Outstanding Organizations Know It’s NEVER About The Pickle

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Outstanding! 47 Ways To Make Your Organization Exceptional

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This organization with more than 2,630 stores is very likely outstanding, but on this day, a franchise owner and his manager were not. Read on …

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My 29-year-old son, Michael, and I met at a sub sandwich shop down the street. A handy location for us bothand now our former favorite place to eat.

It was never about the pickle.

After interacting with a friendly cashier, we got our sandwiches and sat down. When Michael realized we’d not received our sliced half-pickle, he said to the counter guy, “Excuse me, we ordered a pickle and didn’t get it.” His response?

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Skip The Fads—Invest In Training That Achieves 3 Crucial Results

Looking for training that works? Click here.

personal accountability training, training system, training program, qbq“Dad, I didn’t know you could do that!” declared thirtysomething daughter, Tara, grinning ear-to-ear.

Little 4-year-old McKenna loved what she was seeing, too.

What were they so amazed by?

The QBQ! Grandpa efficiently spinning a Hula Hoop around his waist and hips—and keeping it going!

Hula Hoops, what a fad they were.

From pet rocks to PEZ dispensers to parachute pants to spinners, fads can be fun for kids and adults. However, here’s a truth:

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Personal Accountability: 20 Questions To Determine If It’s Really a Core Value

Our mission at QBQ, Inc. is Making Personal Accountability a Core Value, so this is our question for you:

Is personal accountability a core and guiding value in your world?

Let’s do a quick “needs assessment” for our workplace and ourselves. We’ll begin with the individual—meaning … me. Here we go!

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Quiz #1: The Individual

Ten introspective questions:

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Repeat After Me: “I can only change ______ !”

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If Just ONE …

During this Dave Ramsey Show interview, Dave asked me, “If people only get one idea from QBQ! what do you want it to be?”

I responded, “Well, Dave, it’s this: I can only change … me.”

Some of you right now are thinking, That’s not new, John, not new at all!

Right. But remember what we teach in the QBQ! book:

Repetition is the motor of learning!

So, let’s repeat the truth that I can only change me—a cornerstone of PERSONAL ACCOUNTABILITY—using a story shared by QBQ! reader, Annetta:

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5 Management Mindsets That Kill Training

Learning 2

Allow me to give a “shout out” to some QBQ! training clients. Please bear with me, there’s an important message coming.

Dave Field of Interprint, Inc. in Massachusetts—2005

Debbie Slocum of Husqvarna Construction Products in Missouri—2006

Jeff Clark of Toshiba America Business Solutions in South Dakota—2012

Don Burstow of Burstows Funeral Care in Toowoomba, Queensland, Australia—2015

The dates shown denote when each client began using “Personal Accountability and the QBQ!” training.

I mention these executives because they do what most management folks don’t:

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“My boss isn’t perfect! What should I do?”

businessman screaming with flames coming out of his mouth

Last month we published this piece: It’s a NO EXCUSES Moment For Management

Some of you asked, “How should Mandy have handled it?”

Well, here’s what you do when you don’t have the perfect boss.

Our story is about a subordinate/boss or, if you prefer, associate/team leader relationship. If you’re in one of those roles, or ever plan to be, read on …

From Rob, a reader of the QBQ! book:

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It’s a NO EXCUSES Moment For Management

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mgrs mirror final

The subject line in the email from Mandy’s manager said “Whereabouts?” and abruptly began with, “Where are you?”

Mandy, a 25-year-old shared employee, works for two organizations. The two entities—each with less than 50 staff—have financial connections and mutual marketplace interests. They collaborated in Mandy’s hiring and split her salary.

She began her employment two months ago—and now’s there’s a problem …

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Who REALLY Is Accountable for Training?

Who is Really Accountable for Training?

finally got this concrete out of the Colorado earth—using every tool I own.

But at least I had the tools.

This image provides us a clear message: People can succeed—and usually do—when they have the right tools.

But in this missive, we’re not talking about physical tools like shovels, vehicles, computers, and smart phones—but rather knowledge, skills, and competencies.

And the responsibility for people acquiring tools like these through “training and development” lies with, um, whom exactly?

Two parties.

1) Managers, with whom we share this truth:

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Don’t Get Fired … Be Outstanding!

Happy 2015 to all! Our first blog of the year is longer than usual, but worth reading and applying. So grab a cup of coffee and enjoy!

3D Fired Button Click Here Block Text over white background

“Do people fire companies? Yes, they do!”

That was the beginning of an email sent to me by Steve Chamberlin, an executive with Husqvarna. The statement became the theme of our Outstanding! book.

Essentially, we maintain that people fire organizations—but they don’t fire the outstanding ones.

When we wrote the book, we used lots of stories, never knowing that later we’d stumble across one of the clearest examples ever of what happens when organizations are not outstanding.

Our story comes from Michael Miller and his wife, Casey, who run their own business—SunPrairieFilms.com—where being outstanding is imperative for success.

Here is their email to a credit union they left after only a couple weeks. As you read it, ask yourself—and discuss with your team—this critical question:

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All That Glitters Is Not Effective

accountability is not a fad

As we wind down this year and look toward the next, let’s keep in mind this thought from the QBQ! book:

The old stuff is the good stuff.

I had a colleague years ago who often said this:

“That idea worked so well I stopped using it.”

It was his tongue-in-cheek way of chastising himself for letting good ideas, practices, and habits fall out of his life. Essentially, he was asking this question:

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