Jason Kulpa, San Diego Serial Entrepreneur, Shares the Four Types of Managers–and the One that Best Improves Worker Performance

Jason Kulpa, San Diego Serial Entrepreneur, Shares the Four Types of Managers--and the One that Best Improves Worker Performance

Only 40 percent of workers deem their managers to be helpful in their attainment of skills necessary for performing well in their current job function, according to a study by Gartner Inc. Fewer workers also say that their manager is effective at getting them ready to pursue their future career. All in all, vast swaths of workers feel their managers don’t provide the help they need to advance in their current career path and develop prospects for the future.

There are also those who attribute their excellent work performance and career growth to their managers. Those are the managers, much like Jason Kulpa the CEO of UE.co, that greatly benefit any business organization. Gartner researchers identified four types of managers–teacher, always-on, cheerleader, and connector managers.

  • Connector managers, who develop top performers in their teams effectively, frequently make sound assessments of their employees’ skills, do targeted coaching, and give feedback only within their specific areas of expertise.
  • Teacher managers train workers according to their expertise and experience; they tend to oversee the development of employees and give advice-type responses personally.
  • Always-on managers frequently coach their employees and offer feedback spanning different skills and disciplines; when always-on managers assist in upgrading their subordinates’ skills, they do so with the mindset that it is a part of their managerial duty. The study showed they lowered worker performance by up to 8 percent because they gave too much feedback, much of which was irrelevant or misguided.
  • Cheerleader managers, often characterized by their non-proactive hands-off approach to improving employee performance, give positive comments, remain supportive and approachable, and pretty much let their workers be responsible for themselves.

The connector manager consistently produces top performers among their subordinates with their distinctive approach to supervising people. The rest connect their employees to get feedback from in-house experts. In a nutshell, tailored and strategic coaching is the most effective way to drive employee performance.

 About Jason Kulpa:

Jason Kulpa is the founder and CEO of UE.co, an Inc. Fastest Growing Company that delivers cutting-edge marketing products and services. After graduating from the W.P. Carey School of Business at Arizona State, Mr. Kulpa made a career from encouraging growth in several exciting areas of the tech industry. He is San Diego Business Journal’s “Most Admired CEO” for 2018.

 

Jason Kulpa Around the Web:

http://www.digitaljournal.com/pr/3862998

http://www.nbcrightnow.com/story/39026829/ueco-ceo-jason-kulpa-announces-entrepreneur-scholarship-winner

https://angel.co/jasonkulpa

https://forbescouncils.com/members/agency/profile/Jason-Kulpa-CEO-Founder-UE-co-UE-co/45315543-918e-4070-a59b-be44bfa066bd

https://www.crunchbase.com/person/jason-kulpa

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Robb Misso, Successful CEO, Describes 3 Steps to Employee Buy-in and How to Guide Your Team Through Change

Robb Misso, Successful CEO, Describes 3 Steps to Employee Buy-in and How to Guide Your Team Through Change

Periods of crisis and change are the most stressful and challenging time for teams and their leaders. But you can make it through with productivity and morale intact if you are strong for your team with the right leadership attitude. By encouraging your team to think of change as an opportunity, you can quickly move your team from resistance with a past focus to commitment with a future focus.

“Everything that exists is already fraying at the edges and is in transition.”

–Marcus Aurelius, second century Roman emperor.

 

Moving Through Change from Past to Future Focused

Getting your team through change means leading them through a change curve: through denial, resistance, acceptance and finally to commitment. Adapted by Sue Stockdale from the five stages of grief, this four-step process starts with employees focused on the past of what was. But as employees learn what’s happening, they will move through the present and finally look forward toward the future of what can be.

The transition from resistance to acceptance of change is the hardest part to get through. But with enough information and time, you can get your team to see the present as it really is. As they go from resistance to acceptance, they will see the reality of the present in a sudden moment of clarity, almost like the eureka moment of creativity.

To bring your team through the past, present and future, follow these three steps advised by Robb Misso, co-founder of DMS and Austin Regional Manufacturer’s Association (ARMA).

1. Understand the Change

Whether the change is expected or unexpected, the first step is to understand what is happening. Before you go to your team, ask yourself about how your own experience with change prepares you for what’s happening, and use strategic assessment tools such as SWOT to assess the situation. By following SWOT analysis, you’ll have a clear understanding of how to counter employee objections of weaknesses and threats with the potential opportunities and strengths of change.

To help in this process, treat change as an opportunity in your own leadership style, even during stable periods. People react to events based on attitudes built up over time. Instill an attitude of opportunity in your team by always being open to questions and suggestions, but don’t make promises you can’t deliver on.

2. Understand Resistance

Once you’re clear on how the team and the business are changing, step into your employees’ shoes and try to think about how they will react. What are their personalities like? Are they generally open to new ideas, or is it going to take some time to bring them past denial and resistance?

After planning for how your team will react, go to your team and drive home what is happening. Be realistic and direct. Don’t pretend that things might be able to stay the same if they can’t. Don’t try to fight legitimate fears by lying. Getting resistance is better than letting your team sleep in a dreamland …

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Compensation Consulting Can Improve Your Company’s Prospects

Managing a company is often a fairly difficult process. To guide your company through the complexities of modern business, you’ll need to exercise plenty of discernment. After all, even one mistake can cause you major distress when you’re an executive. Fortunately, you can rely on consultants to help make difficult decisions. These consultants are generally some of the most experienced professionals you will ever meet. Many of these people moved into consulting after long, successful careers in business. In many cases, these individuals have seen companies through very difficult times.

When you are searching for the right consulting company, you need to conduct a fairly thorough review of your options. After all, you deserve access to the very best consulting services currently available. Thanks to the huge number of people who have built business careers in the past 25 years, people can now access a huge number of outstanding consultants. Compensation consulting is a specialized form of business consulting that is particularly useful for mid-sized and larger companies. These companies have to design their compensation policies in a conscious and thoughtful manner. When a company provides below-average compensation for employees, this can lead to a public relations nightmare. However, paying employees too much can lead to anemic profits. A consultant can help you determine how much to pay your workers and when to issue reasonable raises.

Succession planning (SP) is another important function that compensation consultants offer. When a CEO or owner leaves your company, it is important that the company continues to enjoy access to committed, visionary leadership. Even the most successful company can experience hardship if deprived of quality leaders. Doing Succession Planning the right way requires vigilance and hard work. Looking past personality issues and the vagaries of office politics, succession planners must make decisions based on data and cogent analysis. SP may also require you to oust ineffective leaders so that your company can thrive. Executing a controversial task like this is never easy. After all, every company officer has a constituency of friends and followers within their organization. Furthermore, a person doesn’t achieve a management position without possessing a modicum of personal ambition. Any time a person is removed from the line of succession, this is bound to cause distress to multiple parties.

Despite these challenges, you can never let personal loyalties and office politics get in the way of quality SP. With a business consultant by your side, it may prove easier to push through crucial reforms of your company’s succession plan. After all, people will realize that the consultant is a disinterested, unbiased outside party. To make sure that you can get everyone on board with proposed changes, you’ll need the assistance of a compensation consultant with a gift for communicating controversial messages. If your company neglects appropriate SP and compensation planning, the negative consequences could be quite problematic. Whatever your company’s history or commercial focus, these are issues you simply can’t afford to ignore. The sooner you act to safeguard your …

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Avcal

Capital InvestorsHalf the battle in raising capital is not just obtaining a good idea or business enterprise model, it’s about possessing a program that is suitable for each the founders and prospective investors. Initially Retail sector – it was one of the biggest sector of venture capital invested business, they have invested in young designers, they have invested in new retail concepts, or providing capital for marketing and advertising and manufacturing facility.

Late stage investors may well settle for three occasions their investment if the start-up is currently cash-flow positive. Of the most current survey made by Sun Life of Canada in 2013, Filipinos save inadequately and does not prepare for the future as observed from the mere 20 % availing of life insurance coverage.

Venture capital firms typically appear for offers of at least one million dollars and most prefer an initial quantity among three and five million dollars. EVentures Africa Fund (eVA Fund) is launched in January 2010 by Vincent Kouwenhoven and Brian Hirman.

The Masala Bonds give an chance for foreign investors who are otherwise not registered in India, to have an exposure to Indian debt markets. Limited liability and separation of ownership and management are the essential innovations of the corporate kind of organization.

We give a combination of venture capital and business improvement assistance, involving knowledge, practical experience, access to proven company concepts/applications and network. The creditors of a corporation can not pursue their claims against the corporation’s shareholders.…

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Investors Annaly

Capital InvestorsThis report examines the sorts of equities securities, corporate finance and market place creating functions in the context of the equities marketplace. So this week we bring to you the much necessary list of the most active institutional investors and capital funds in India along with their investment capacity, investment structure, investment industries and some of their most notable portfolio startups.

As soon as for the corporation and after for the men and women who receive dividend revenue from it. Though there are techniques to get about this double taxation if providers can hire skilled accountants and lawyers, taxation is one particular of the fantastic issues of owning a corporation.

Some investments take longer, of course, but Angels need to get their cash back and VCs are even far more below the gun considering that a common Venture Capital Fund has a lifespan of ten years, immediately after which the fund will have to return all capital and income to the Limited Partners.

This attitude towards the monetary markets, account to a mere one particular % of Filipinos investing in the Philippine Stock Exchange These misconceptions are not making regional investors extra attuned to the instances where they can earn additional with stock investments, than putting their money in the banks.

A venture capital fund refers to a pooled investment car (in the United States, normally an LP or LLC ) that primarily invests the monetary capital of third-party investors in enterprises that are as well risky for the normal capital markets or bank loans These funds are typically managed by a venture capital firm, which generally employs folks with technologies backgrounds (scientists, researchers), company education and/or deep market encounter.…

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