Plan and Develop Your Program

To build a program and meet requirements, your organization can begin with effective training for how to create well-defined processes. You will first want to learn how to identify objectives necessary to deliver top results. And then you will be ready to put those processes to work.

Monitor and Improve Your Program

After you’ve implemented ISO program, you should monitor and measure processes against your own objectives. You can build an effective management system that objectively shows what you’re doing right and wrong. To learn how, you can take advantage of an Internal Auditor skills class and learn how to bridge gap and move toward continual performance improvement.

Improve Process Performance

With ISO 9001 compliance you can improve overall process performance of your business. And this can save money while satisfying your customers and increasing profit.

And this is absolutely what Managers are directly responsible for today, and moreover, absolutely have power to accomplish. Creating that ‘feeling’. -2-

A recent 2004 study in UK showed that over 70% of managers spoke less than 30 minutes a day cumulatively to their team! And a staggering 30% less than 30 minutes a week! And our North American results are not far behind. Now I don’t know about you, but how someone who is responsible for my productivity is going to understand me, my strengths, my weaknesses, and my goals without regularly talking with me…is just crazy! They don’t have any chance of tapping into that ‘feeling’ of mine where I could give 100% easily. Unfortunately for them they probably do not have any possibility of reaching their targets or company’s targets successfully either. Managers primarily need to coach not monitor. Yes, understand what their team’s results are….but spend ten times that amount on understanding, encouraging, and positioning each employee that reports to them. How much time does your manager(s) spend understanding their team individually? Do they talk with you once a year for goal setting and then once again before review time, and hardly anything in between? How much time do they spend writing reports vs making their team’s strength’s come alive and weaknesses diminish? How much time do they spend fixing employee problems and spats instead of encouraging their strengths and positioning them to allow them to use these?

But most exciting part about this new Coaching approach is….IT’S EASY. Yes many managers might have to do a severe mind switch, and some egomaniac managers might have to be let go, but overall we’re not talking rocket science here. For those managers reading this; it’s a commitment to understanding what your real role is, and a commitment to your team that you will individually position them for best results possible. If your company needs results for any reason, this is an area that when given attention, will pay HUGE dividends.

Managers need to think of themselves as Coaches of professional sporting teams and not as General Managers. Let their directors, executives & owners do bulk of analyzing, monitoring and company movement….and use their time to concentrate on their players (their staff) and how to get best results from them daily, weekly and monthly. Without these individual player and team results…no amount of fancy marketing, new inventions, slick processes, visionary goal setting, etc will spell success. Coach your team don’t just manage them, results will speak for themselves!