When is the last time you hired a salesperson that you think is absolutely perfect for the job, only to find out they can’t close a sale if their life depended on it?
If this has happened to you, you’re in good company.
For a long time, I wondered why this is such a common scenario—why is it that someone can seem like a great salesman, but when it comes down to it, they have a hard time gaining the full trust of clients?
Ptex recently received quite a compliment. As of July, we are officially certified as a Great Place to Work® business.
To receive this prestigious accolade, GPW asked our employees to participate in their anonymous survey on their feelings regarding the workplace environment, culture, management, etc. and how it affected – positively or negatively – their job performance. I myself was not allowed to take part in this.
The unanimously positive results of the survey was quite touching.
Professor Jeffrey Pfeffer, of Stanford University, accurately summed up the responsibility of a leader:
“Your most important task as a leader is to teach people how to think and ask the right questions, so that the world doesn’t fall apart if you take a day off.”
Perhaps no concept in business is more essential, and at the same time so colossally misunderstood, than delegation. Any rational person knows that they have strengths and limitations. It follows, that tasks should be divvied based on each employees abilities.
Yet for some reason, many business struggle to properly delegate—and the consequences are severe. Sloppy projects. Missed deadlines. Angry clients.
Lather, rinse, repeat.
I’m always amazed how the greatest business insights can sometimes come from the most unexpected places.
On a recent flight back from Israel, I struck up a conversation with one of the stewards. We made a little small talk, and soon our chat turned to his job. During the course of our discussion, he lamented to me that, although he always tried to be friendly to every passenger, he had no real business incentive to be cordial.
He described the startling lack of employee appreciation. There was no recognition from his superiors for better customer service. No compliment for going the extra mile. Positive feedback was from passengers, not superiors. The only way to get noticed? Publish something foolish on social media. Boy, would that work!
Instead, he explained, the employee growth module of this airline was, essentially, “survival of the fittest.” Been here for 4 years? Congratulations on lasting this long, here’s a raise.
This is a very troubling and flawed model.
This word is one of the most commonly-used buzzwords in today’s chaotic business climate. Companies like Google, Twitter, Nike and AMEX are lauded not just for their amazing products – but also for their stellar leadership.
So what’s the secret to become a great leader? Why do some rise to the top while others stagger along aimlessly?
The truth is, great leaders don’t just inspire and motivate their charges with pep talks and inspirational speeches. They take a hands-on approach, are meticulous down to the last detail, and pay close attention to the needs of every individual working for them.
Ever heard of of Roald Amundsen? The man was a perfect example of what it takes to be a great leader.
This article is being typed on a desk that’s surrounded by stacks of cardboard moving boxes, rolls of sticky packing tape and mounds of jumbled papers.
The wonderful moment has finally arrived: after so many years at our modest headquarters on 13th Avenue and 39th Street, Ptex Group is moving to a brand new office.
I cannot help but think about how much we’ve accomplished here over the past eight years.
We arrived at this location with only a handful of employees who were looking to make a difference in the world of business. Fast-forward to today, where over thirty full-time professionals work hard each day to create innovative marketing solutions that allow Ptex Group to shine.