of the project MUST have the intelligence and capacity to achieve the goal.

You will leave this workshop with;

• A tool to release the best work out of people.
• The ability to increase effectiveness of the people leading your Digital (Social) and Traditional Marketing processes.
• A metric that objectively measures employee and your own capacity to complete great work.
• Direct applications of the content to your Marketing Management.

Above is content and slides from a talk I gave at a Conference in Syracuse, NY. Whether the person is leading your digital marketing, traditional marketing or managing ANYTHING they must have the necessary ability to handle complexity and pull together the disparate parts to achieve the goal. Contact Mike to have this talk or workshop given to your team. 

michael cardus is create-learning

I gave a talk on Developing & Sustaining High Performance teams to Buffalo Business Builders of WNY, Inc. It was a great crowd and the talk was well received – thanks to Robin Wilson of The Wilson Edge for referring me to this group.

What did we talk about?

Creating & Sustaining High Performance Teams – a 7 step model that illustrates from induction to renewal of people on teams and necessary areas of focus for success along each step.

What is the purpose of our time together?

To supply you with tools and techniques to create and lead resonant, high performance teams that produce profits and results.

To discover ways to increase retention of talent, decrease completion time of projects and tasks, and improve satisfaction with work and life, thereby making your organization, team, and you better and more profitable.

You will learn how to hone, utilize, and develop interpersonal and political skills that are needed for more than successful completion of projects and goals, leading to an increase in your value to the team and organization.

What is in it for me?

You will walk away from this workshop with:

• The 7 steps to develop high performance teams.
• Skills and techniques to ensure resolution and commitment to each step.
• A process and model that can be immediately applied to your organization, team, self that works.

Could your organization, team, leadership benefit from a process for developing and sustaining high performance teams? Teams that are effective and deliver exceptional results? Contact Mike…to make your team and leaders better.

Below are more photos from our time together;

michael cardus is create-learning

Identifying and Aligning your goals, behaviors, abilities, and actions in a step by step process that will get you noticed and make you more successful.

Here’s What’s In It For You

• PDF of a Step-by-Step action process to Setting Goals & Determining Time Span for Completion of tasks.
• Worksheets and a complete action plan to chart and complete your goals.
• Additional materials of how to delegate and prioritize your time.

Goal Setting and Time Span

The essence of management is goal-directed behavior. The underpinning of everything an organization does can be traced back to a goal. Goals create definition, clarity and self-evaluation.

Learning Objectives

• Understand goals as the fundamental building block for leadership success.
• Understand the two elements of a goal.
• Understand the importance of time span.
• Understand the relationship between goals and time management.
• Understand prescribed elements vs. discretionary elements of a goal.
• Be able to create effective goal statements.
• Be able to effectively segregate goals which must be self-completed vs. goals which must be delegated.
• Be able to create and follow an action plan for self-completed goals.
• Be able to create a follow-up plan for self-completed goals.

Questions:

What does it cost?

• $50.00

When will I receive my content section transcript?

• Immediately upon purchase. It is sent in a zip file that contains all the Goal Setting stuff you need.

When is the Goal Setting field assignment due?

• It would be great if you can send them to me within one week of receiving them. Although if you do not send them that fast that is also alright. I will read and respond to all the field assignments turned in within 72 hours.

I am still not sure about this?

• Alright call 1-716-629-3678 or email me mike (at) create-learning.com, with your questions and I will answer them.

Click to purchase…

You can pay through your PayPal account or if you’d like to put it on a credit card, you can do that. (When you go to checkout, scroll down the PayPal page and it will give you a link that says “Don’t have a PayPal account? Use your credit card or bank account.” Click “continue”)

If you want to pay by a check…contact Mike and that will arranged.

If you have ANY problems with this AT ALL, call my office at 1-716-629-3678.

P.S Here is what others are saying;

“Michael was able to give me the tools to become a better supervisor. Supervisory skills such as delegation, team building and planning are presented in a manner that makes you think of the processes in as a clear set of easy to follow steps. Largely in part to our 1:1 meeting, Michael was able to assist me in increasing the productivity of an employee who has struggled for years. Michael was able to provide suggestions for new strategies on dealing with this employee. And once some success was noted with the employee, he offered suggestions on how to maintain the current level of work and monitor future performance.”

Michael Samulski; Director of Finance
Autistic Services, Inc.

“This leadership program helped me to step out of my everyday management routine and focus on how I interact with other managers, what my leadership strengths are, and the impact of my style on the team. It also gave me time to reflect strategically on issues and a variety of ways to approach solutions. The process challenged me to apply my learning by working through an actual problem using new resources.”

Sandra Klimas; Education Director
Autistic Services, Inc.

“Michael Cardus is fabulous, full of energy and insight. His workshop made everything so much clearer to me, and empowered me to take full responsibility for my actions. He made me understand that I really have been on the right track all along, that what I think and what I feel and what I have to contribute is important. Thanks Michael for a great workshop!”

Annette; Triple-Track: Work-Life Jam Session
Buffalo, NY

Entrepreneurial Woes

Leadership Coaching & Development Case Study from the Exponent Leadership Process.

From; “I just cannot get these lazy people to work and I am scared that I will lose everything.”

3 months later; Sales had increased by 8% in the 3-month period. The staff now had clear and distinct goals and tasks to be completed within time frames, allowing for great work and customer service.

Situation

John, now 42, had left a high paying job five years ago to start his own clothing business. For the first 2 years business was horrible; John sold off many of his stocks, took out loans and made many sacrifices for his business. Over the past 3 years, things turned around, and the store is now making a profit. There are currently 5 staff members. I was contacted by John because as he said “I just cannot get these lazy people to work and I am scared that I will lose everything.”

Our first conversation lasted over three hours, trying to determine what was working well and what areas needed focus. Following our discussion I interviewed John’s staff to evaluate their skills and perspectives on the situation. It became clear that the staff had the skills and ability to perform the work. The following areas of focus were created:

• Train, consult and coach John on the 7 steps to high performance teams
• Create metrics for feedback loops of success and failure
• Ensure that John will be able to discipline, coach, and re-align staff in a calm, professional and understanding manner

John agreed to the above areas of focus for three months.

Intervention

During the 3 month period I conducted a mixture of observations: John with staff, staff with customers, and staff when John is not around. Interviews with the staff showed that many were unclear about what John expected as far as good work. While investigating measurements of success for the staff I found that the expected method was prone to John’s mood on that particular day. Thus, there was no objective understanding of good vs. bad work within the store.

Additionally the staff reported that John was prone to sudden mood changes and that they felt John did not know anything about them (the staff). The staff, while liking John as a person, really felt miserable about coming to work and working for John the boss.

I coached John through the 7 steps of High Performance Teams. He learned more about his staff, and created connections of relevancy from their work to their lives, community and families. At the beginning our work together, we created measurements of success and failure for the staff.

Specific Exponent Leadership Process content sections were used:

• Goal Setting and Time Span
• Managing Time: Managing Yourself
• Coaching Underperformance
• Coaching Performance

As John completed each of the content sections we spoke about areas of success and challenge and how to continue to implement his learning into his business.

Resolution

At the end of the three months, I re-interviewed the staff:

The staff now had clear and distinct goals and tasks to be completed within time frames, allowing for great work and customer service. Sales had increased by 8% in the 3-month period.

They reported marked improvements in John’s interactions with them and their perception of John as a manager. All staff, including John, were happier and felt more connected to each other, the store and their community.

John was able to manage underperforming staff members into high performers by setting goals, and delegating proper tasks that aligned with the person’s values and commitment to the store and work.

People join companies, and leave managers…Be the reason people stay with your company; Click to be that person

michael cardus is create-learning

image by floodllama

By joining the create-learning community you will receive 9 Team Building Activities: That work and allow people to learn from the experience delivered to your inbox.

Plus monthly team building + leadership tips, activities and ideas. Additionally early releases of new products and processes focused on Making Organization, Teams, and You better!

• What would motivate you to join?
• In what ways can I make this community of value to you?
• If you were going to have a community letter, what would it entail and in what ways would you get people to join?

image by Todd_Billiar

Team Building & Leadership process that was created for a retail organization that was preparing for a new product launch. The company promoted 5 internal sales, marketing, and existing staff to be “team leaders” of the new product. Create-Learning Team Building & Leadership was contracted for 8 months to facilitate, train & develop the team leaders, and build upon the existing skill sets of all the team members in the product launch.

Team Building & Leadership Process Summery;

Providing the team leaders with skills, tools, and facilitation that will allow them to find strengths within themselves, their department, other departments and the Organization. When exploring these strengths discussions and process development of existing customer and stakeholder interactions will evolve and create increased commitment to the values and goals for the product launch.

This Teambuilding & Leadership program will serve as an opportunity for the team leaders to learn from one another and increase camaraderie amongst and between departments for a successful new product launch.

Objectives and Outcomes explanation;

Facilitation and team development with team leaders.

Participants will be facilitated through simulations and discussions focused on;

• · Developing High Performance teams and the indicators of resolved and unresolved behaviors in High Performance Team Leadership
• · Steps to gain influence of team members and people who are needed for successful completion of projects.
• · The 9 Team Dynamics that get results
• · Creation of a unified decision making process amongst the team leaders
• · Techniques and facilitative preventions / interventions of maladaptive team member behaviors.

Each team leader will enroll in the Exponent leadership curriculum.

Concluding the process leaders will have the ability to:

• • Overcome and find methods to deal with the fear of lacking requisite skills to accomplish leadership tasks
• • Set and achieve goals based upon time span capabilities.
• • Determine the time span, skills, and values of self & direct reports to ensure exceptional service to the community and stake holders.
• • The ability to effectively delegate & follow-up on task assignments
• • Constructive oversight of self & team member’s responsibilities
• • Develop proposals and presentation of proposals
• • Properly implement process and people leadership
• • Use effective tools for the measurement of individual & team effectiveness
• • Understand when, how to, and why to use tools for the measurement of team effectiveness
• • Use effective skills, and techniques to coach all team members
• • Coach and re-focus underperforming team members
• • Interview and hire new team-members that have the proper skills, capabilities, values & commitment to complete the roles of the position.

Contact Create-Learning for results with your new and existing team members + Leadership.