There’s a difference between knowing there is a problem and doing something about it. Too often I see business owners know there is a problem and then stick their head in the sand.
This causes way more problems than you can possibly imagine. You see it’s not just ignoring the problem that causes strain and problems in your company, it’s that others see what you’re doing.
Today’s video is about why you MUST do something and do something quickly when you become aware of an issue in your company. One of my favorite sayings is bad news doesn’t get better with age. Here are 7 things I would like you to think about when it comes to taking action quickly.
There’s a difference between knowing there’s a problem and then doing something about it. Too often I see business owners know there’s a problem, and then, unfortunately, I see them stick their head in the sand.
This causes way more problems than you can possibly imagine. It’s not just ignoring the problem that causes strain and problems your companies, it’s that others see what you’re doing.
So today’s video is about why you must do something and do something quickly when you become aware of an issue in your company. One of my favorite sayings is, “Bad news doesn’t get better with age.” And here are seven things I would like you to think about when it comes to taking action quickly.
- Number one, when you know you have an employee that doesn’t fit, don’t hope it gets better, do something about it. You wanna give the person a chance to modify their behavior, and this is where values become really important. You use your values, and if the person’s not a good fit for your company, it means they’re not exhibiting the values that you say are core values within your company. The truth is when I guess I’m gonna try to modify the behavior, I’ve not been very successful at this very many times, but every once in a while, I have been.
- Number two, when you think there might be a problem with a customer, it’s your job to bring up the issue, don’t wait for them to bring it up. Again, bad news doesn’t get better with age. You’re gonna build trust with your customers when you bring a problem up, and you don’t wait for them to bring it up to you. It’s also the job of everyone in your company to speak up. When somebody, anybody in your company knows there’s a problem with a customer, it is absolutely crucial that they tell you about it or they tell their supervisor about it so something can be done. I can tell you, and I’ve done some videos on this, that you have a great opportunity to build a huge amount of trust in customer loyalty, when you do screw it up, you take responsibility and you fix the problem.
- Number three, and again, this is something I’ve already said, you have to realize that bad news doesn’t get better with age. It’s a mantra I’ve had forever, and the longer bad news hangs out, the harder it is to fix, and the more problems you’re gonna have about it. The truth is, if you think something is going wrong, you need to be the one who’s being responsible and step up and be the adult and talk about what it is that’s going wrong and try to get it fixed in a way where both of you get what you want.
- When you admit, and this is number four, when you admit you have problems to others, you gain credibility and trust. One of the factors in trust is you have to care about the other person. The more you care about the other person, the higher your trust level is. You have to have credibility when you’re saying, when I’m gonna do something, I am going to do it and you do actually do it. But you have to be realize, you have to realize that when you have a problem, you really need to tell others about it. You can’t just wait for others to come to you because truth is, most of the time, they don’t. They just walk and you never know why. This is true with employees, it’s true with suppliers and it’s true with your customers.
- So number five is learn something new, don’t be afraid to change your mind. Now, what I mean by this is you may have a belief that something is actually real. For years, I believed that privately held businesses should never, never, never have a statutory board of directors, which means a board of directors with real power and real key. They should have advisory boards instead. Now, I had a podcast episode with a woman named Stephanie Olexa several months ago, and through our conversation, she convinced me that I was wrong, and in fact, having a statutory board of directors was a really good thing for that. Now, the reason I was able to change my mind was, number one, I wasn’t really completely stuck where I was. I told Stephanie, I said, “Go ahead and try to change my mind. “Nobody has been able to yet, “but take a shot at it.” And the second thing was I was being curious about what her opinion was and why she felt that way and because being curious, I was open to learning something that I may not have learned.
- Number six, sometimes you do wanna wait. If you’re not humanizing another person, you need to do that first. Now, what I mean by this is that often, when we’re having a problem with another person, we don’t see them as a person, we see them as a thing. And you don’t wanna be in that sort of box. You wanna be out of that box where you are actually looking at every other human, even when you disagree with them, even when you disagree with them vehemently, as a human being, not as a thing, not as just some dumb jerk that’s getting in your way, but when you humanize somebody else, they know you are, and then you can disagree with that person and you’re gonna find that you have a much better conversation. And often, when you humanize somebody, both of you move to a different place altogether is what Stephen Covey used to call the third way. So if you have your way, and they have their way, and you’re humanizing somebody, there’s likely a third way that you can go about this.
- And number seven is, when you see something’s not working, always look at the system before the person. Now, one of my things I really believe is that we’re all doing the best we can all the time. And when you see that somebody is not working, in my experience, it’s usually that we have a break in our system, not a break in the person. What we wanna do is we wanna say, okay, what went wrong, how do we fix it, and how do we systematize the fix. It’s a really important thing to do. If you can learn to do that, you’re gonna become much better at delegating, you’re gonna be seen as more humanizing than before, and you’re gonna have more people excited about working with you.
So there’s my list of seven things that can be getting in your way when it comes to understanding the difference between knowing something and then doing something about it. When you know something’s wrong, you need to take steps and do something about it.
What’s your list? Why don’t you let me know in the comments below and scroll down and leave me a comment.
Hey, this is Josh Patrick, and you’re at the Sustainable Business. Thanks a lot for stopping by and I hope to see you back here really soon.
Hey while you’re at it, why don’t you DOWNLOAD our eBook on Hiring For Unique Abilities. I bet you’re gonna pick up a tip or two that will help you hire more effectively. It’s a strategy I use for going from 35% success rate for hiring to 85%. I know it’ll work for you because it’s so simple, it can work for anybody, and it’s easy to implement.
So thanks a lot. I hope to see you back here really soon, and have a great one.