Management is an old-fashioned craft where a few fast and practical rules can quickly lead to improvement.

Executives and managers  are swayed by issues of the day!!  They are handling one problem after the other, from one crisis to the next one, firefighting! Just busy with troubleshooting and solving problems. And in the meanwhile,they need to do the utmost to motivate others. If you want to solve these kind of management performance issues, you should go back to the base of functional management.

Many managers improvise quite a bit. One reacts primarily to what happens but not at the method and the system. The risk exists you think the bottlenecks are caused by people, lack of motivation. Here the management gap arrises.

It is wise to adopt a proven approach like Lean. In addition, at fixed times you discuss what can be improved  and how to help each other which helps systematically improve workflows.
Management  is about daily work and about the people who have to do that. Set a small number of clear priorities. Do not get involved in every work- or projectgroup, do not accept any plan that staff members invent.

Compliments and awards are important but the strongest motivating factor is the progression towards a meaningful goal. We want to feel that it matters. Every manager realizes that you're never done, that you have to come up with new ideas, how to help you experience progression. Particularly by cleaning up unclear expectations, poor reconciliation, useless rules and defective equipment.

Discover patterns. You will see that several people experience similar problems at the same points. With this attention, this gives you the opportunity to realize real improvements. Take the time to conduct an interview with your employees.

We like to read and quote management books about leadership, charisma, personality and talent. But Management is an old-fashioned craft where a few fast and practical rules can quickly lead to improvement..

Mario Kruysse, executive & management professional

(Co-source Tiggelaar/Adsom)

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The difference between managers and leaders!

Although often the terms "manager" and "leader" are used as one, they definitely are different when considered as roles. A manager is responsible for managing and controlling processes. His/her focus is primarily aimed at achieving concrete results and implementation of tasks within agreed frameworks (budget, time, etc.). From these responsibilities, he/she also 'manages his/her co-workers'. A leader encourages others to achieve results and strives to develop and stir the organization in the right direction. Leaders are strongly engaged in analytical, emotional and behavioral aspects. They have a clear vision, they motivate their co-workers and they challenge them. In practice, we see both roles in various mixtures by officers and directors.

Leadership and Management!?

A company is known by the people it keeps!The goal is not just to have people who need a job,it is to have people who believe in what you believe.If you have people because they can do the job they work for your money but if you have them based on in what the believe is...they work for you with blood ,sweat and tears....
Management and leadership is all about creating an environment for success for co-workers. It is about facilitating the other to become succesful on a mutal base of believe. Invest in training, development and talent will make you and your organization succesfull. Change in attitude and behaviour based on believe: co-workers become co-thinkers become co(mpany) brand ambassadors!

9 Reasons Why 50% of Sales Reps are Missing Quota

The most mind boggling statistic in the sales industry has to be that 50% of sales reps are not making quote! 
1.) We are lazy and our hiring decisions are based on gut as opposed to repeatable success
2.) We don’t invest in an effective on boarding process, devleopment & trianing….we let reps sink or swim
3.) Reps don’t know who to call or what to say when they connect
4.) When they do connect they show up and throw up and it is all about them instead of the buyer
5.) Marketing develops content to fill the top of the funnel but neglects the content that would help sales move the process forward
6.) Reps think inbound marketing means “they will call me if they want something”
7.) We have no idea how to ask for referrals or mine our own customer base
8.) Sales management does not know the difference between urgent and important
9.) Quotas are top down and based on something the board hands down after they passed the peace pipe

These are some darn good reasons why so many reps are missing quota, but I also want to hear from you. Why do you think 50% of sales reps are missing quota? Is the stink on management, sales reps, or a bit of both?

Leadership and rolemodels

As manager/director you want "change" in your organization? Change in your co-workers behaviour and attitude? Have the guts and start with yourself:
Unconventional Management mirror methods to evaluate your own management and leadership style


1. Dare              choose challenging situations that ask for guts
2. Listen            lead through listening
3. Appreciate   generously give sincere compliments
4. Ask                support in finding answers
5. Be naïve       trust in others until they prove otherwise
6. Smile            eagerly forgive the mistakes you or others make
7. Sing              make meetings move like music