Comments on: Top 10% or Bottom 10% http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/ Frequently wrong, never in doubt Sat, 21 Nov 2009 15:44:50 -0600 http://wordpress.org/?v=2.8.5.2 hourly 1 By: Great Inspiration Articles 7 Jan 2008 | Strategist.org.uk http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-114178 Great Inspiration Articles 7 Jan 2008 | Strategist.org.uk Wed, 23 Jan 2008 14:50:44 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-114178 [...] are some of my favorite blog posts from around the web this week.Top 10% or Bottom 10%In any group or organization, some will be in the top 10% and some are in the bottom 10%, no matter [...] [...] are some of my favorite blog posts from around the web this week.Top 10% or Bottom 10%In any group or organization, some will be in the top 10% and some are in the bottom 10%, no matter [...]

]]> By: greatmanagement http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113978 greatmanagement Sun, 06 Jan 2008 07:00:25 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113978 Great post and so right. One company I worked for many years ago actually 'sacked' their bottom 10% each year! One idea I would also recommend is, if you want to be in that top 10% is be mentored by someone who already is. Normally, one of the traits of a top 10% individual is helping and supporting others - so go and find one and discover ways to move up the percentage ladder. Andrew Great post and so right.

One company I worked for many years ago actually ’sacked’ their bottom 10% each year!

One idea I would also recommend is, if you want to be in that top 10% is be mentored by someone who already is. Normally, one of the traits of a top 10% individual is helping and supporting others – so go and find one and discover ways to move up the percentage ladder.

Andrew

]]> By: Suzi http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113967 Suzi Fri, 04 Jan 2008 06:57:10 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113967 Hey, that is excellent. I'm going to go against your earlier advice and forward it to my daughter! Hey, that is excellent. I’m going to go against your earlier advice and forward it to my daughter!

]]> By: wwds http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113966 wwds Fri, 04 Jan 2008 06:02:42 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113966 Todd---thanks for stopping by...and I will look for your new book. When will it come out? Todd—thanks for stopping by…and I will look for your new book. When will it come out?

]]> By: Todd Rhoad http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113962 Todd Rhoad Fri, 04 Jan 2008 04:02:00 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113962 My feelings exactly....no excuses in 2008. Now is the time to stop doing the same things we've done for years that doesn't seem to get us anywhere. If you review Mintzberg, Pavett and Lau’s work on managers, you may be surprised to find that managers who focus on their subordinates are promoted far less than those that emulate higher level managers. I’ve seen this quite often. If your manager holds a performance review that lasts about 10 minutes and only occurs once a year, you know what I mean. Then, you aren’t competing with your peers, you’re competing with a much greater force. Fighting it won’t help any either. The best way to achieve career success is to stop competing one on one. I worked for years to understand how a team of high performers could compete against other individuals by collectively managing the perception of each team member. You see, it wasn’t that they didn’t do great work. It was more that no one knew they did it. More importantly, no one knew what they were capable of doing. Why you say? No one was looking. So, we built a team that created impressions of each other that made them higher performers. Then, as work came, they helped each other. They also created many great ideas (i.e. many heads are better than one). If a team member made a political faux-pas, the team cleaned it up. If one member needed training, the others provided it. On and on this goes. No way to really fail. The team based approach convinces your competition that it’s too difficult to fight your team. It also convinces management that you’re the player they want on their team. Get enough people to echo this thought and it becomes reality. This approach will come out this year in the book “Blitz the Ladder.” Don’t waste time competing when you can convince everyone else that you don’t need to. My feelings exactly….no excuses in 2008. Now is the time to stop doing the same things we’ve done for years that doesn’t seem to get us anywhere. If you review Mintzberg, Pavett and Lau’s work on managers, you may be surprised to find that managers who focus on their subordinates are promoted far less than those that emulate higher level managers. I’ve seen this quite often. If your manager holds a performance review that lasts about 10 minutes and only occurs once a year, you know what I mean. Then, you aren’t competing with your peers, you’re competing with a much greater force. Fighting it won’t help any either.

The best way to achieve career success is to stop competing one on one. I worked for years to understand how a team of high performers could compete against other individuals by collectively managing the perception of each team member. You see, it wasn’t that they didn’t do great work. It was more that no one knew they did it. More importantly, no one knew what they were capable of doing. Why you say? No one was looking.

So, we built a team that created impressions of each other that made them higher performers. Then, as work came, they helped each other. They also created many great ideas (i.e. many heads are better than one). If a team member made a political faux-pas, the team cleaned it up. If one member needed training, the others provided it. On and on this goes. No way to really fail.

The team based approach convinces your competition that it’s too difficult to fight your team. It also convinces management that you’re the player they want on their team. Get enough people to echo this thought and it becomes reality.

This approach will come out this year in the book “Blitz the Ladder.” Don’t waste time competing when you can convince everyone else that you don’t need to.

]]> By: Mike http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113957 Mike Thu, 03 Jan 2008 22:59:23 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113957 Like you said GL---I always thought company owners had the “blue prints” to company success, but they don’t exist. Simply put—I did like GL said and drafted e-mail (2 pages) to the owner outlining my goals/desire to be among the top 10% of the producers in my field. I simply asked him to help me anyway he could to achieve my goals for 2008. He said he would get back to me---so I guess I have started the ball rolling --- being the owner he has a vested interest in seeing me achieve these goals. 2008 should be interesting--- Like you said GL—I always thought company owners had the “blue prints” to company success, but they don’t exist.
Simply put—I did like GL said and drafted e-mail (2 pages) to the owner outlining my goals/desire to be among the top 10% of the producers in my field. I simply asked him to help me anyway he could to achieve my goals for 2008.
He said he would get back to me—so I guess I have started the ball rolling — being the owner he has a vested interest in seeing me achieve these goals.
2008 should be interesting—

]]> By: wwds http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113952 wwds Thu, 03 Jan 2008 16:59:00 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113952 Thanks Mike and good for you! Share with us all about what you are doing, exactly. It might help all of us. I love the NOMOREEXCUSES comment. It is not about excuses, but reasons. Thanks Mike and good for you! Share with us all about what you are doing, exactly. It might help all of us. I love the NOMOREEXCUSES comment. It is not about excuses, but reasons.

]]> By: Mike http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113951 Mike Thu, 03 Jan 2008 16:53:24 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113951 This is exactly why I read this blog----it's the daily meeting of the upper 10% club. This just might be the hardest thing I have ever done--- no more excuses This is exactly why I read this blog—-it’s the daily meeting of the upper 10% club.
This just might be the hardest thing I have ever done—
no more excuses

]]> By: wwds http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113949 wwds Thu, 03 Jan 2008 16:20:42 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113949 Thanks Robert. Great praise coming from a thought leader like you. Thanks Robert. Great praise coming from a thought leader like you.

]]> By: Robert Hruzek http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/comment-page-1/#comment-113948 Robert Hruzek Thu, 03 Jan 2008 16:10:43 +0000 http://blogs.jobdig.com/wwds/2008/01/03/top-10-or-bottom-10/#comment-113948 Wow, GL! This is probably the best advice I've ever heard for motivating yourself to "move up" in your career! Absolutely wonderful! Although I kinda like the "form a circle and sing Kumbaya" idea... :-D Wow, GL! This is probably the best advice I’ve ever heard for motivating yourself to “move up” in your career! Absolutely wonderful!

Although I kinda like the “form a circle and sing Kumbaya” idea… :-D

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