Strawman Proposals

Watch the Strawman Proposals Video.
For instant access, enter your email on the right –>
This 15-minute video is part of our paid membership content… watch it free as our guest.  We’ll also send you 5 FREE Cheat Sheets for busy managers.

Below we discuss:

  • What a Strawman Proposal is
  • Why you might want to create a Strawman Proposal
  • How to create a Strawman Proposal

What is a Strawman Proposal

  • It is a problem-solving tool used in a group setting.
  • The point of building a Strawman Proposal is to knock it down and rebuild something better.
  • The premise behind building a Strawman Proposal is to create a first draft for criticism and testing, and then using the feedback you receive to develop subsequent iterations, and eventually a final outcome that is rock solid.

Why Bother to Build a Strawman Proposal

  • Sometimes it’s easier to brainstorm possible solutions when you have somewhere to start.
  • It can help you get started versus getting bogged down seeking perfection.
  • It involves other stakeholders in the building of the proposal.

How to Build a Strawman Proposal

  1. Create a draft proposal.
  2. Present your draft to the rest of the team.  Make sure the team understands that the intent is to use it as a discussion starter, and is not the final product or solution.
  3. Knock the strawman down.  Invite feedback and criticism to create the next iteration of the proposal.
  4. Build your proposal back up again.
  5. Test the proposal against your original objectives
  6. Repeat as necessary until you reach your objective.

Three Things to Remember About Building a Strawman Proposal

  1. Make sure everyone knows what you are doing.
  2. Check your final solution against your assumptions.
  3. Eventually you’re going to have to commit to a final proposal.  You can’t produce a Strawman Proposal in perpetuity.

Watch the ‘3-Minute Crash Course’ about Strawman Proposals (CLICK THE ARROW TO START THE VIDEO):

Delegating Responsibility: The Monkey on Your Back

Members Click Here for Additional Tools

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

Delegating responsibility is a core function of any leadership role.  Yet many times, people at all levels of an organization will find themselves with “the Monkey” back on their desk.  Below we discuss the following aspects of delegating responsibility, and keeping it delegated:

  • Different types of “Manager Time”
  • Why Managers end up “buying-back” responsibility for certain tasks
  • How to keep responsibility delegated.

Source:

Oncken, William, and Donald L. Wass. “Management Time: Who’s Got the Monkey?”  Harvard Business Review, Nov-Dec 1974, Reprinted and updated in HBR: Nov-Dec 1999

Types of Manager Time

When delegating responsibility Managers need to ensure they fully understand the three kinds of management time:

  • Boss-imposed time – used to accomplish those things that are important to his or her boss
  • System-imposed time – used to accommodate requests from peers for active support.
  • Self-imposed time – used to do those things the manager originates or wants to do.  Self-imposed time, can further be divided:
    • Subordinate-imposed time – This is time well spent when it is coaching and leading others.  However, a manager needs to minimize the time she spends solving her subordinates problems for them.
    • Discretionary time – the time that is the manager’s own.

Managers have enough of their own boss-imposed and system imposed time without taking on more subordinate imposed time that comes about by not properly delegating responsibility.

Inadvertently De-Delegating Responsibility

  • Your direct report brings a problem to you that you know enough about to discuss, but not enough to make a decision on the spot.
  • The boss tells the direct report, she will get back to him.
  • The delegation of responsibility has just been reversed.
  • The manager ends up with more to do, while the direct report ends up with less responsibility.

Delegating Responsibility and Keeping it Delegated

  • Provide Support Without Removing Responsibility.
  • Regularly scheduled One on Ones with all direct reports
  • Use the Wily Manager Coaching Model.
  • Lead With Questions.

The Care and Feeding of Monkeys

Following Oncken and Wass’s analogy of the Monkey jumping from the subordinates back onto the boss’s, here are five rules for delegating responsibility:

  1. Monkeys should be fed or shot.  Do not allow them to linger on your back for any length of time
  2. The monkey population needs to be kept below the maximum the manager has time to feed.
  3. Monkeys should be fed by appointment only.  The responsibility for a the completion of a delegated task needs to be left with the person to whom it was delegated
  4. Monkeys should be fed face to face or by telephone.  Regular one on one meetings are very effective.
  5. Every monkey should have an assigned feeding time.  Delegated tasks need to be monitored regularly.

3 Things to Remember about Delegating Responsibility

  1. It’s not your job to do their job.
  2. Be vigilante about the Monkeys whereabouts.
  3. Helping with an employees Monkeys is best done during a one with one.

Watch the ‘3-Minute Crash Course’ about Delegating Responsibility (CLICK THE ARROW TO START THE VIDEO):

Looking for the Full-Length Podcast/Video? …

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

A Zero Accountability Corporate Culture

Several years ago, I became involved in a finance audit with a public sector client.  These things are about as much fun as a boot in the butt with a frozen mukluk in any organization, but public sector organizations are even worse because of their inherent risk aversion.

It turns out the finance clerks were spending a ridiculous amount of time processing expense accounts for the considerable number of employees that were constantly travelling for business purposes.

Without doing the necessary internal investigating first, I got the bright idea to check with the relevant tax authorities as to whether we could simply offer people a per diem and dispense with all the $10 lunch receipts that were clogging up the system.

The federal tax agency did indeed have a provision for this that I thought would solve a considerable problem, and make everyone’s lives easier.

I was incredibly wrong.  I hadn’t been this wrong since I predicted Whitney Houston’s big comeback.

After lobbying hard inside the Finance group for such a change to be implemented, I was told in no uncertain terms, that we couldn’t do this because the people who didn’t spend the entire amount would pocket the difference, and that would be unacceptable.  Never mind that the amount was only about $50/day for a person on the road to pay for breakfast, lunch, and dinner.

Further, this policy could not be adopted because two senior managers had been caught abusing their expense accounts while travelling for business.

The VP of Finance initiated a root cause analysis of this problem, and concluded they did not have adequate control measures, and poor policy on expenses accounts.

He got it wrong.  He was treating a symptom of a much greater problem.  The root cause of his problem was a corporate culture with zero accountability.  Had a similar expense account abuse taken place in the private sector, the offending employees would have been terminated with cause, and common sense on a per diem expense policy would have prevailed.

Instead the VP of Finance chose to treat a symptom of a far larger problem by adding more bureaucracy.  He also chose to disregard the thousands of hours of labor required to process lunch receipts.  It’s a good thing he didn’t have the burden of worrying about shareholder value.

So instead of addressing the root cause, the Finance Department spent months rewriting the expense account policies, and ultimately came up with a completely ridiculous 75 page document that all employees with expense accounts were expected to adhere to.

Another genius example of your tax dollars hard at work.

 

Can’t Decide? Flip a Coin

Part of what makes my job so much fun is being exposed to a variety of organizations in a wide variety of industries.  The culture of these organizations vary widely, and is probably best manifested in how people make decisions.  In some places, people gather as much information as they can, they discuss possible courses of action, and then they pull the trigger on a decision.

Other organizations have rambling, unfocused discussions, refer things to subcommittees, defer decisions seemingly indefinitely, and then wonder why their organizations consistently fail.

People can argue whether the greater evil is in making decisions to quickly or too slowly, and you can probably guess which side of equation I will argue for with the following list:

Things that delay decisions:

  1. Needing perfect information before committing.  It would be nice if you had all the available information at your disposal, but by the time you gather and process all that data, it’s possible your decision won’t matter anymore.
  2. Being too risk adverse. When people are deathly afraid of making a mistake, they will hesitate to make decisions.  What is not part of their calculations is that their delay carries a certain amount of risk too.
  3. Trying to keep everybody happy all the time.  Making decisions usually means having to make trade-offs of some sort.  By saying yes to one course of action, you are saying no to another, and in the process, you are going to upset someone.  This is a key reason why the public sector often fails to make timely, quality decisions.
  4. A top-heavy or micro-managed business.  In this case, only one person, or a small number of people are permitted to make any decisions, and as such become a bottleneck.  Organizations that push decision making down the hierarchy to the most appropriate level are much more agile, and ultimately perform much better.
  5. Poor decision-making process. Sometimes, people fail to recognize a decision point when it appears in front of them.  If they don’t recognize the fork in the road, they certainly won’t know which turn to take.
  6. Fear: Contrary to popular belief, it is sometimes better to make the wrong decision today, realize it tomorrow and then correct your course of action, than it is to delay a decision for weeks or months.

Now I’m really having a hard time deciding which video clip to include this week.  One of the candidates is a Monty Python bit (People’s front of Judea) that contains foul language that might offend some.  The other is a clip of George W. Bush talking about being a decision-maker, that may offend some American viewers.

I could ask everyone to weigh-in, and then make my decision, or I could just flip a coin, but I can’t decide which decision making process is better.

 

 

 

Structured Decision Making: The Six Factor Analysis Method

Members Click Here for Additional Tools

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

There are many different methods and processes for structured decision making.  Below we discuss the Six-Factor Analysis method.  Six factor Analysis is a method of structured decision making that is neither difficult, nor complex, but can greatly assist at arriving at a higher quality decision, and taking the emotion out of the process.  This structured decision making tool is best used when you need to compare several possible solutions or improvements.  No structured decision making method will completely remove subjectivity, but the six factor analysis will certainly help.

Step 1 – Brainstorm Options

The first step in structured decision making is to develop a list of several possible solutions or improvements to your question or situation.  Brainstorming is most effective when ideas are generated without judgment.  A structured decision making process will help you to judge your ideas afterwards.  For now, just get down as many ideas as you can relevant to your situation.

Step 2 – Decide on the Criteria by Which to Evaluate Ideas

Regardless of what process you choose for structured decision making, it is important to adjust the criteria to suit your individual situation.  These will vary widely, based on the circumstances, but here are the six generic factors in this structured decision making process:

  1. Effectiveness – How much will the solution improve the situation?
  2. Feasibility – How “do-able” is the solution?
  3. Cost – How much expense will be incurred in implementing the solution?
  4. Time – How soon can the improvement be implemented?
  5. Capability – Does your group have the time, skills, knowledge, and authority to make the improvement?
  6. Enthusiasm – how enthusiastic are your team and other stakeholders about the improvement?

Again, any structured decision making process is best used when the criteria are added to or adjusted appropriately to the situation.

Step 3 – Weight Your Criteria

Not all criteria in a structured decision making process should be valued equally.  For example, in your situation, cost may be of paramount concern, and therefore may be weighted heavier than the others.

Consider the weights of your criteria in terms of percentage.  For example:

Effectiveness              25%

Feasibility                    15%

Cost                             30%

Time                            10%

Capability                    10%

Enthusiasm                 10%

If you are having difficulty determining weights for your structured decision making process, you can compare each criteria to every other one individually, putting a check mark beside the most important one in each comparison, and then counting up the checkmarks to arrive at a percentage.

Step 4 – Put Your Solutions and Criteria in a Table, and Score

To make your structured decision making process easy to use, put your criteria as column headings, with your possible solutions or alternatives in the left hand column:

Effectiveness25% Feasibility15% Cost30% Time10% Capability10% Enthusiasm10%
Option 1
Option 2
Option 3
Option 4

 

Work your way across the table assigning a score to each empty box.  You can score each one on whatever scale you choose, as long as you use the same scale.  We would suggest to assign a score of 1 – 5, with 5 being the highest or best score.

Next multiply your score times the weight to come up with a number for each criteria of each option.  When you add all the weighted scores together, you come up with a total score for that option.  The option with the highest score should become what you move to action on.

HINT:  A structured decision making process such as this is much easier if it is done on a spreadsheet that can automatically do the math for you.

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

Meeting Survival Guide

I know it may be hard to believe (because I seem so delightful in these pages), but I can sometimes be difficult to get along with.  I get particularly cranky when I’m working with a group that loves to have meetings.  They have no idea why they have meetings, there are no outcomes, and no decisions are made, so it must be that there is some addictive quality in the coffee served at meetings.

Humourist Dave Barry once said that organizations have meetings because they are unable to masterbate.  I prefer to look at it this way: there is an inverse correlation between the number and quality of meetings in an organization, and their overall success.  In other words, I am suggesting that the fewer meetings that occur, the more successful the organization will be.

I know this is an argument I will lose in most companies, so as a service to Wily Manager readers, I’ll suggest ways to pass the time in one of your infinite number of meetings:

  • Buzzword Bingo – this is where you try to stay awake by identifying business catch phrases.  You need to be discrete, though.  You don’t want to carry in a BINGO marker, or jump out of your chair, screaming “BINGO” when the Director of IT utters the words “low-hanging fruit”.  Download the Wily Manager Buzzword Bingo card here.
  • Meeting value calculator – it’s kind of like a telethon, where you keep adding up the total amount of shareholder value that is being sucked away.  You can run the calculations privately, or put up a display board with changeable numbers that can be updated as the meeting goes on.  It’s a bit like the national debt clock in Times Square.
  • Count the Meetings. Often you may be in a room and witnessing 12 individual meetings happening in rapid succession, as each person updates the boss with information that is completely irrelevant to everyone else in the room.
  • Count the Meetings (variation). In particularly undisciplined organizations, meetings will degenerate into multiple and simultaneous conversations.  In this case there can be several separate meetings occurring at once, but they are much harder to count that the first variation of this game.
  • Spot the Participant Type: In this game, you tag each participant with the label most appropriate to them.  Here are some thought starters:
    • The Jeopardy game show contestant:  this is a person constantly asking rhetorical questions, and communicates through Socratic code:  “Do I like the idea of being in this meeting room for 8 hours?  No, I don’t”
    • Caffeine-Deprived: Spot the people in the room struggling just to maintain a minimum level of consciousness, so as not to appear asleep.  Often identified by periodic head-bobbing, however the really good ones have perfected sleeping with the eyes open, while nodding every few moments to give the illusion of awareness
    • The Rambler – A solution to this problem is like Book III of Gulliver’s Travels where an empty sheep’s bladder tied to stick is used to gently hit the Rambler in the head to keep him on track.
    • The Evangelist – everything is a matter of life or death.  If the colour of the toilet-paper is changed, it will negatively impact our very way of life.
    • The thinker – they doodle, don’t look they’re paying attention, and then once per meeting the amaze everyone with their ability to put the entire issue into context.  Be nice to them, they could be your next boss.

Finally, it seems that meetings and death are closely related.  Even before Patrick Lencioni wrote Death By Meeting, I had a dream that I had died, and arrived in purgatory, and it was a meeting that never ended.  I was desperate that someone would pray for my soul, until I realized all of them were too busy in meetings as well.  I woke up realizing a violent death wasn’t as bad as it sounded – at least after a grizzly death, someone would pray for me.

Dealing With Manager Stress? Try Not Giving a Crap

When asked about manager stress, I am reminded of when I did my very first gig as a Management Consultant.  The company I worked for paired me up with one of the wise old owls, whose job it was to show me the ropes, and make sure I didn’t say anything too stupid so as to jeopardize the relationship with the client.

His first bit of advice to me was, “never care more than the client.”  It was incredibly cynical, and incredibly valuable.  I am careful where, and to whom I repeat this advice, but many of the leaders suffering from manager stress I’ve coached over the years should heed this adage.

You can never be the only one who cares about something.  In fact, a key survival skill as a leader in the modern organization is to selectively not give a crap about a whole bunch of stuff.

I am reminded of a public sector client I once had who lamented to me that if they only had more resources, they could get so much more done.  I think she was genuinely shocked when I broke the ugly truth to her that she would never, ever have all the resources she wanted.  It never happens in the private sector, or the public sector – nor should it.

One of the key functions of a manager is to allocate the scarce resources of time, money and talent appropriately.  What separates great managers from the average and poor is their ability to manage the conversion of these resources to maximize the output of their group.

A great way to make yourself absolutely crazy as a manager in any organization is to try to get everything done that the company wants, as well as everything you want to do.  You need to draw your own line in the sand, and figure out what you need to do to be successful, and forget about much of the other stuff.  A great way to accelerate your journey to stress-leave, and make everyone around you hate your guts is to try to be all things to all people.

Of course, doing the above means you will spend a lot of time saying “no” to people, and risk not having anyone like you.  It’s called the burden of leadership, and it’s what you signed-on for once you gave up your individual contributor’s role.

So, to recap:

1)   Selectively don’t give a crap.

2)   You’re never going to have enough resources

3)   Don’t do much of the stuff you think you should be doing

4)   Don’t even attempt to keep everyone happy

5)   Your career as an organizational leader will result in you being in a constant state of marginal “pissed-off’edness”

Wow… that’s quite a bit different than the stuff they taught us in Business School.  But then again, how many Biz School Profs have ever had any success in running an actual business?

Top 10 Manager Challenges (Part B – Managing Stress)

Members Click Here for Additional Tools

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

Top 10 Manager Challenges:
Here, we talk about the second five, all of which involve MANAGING STRESS
Constant Change
  • Don’t fight it – have a process
  • Provide change management skills to your people
  • Don’t enable other people’s resistance
  • Over-communicate during change

Babysitting

  • Don’t solve your employees problems for them when you shouldn’t
  • Allow people to make mistakes, and accept the consequences for those mistakes
  • Ensure appropriate consequences for all good and poor performance
  • Don’t get dragged into personality clashes
  • Be professional and calm at all times

Overload and Burnout

  • Be self-aware
  • Take breaks to stay healthy
  • Consider burning your blackberry/iPhone
  • Do not try to be all things to all people
  • Be very focused about what is most important
  • Delegate where you can

Red Tape and Administration

  • Consider what would happen if you ignored it
  • See you can get someone else to do it
  • If you can affect change, do so
  • If you can’t affect change, get it off your desk as quickly as possible
  • Place appropriate value on your time, and hire someone else if appropriate

Personal Fulfillment

  • Understand your connection to the final product
  • Realize that often managers don’t “do” anything
  • Get a hobby
  • Take pleasure in the small victories
  • Understand what motivates you, and give in to those guilty inner desires.

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

The SMART Goals Acronym, BHAGs, and Other Silliness

“My goal now:  to be the all-being ruler of time, space and dimension….  And then, I want to go to Europe.” – Steve Martin

For the low price of about $5000, you can spend the weekend with some screaming hucksters (who you would run far away from in a normal social setting), who will guide you to the perfect collection of personal and professional goals that will change your life, and provide the happiness that has always alluded you.  Your registration also includes a coffee mug, and a handsome leather portfolio for all your hand written notes.

It seems that the SMART acronym (Specific, Measureable, Attainable, Relevant, Time-phased) is not the stuff of which great goals are based.  You can also dispense with BHAGs (Big, Hairy, Audacious Goals) made famous by Jim Collins.  Nope, the only way to achieve greatness is to pay your $5000, and lose a weekend of your time.

I’m thinking about advertising on the same forum a one-hour seminar on how to avoid rip-offs, but only charging $2500.  I would assume I would be marketing to the same clientele.

Don’t get me wrong – I think goals are important.  However, I don’t believe their commodification is necessary.  You can write your goals in whatever format you wish on the back of a napkin, and get everything out of it your would by paying your $5000.  The reason most goals fail to be achieved is because people lack the discipline to follow up on their goals – not because of how they are written.

I do believe everyone should have goals, and I do believe you should write them down.  The SMART acronym can help you write higher quality goals, and Jim Collin’s idea of BHAGs can help you to write something inspired.  If you don’t buy into either of these, write them as you see fit – just write them.

SMART Goals and HARD Goals

Members Click Here for Additional Tools

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!

What are SMART Goals?
  • Specific
  • Measurable
  • Attainable
  • Relevant
  • Time-bound
Why We Like SMART Goals
  • It forces people to focus on specific things
  • It is very clear when goals are achieved
  • They are connected with the overall objectives of the organization

What are HARD Goals?

  • Heartfelt – My goals will enrich the lives of somebody besides me
  • Animated – I can vividly picture how great it will feel when I achieve my goals
  • Required – My goals are absolutely necessary to help this organization
  • Difficult – I will have to learn new skills and leave my comfort zone to achieve my goals

Why We Like HARD Goals

  • It takes people beyond normal performance
  • Encourages discretionary effort
  • The only way to create a “game-changer”

Get Instant Access to 200+ Cheat Sheets, Videos, and Other Immediately Usable Tools for Busy Managers – Try Out a Wily Manager Membership Today!