ONE BIG CONTRADICTION - CONTROL WITH AUTONOMY - WILLIAM EASTMAN

PROFIT RADIO "A Network of Entrepreneurs for Entrepreneurs"

Introduction
One theme consistent in Season 3 is the station's becoming your CGO - Chief Growth Officer for Hire, the underlying role of the Network. All of my shows: Growth Community, Building in Front of You, Your MLM Empire, Economics for Owners, the Self Managing Organization, and Creating a Consulting Business - everything centers on how to use the IBGR Network for business success. 

​Our relationship with the listening audience of entrepreneurs and owners: 

• Provide INSIGHTS that are useful
• Provide TOOLS that work
• Provide RESOURCES that saves time and money
• Make a FINANCIAL impact on the business 

That is what is meant by Looking at IBGR as your CGO - your virtual Chief Growth Officer.

Last week we tackled Clarity on Your End Game. It was to bring into focus where this business is headed and does it have a future after you and if it does - what is it. This week we make the End Game into a Game Plan and convert an aspiration into daily action.

LISTEN > ENGAGE > APPLY

Objectives - The WHY
Scheduling and Performance Autonomy

• By emphasizing skill mastery and providing real time data, we expect people to act before being told. Because we know the individual or work group is competent and has accurate data to react on, we have minimized risk of uncoordinated activities.

Key Issues - Owner Perspective:

1. What is the most effective method of control?
2. What is the most effective method of driving performance?

What You Need to Know - The WHAT​
Scheduling is about creating balance, an evenly distributed and challenging production calendar. Given the unpredictable nature of many customer projects, this is an attempt to even out the production demands as much as possible.

Very few businesses have enough enough equipment, inventory, people, and cash flow to fully staff and equip a number of simultaneous projects. The key is how to mix, blend, and share resources. 

There are three drivers or causes for being able to consistently Build to Schedule:

• Overall Project Scheduling – how accurate are you at scheduling people, equipment, raw materials AND creating customer expectations - what you delivered divided by what you planned over a period of time (weekly, monthly, etc.) - used to determine accuracy of longer forecasts; 
• Scheduling of Project Elements – because resources are finite, scheduling requires using the same people, equipment, materials at multiple locations within a confined time span, how well did you blend several project demands to maximize the use of resources - used to determine accuracy of shorter forecasts;
• Sequencing of Project Elements  – once you have made the schedule for sharing resources, it is a comparison between your scheduled mix of resources against what actually occurred - used to determine efficient use of resources across projects.

Performance Autonomy (Mastery) is about how the organization hires, promotes, and uses technology to multiply performance. Job fit is critical because putting people into positions who do not have the knowledge or personality to be successful is a waste of time and money – no matter how hard anybody tries. Once you have the right person in the job, what is the nature of the psychological contract about competence – are they motivated to improve and is the company investing in developing their skills. 

There are three drivers or causes for creating skill masterly:

• Job Fit – there are two factors when selecting an individual for a job, are they eligible (do they have the education, work experience, etc.) and are they suitable (their character and personality a fit for the position or group) – it is a measure of the job descriptions and the recruiting / selection process;
• Skills Development – there are two things to consider, first is the psychological contract (a set of expectations) between the individual and the organization where the person will take advantage of any opportunity to improve their skills, and a commitment by the organization to provide as much formal training as possible – it is a measure of training;
• Autonomation – this is nothing more than the effective use of technology, does the organization look for ways to use technology to not only remove mundane or dangerous tasks, but to find ways to enhance performance – it is a measure of technology.

What You Need to Do​​ - The HOW

1. ​Next Week!

We are your single, one stop source for business success, period, end of story.

1. ​Listen to the Self Managing Organization Series 
2. JOIN the Community of Commerce - A Network of Entrepreneurs for Entrepreneurs
3. Show Up Next week

Make sure you leave some thoughts in the comment section below. I am interested in continuing the conversation.

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