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When I was a kid my mother created a monthly chores chart for my brothers and me. The chart included tasks like taking out the garbage, doing laundry, dusting the furniture, washing the dishes after dinner and cleaning our rooms. The chart assigned different tasks to different kids (my two brothers and I) on different days throughout the month. If the tasks were completed to my mom's expectations for the week, we were given an allowance. As kids we called these tasks chores. As an adult in the business world we refer to these chores as MBO's or management by objectives. MBO's were first introduced by Peter Drucker in his book The Practice of Management. The essence of MBO's is participative goal setting, choosing course of actions and decision making. An important part of the MBO is the measurement and the comparison of the employee’s actual performance with the standards set. Ideally, when employees themselves have been involved with the goal setting and choosing the course of action to be followed by them, they are more likely to fulfill their responsibilities. I like to attach a bonus for each component completed correctly and on-time. For example, if we have a manager who is leading a project the parts of the MBO may include; 1. Writing a request for proposal (RFP). This is worth 25% of the MBO bonus and must be completed within 30 days. 2. Choosing three vendors to bid the job (what they are going to do, by when and how much it will cost). This is worth 15% of the MBO bonus and must be completed within 30 days of the RFP being sent to the potential vendors with a hard date on when the vendors must submit their proposals. 3. Deciding which vendor to work with on the project. This is worth 10% and must be completed 10 days after the hard date for proposal submission. 4. Managing the project from start to finish. This is worth 50% and it is tied to a specific project time line, budget and quality of work. Advice for working with MBO's 1. Get buy in from the employee leading the MBO. Do they possess the desire and ability to lead the MBO? 2. Allow the employee leading the MBO to be a part of the time line, budget and how much each component of the MBO is worth. 3. Offer your help to the leader of the MBO often and without penalty. Help them as much as they want to be helped. 4. If they don't know how to accomplish part of the MBO, follow the following 4 step training plan; a. Tell the employee how to accomplish the task. b. Show the employee how to accomplish the task. c. Observe the employee performing the task. d. Praise the employee on where they did well and redirect them on where they need to improve. NOTE: This 4 step teaching method works great with parents teaching children as well as in the work place.
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I have been listening to the debut CD from the Irish indie band The Script. Their soulful, emotional songwriting recalls the lyrical storytelling of Irish greats such as Christy Moore and U2, but with a strictly ultramodern aesthetic that coats the songs in glittering production values. I am loving the CD and recommending it highly.
