Archive for February, 2006
ManagementSpeak: Remember, this initiative isn’t set in stone.Â I’d like to hear your feedback. Translation: If you make me, I’ll listen to you talk until you go away then I’ll do it anyway. KJR Club member Jason Gill isn’t making you listen to his translation. But go ahead and read it anyway.
Political speech is completely protected speech. Politicians, advocacy groups, and, for example, purveyors of deodorants increasingly make use of the same marketing techniques. Of the three, only the purveyors of deodorant face legal limits to how far they may stretch either the capabilities of their product, or the dire consequences of choosing a competing one […]
“We have no plan and we’re not following it.” – Former Boeing executive Bill Hayes, quoted by KJR Club member Barry Waite.
Musings about running an IT organization: How to rank managers: 1. The worst managers get nothing done. 2. Bad managers bully their staff to do the work, then do it over so it gets done as they think it should. 3. Better managers supervise the work to make sure it gets done. 4. Effective managers […]
ManagementSpeak: I don’t see any problem with that. Translation: That won’t affect my bonus adversely. KJR Club member William Adams clarifies the definition of “problem.”
Rule #6 of information technology marketing is that if you don’t have a new idea, coin a new word for an old idea. Clearly, those promoting SaaS (Software as a Service) memorized Rule #6. Just as clearly, those who think it really is new have memory problems worse than Leonard Shelby, the protagonist in Memento. […]
ManagementSpeak: You are responsible for operationalizing this process, so your task list must be actionable. Translation: It would be nice if at least one of us would be able to tell when you’re finished. Thanks to KJR Club member Phil Dawson for operationalizing this choice phrase.
An anonymous reader, commenting on last week’s anecdote about Employee Satisfaction Surveys, described how his company achieved high marks year after year. Employees receive a company-wide performance bonus of between 10 and 15 percent, based on the entire company and individual workgroups meeting preset goals. Still, for quite some time, employees rated their satisfaction poorly. […]