Personal story? I once worked in a retail business where the amateur leader kept shifting a merchandise display where I quickly decided that I didn't want it.

Early on, I asked her to move it, which she didn't, so I asked her again and advised her that I wan

With my background in a similar business, I have faced this several times.

In fact there was almost always an underlying individual who seemed to 'run the place', in spite of there being a manager before me! The challenge was to wrest control back and manage myself. And deliver the results which had been missing on every occasion.

Over time, I found a distinct pattern which went as follows:-

1. Build Relationships

   From day one start building relationships with every one of your team. By getting to know them, showing a keen interest in who they are as real people, you will forge genuine alliances which will help your case (checkout this article to help accelerate this).

2. Agree Business Standards

   By working directly with the people in the business, agree the standards of how your business operates; identify absolute priorities that everyone clearly understands, in order of value to the business and that you authorise them to behave in this way.

3. Deal with Facts

   When you are trying to get control back, you may be faced with a lot of hearsay and a lot of exceptional behaviours of one or more people. So it is vital to have hard factual evidence around performance and non-delivery of objectives. Being woolly will hold your case back here, so take the time to be very SMART about what you expect.

4. Be Transparent and Consistent

   By having standards around people which are rigorously the same for anyone, including yourself, there will be a lot less wriggle room where those trying to undermine you will try to make gain. If everyone is treated fairly and equally, more will come onside with you and make your position far stronger.

5. Stick to Your Guns

   Bullies; those who intimidate and employees who get off on power will push hard to try to break you. After all, where you come in is on what they perceive as their territory And it is territory which they have seized from weak management, even though they themselves are either not up to that responsibility or find it much easier to heckle from the sidelines.

   Personal story? I once worked in a retail business where the amateur leader kept shifting a merchandise display where I quickly decided that I didn't want it.

   Early on, I asked her to move it, which she didn't, so I asked her again and advised her that I wan

   Tips For Finding A Commercial Real Estate Agent
   When it comes to finding the right commercial real estate agent, it’s not easy. The right agent can mean the difference between saving literally thousands of dollars in commission as well as making you millions of dollars. The right agent can save you time, which is money.Questions to ask an agentWhen you are ready to hire a commercial real estate agent, ask some key questions. First, ask the agent to send you information about himself or herself. By looking at the agent’s promotional materials and brochures, you can get a good idea about whether the person will be successful in terms of helping you find the right commercial real estate property or sell one you already have.Second, ask the comm
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   1. Build Relationships

      From day one start building relationships with every one of your team. By getting to know them, showing a keen interest in who they are as real people, you will forge genuine alliances which will help your case (checkout this article to help accelerate this).

   2. Agree Business Standards

      By working directly with the people in the business, agree the standards of how your business operates; identify absolute priorities that everyone clearly understands, in order of value to the business and that you authorise them to behave in this way.

   3. Deal with Facts

      When you are trying to get control back, you may be faced with a lot of hearsay and a lot of exceptional behaviours of one or more people. So it is vital to have hard factual evidence around performance and non-delivery of objectives. Being woolly will hold your case back here, so take the time to be very SMART about what you expect.

   4. Be Transparent and Consistent

      By having standards around people which are rigorously the same for anyone, including yourself, there will be a lot less wriggle room where those trying to undermine you will try to make gain. If everyone is treated fairly and equally, more will come onside with you and make your position far stronger.

   5. Stick to Your Guns

      Bullies; those who intimidate and employees who get off on power will push hard to try to break you. After all, where you come in is on what they perceive as their territory And it is territory which they have seized from weak management, even though they themselves are either not up to that responsibility or find it much easier to heckle from the sidelines.

      Personal story? I once worked in a retail business where the amateur leader kept shifting a merchandise display where I quickly decided that I didn't want it.

      Early on, I asked her to move it, which she didn't, so I asked her again and advised her that I wan

      Are Your Employees Satisfied?
      A successful business needs good management. However, without satisfied, dedicated employees, it will fail. Happy employees are optimistic and productive. Their enthusiasm rubs off on both management and customers. There is nothing like going into a business where the employees are happy, enthusiastic and satisfied with their careers and the way the company is run. As a customer, supplier or even a competitor, it is a pleasure to walk through the door of such a business.Happy, satisfied employees are the most attentive and helpful to the customers. An employee with a positive attitude is contagious and can change the attitude of every staff member they are around. However, just as a p
      usiness operates; identify absolute priorities that everyone clearly understands, in order of value to the business and that you authorise them to behave in this way.

   6. Deal with Facts

      When you are trying to get control back, you may be faced with a lot of hearsay and a lot of exceptional behaviours of one or more people. So it is vital to have hard factual evidence around performance and non-delivery of objectives. Being woolly will hold your case back here, so take the time to be very SMART about what you expect.

   7. Be Transparent and Consistent

      By having standards around people which are rigorously the same for anyone, including yourself, there will be a lot less wriggle room where those trying to undermine you will try to make gain. If everyone is treated fairly and equally, more will come onside with you and make your position far stronger.

   8. Stick to Your Guns

      Bullies; those who intimidate and employees who get off on power will push hard to try to break you. After all, where you come in is on what they perceive as their territory And it is territory which they have seized from weak management, even though they themselves are either not up to that responsibility or find it much easier to heckle from the sidelines.

      Personal story? I once worked in a retail business where the amateur leader kept shifting a merchandise display where I quickly decided that I didn't want it.

      Early on, I asked her to move it, which she didn't, so I asked her again and advised her that I wan

      Electrical Construction Safety
      Most electric-related accidents and injuries occur as a result of water existing in and around the construction site where electrical equipment and lines are being used and worked on. One of the biggest things you can do to reduce electric shock and electrical injury is to work to prevent water from coming into contact with electrical equipment and lines.Constructions workers should, in general, exercise extreme caution at all times when working with any and all types of electrical equipment, such as panels, light fixtures, alarm systems, computers, transformers, conduit, and junction boxes, among others—particularly when near sources of water. Construction workers should also take the time to familiarize th
      esses-to-success.com/delivering_results.html#SMART">SMART about what you expect.

   9. Be Transparent and Consistent

      By having standards around people which are rigorously the same for anyone, including yourself, there will be a lot less wriggle room where those trying to undermine you will try to make gain. If everyone is treated fairly and equally, more will come onside with you and make your position far stronger.

   10. Stick to Your Guns

       Bullies; those who intimidate and employees who get off on power will push hard to try to break you. After all, where you come in is on what they perceive as their territory And it is territory which they have seized from weak management, even though they themselves are either not up to that responsibility or find it much easier to heckle from the sidelines.

       Personal story? I once worked in a retail business where the amateur leader kept shifting a merchandise display where I quickly decided that I didn't want it.

       Early on, I asked her to move it, which she didn't, so I asked her again and advised her that I wan

       Clients are Customers, Too!
       Whenever a discussion of growth takes place, the issue of customer service necessarily comes into play. Why? Because, the simple truth is that an organization only grows when it is effectively communicating with and satisfying the needs of its customers.You can be the best at what you do, but if your billing is inaccurate or late, if you take too long to produce what you are being paid for, if your calls do not get through to you, if you do not return your messages in a timely fashion, if the person answering your phones is not pleasant, if you are not reachable, if, if, if, if… You may be losing clients and not understand why.Customers are a strange breed. They either love you or they don’t. If th
       push hard to try to break you. After all, where you come in is on what they perceive as their territory And it is territory which they have seized from weak management, even though they themselves are either not up to that responsibility or find it much easier to heckle from the sidelines.

       Personal story? I once worked in a retail business where the amateur leader kept shifting a merchandise display where I quickly decided that I didn't want it.

       Early on, I asked her to move it, which she didn't, so I asked her again and advised her that I wanted it doing immediately. It still didn't happen, so I took her on onside and explained that I was the manager and that I made decisions, was there anything she did not understand about that.

       She did not argue and she moved the piece of fitting. It seemed a tiny thing to be pedantic about, but it was a metaphor for far greater battles, but my stake was in the ground - and step-by-laborious-step, I succeeded and made the business viable. The first step was the most important though.

   11. Praise Success

       In everyone, whenever you can. Including anyone who might not seem to be on your side. If you do this consistently and when it is justified, everyone will stick by you. Actually just saying thank you works, it's just that most managers fail to realise the power of it.

   12. Tackle Underperformance (and other things)

       Once your standards are clear, many of your people will welcome that clarity. But if these rules are broken, then you need to act to make them stick. By being firm at the start, using whatever disciplinary processes are appropriate, then the message gets home quickly. Do not be afraid if this includes anyone who might have been a problem for previous management.

       Don't pick on them unfairly, just equally.

   13. Seek Acceptable Solutions

       When all else fails, it is sometimes necessary to subtly offer solutions that will work for those who don't fit any more. This comes out of them failing to achieve clear standards and objectives and a focused way of reviewing these. Firmly making it clear that this is how it is and that your resolve is consistent, there may be a moment for a discussion around whether they will be able to meet the requirements.

       Yet making sure that they realise that any change in their circumstances will be their decision and you will be happy to help them make it. But be clear, their 'poor fit' is not going to become any easier.

   14. Relax and Have Fun

       With your followers. This really will make sure that anyone who is 'off message', gets very clear on the direction of your management. It continues to isolate not them, but the behaviours and attitudes they are expressing. They are choosing to act