From Manager to Leader…My Own Personal Journey

I was the best.
(well, at least in my own mind)

No one could build displays, order product, stock shelves, take inventory and write schedules better than I.
“He never slows down, runs around 24/7” "…Bob is the hardest worker I have ever seen.”…words often expressed by my co-workers and Store Managers.
So why was I passed over for upper level management time and time again?
I was a great manager, everyone said so. I was winning all the display and selling contests.I was the best at getting work done, and lived by the credo; if you want something done right you need to do it yourself.
In fact, every time I would go on vacation, I would return to deplorable conditions and I would have to work overtime just to get the department back up to standards.

Again, so why was I not promoted?
In one word…leadership.
I was lighting fires under the feet of my employees instead of inspiring the fire in the hearts of my team.

And then I was given a revelation…a great mentor of mine said,
“Bob, it's not how good your department looks when you are here, the true test of your leadership is the condition of your department, when you are not here.
We want our managers to work smart not hard. Think of it this way; if you fish for someone, you feed them for a day... if you teach them to fish, you feed them for a lifetime.
Yes, you will always have to pitch in, but you need to let go and have your team pitch hit for you, you can’t always do everything yourself.”

From that point on, I realized; managers live for the task, leaders live for their team.
Three months later, I was promoted.

For more information on “Changing Today’s Managers into Tomorrow's Leaders”Contact Bob Gambone; email- rvg444@aol.com Phone: 412-491-7317.

“I Need A Reason To Wake Up In The Morning!”

His name was Vince. I met him one day at the Burger King while eating lunch.
“Excuse me; are you the Store Manager over there?”
I then introduced myself and Vince went on to tell me his story.
“So are you guys hiring?...I need a job. I am a retired executive from US Steel, my wife passed away about two years ago and my kids are spread across the country. I fly every weekend to visit them, so I can work Monday through Friday. You know I miss working. A man can only play so much golf, I am really getting bored, …I need a reason to wake up in the morning.”

Vince was a tall man, wearing a wrinkled non-matching jogging suit and sporting a 3-day beard.
I felt sorry for him, he really looked like he needed a job and the story he told me, well that really seemed a bit far-fetched, so I hired him.

Vince came on board and worked Monday through Friday 7 to 11am pushing carts and greeting people as they entered the store. He really loved his job; smiling and saying thank you, talking to customers, keeping the place clean, and I felt good because I gave this guy a job.

About 6 months later Cindi, my office manager, came to me, “Bob, the Payroll dept. called and said they need Vince to cash his paychecks.”
Well I was really surprised, Vince?...the guy who needed a job so bad, not cashing his paychecks?!
“How many paychecks hasn't he cashed”? I asked Cindi.
Cindi looked right at me and said, “Bob, Vince has not cashed a paycheck since he started 6 months ago!”

At that moment I realized, I did not give Vince a job,
he gave me a life lesson.
We All Need a Reason to Wake Up in the Morning, thank you Vince P.

Handling Customer Complaints – the LAST-C technique.

The LAST technique for handling customer complaints has been around for some time and you can Google to find several versions.

I have had great success with what I call the LAST-C process.
Bottom Line: not only will you decrease customer complaints, you will gain more business as a result of using this process.

Acronym defined:

L- Listen

A-Apologize

S-Suggest a Solution

T- Thank

C- Communicate

Want more information?  Read Bob's book...
 Pecan Pie: 32 Business Success Strategies Passionately Baked To Order!
"A must read!" Ivan Misner New York Times Bestselling author
BY IT NOW on AMAZON.COM  click on link below
Click here to purchase Bob's book 

 bobgambone.com
bobgambone@bobgambone.com

Great Sales Building Tip for Retailers

While on the sales floor, have you ever had one of those “moments of truth”, positive or negative, that you would like to respond to immediately?

Try this: Carry with you a variety of pre-activated (your specific company) Gift Cards ($5, $10, and $25), have your office managers track them.

Here is an example of how I use them: I was talking to a customer about some concerns she had with the store. I noticed she had a three- buggy order. I thanked her for being such a great customer and gave her a $5 gift card. She loved it. It was immediate (sends a great message to our customers) and a great finish to our conversation.

I have done this with new customers, people asking for donations, or even disgruntled customers (we all know the quicker the fix the faster the return) etc. Yes, you do need to use discretion and this is not the answer to every customer service issue, but believe me it works and it is immediate (save time for my customers and myself)!

In today’s fast paced world and fierce competition I have found that this builds customers confidence and not just satisfies the customers but truly delights them, a great “point of difference” to have in the marketplace.

Leadership

“Leadership is not an art,

it is not a skill,
nor is it something that you can learn.

Leadership is an inherited trait,
fueled by passion, fed by desire,

and maintained by your enthusiasm.

Leadership never dies...

... it will always be in your heart, waiting."

*The Six Rights of Merchandising...

   The Right  Merchandise,
in the Right  Place,
at the Right  Time,
in the Right  Quantity,
in the Right  Condition,
at the Right  Price!

Learn more about the key tactics to this strategy in my book:
Pecan Pie: 32 Business Success Strategies Passionately Baked To Order!
"A must read!" Ivan Misner New York Times Bestselling author
BY IT NOW on AMAZON.COM  click on link below
Click here to purchase Bob's Book


*(originated in a 1978 retailing training seminar and has been generically translated by many retailers)

“Copyright (5-1-2011) by Robert V Gambone Sr.”

Work Expands to Fill the Time Allotted...and the Time Allotted Must Equal the Work Required.

The following questions are geared towards taking a proactive leadership approach with your most valuable asset.
(As a business owner / executive you are not doing yourself, your shareholders or your employees any justice by either overworking your employees or paying your employees for nonproductive, non value-added time.)
Ask yourself the following:

How many hours a week are you scheduling your employees? Why?

Are you writing schedules based on the hours needed for employee compensation requirements or based on the work that is needed?

When was the last time you measured the amount of work needed based on fulfilling all internal and external customer requirements?

Do your salary employees write daily work planners? How many hours a week are they really "working"? (note: overworked employees and slackers are equally detrimental to your team)

How many hourly employees punch in late and punch out early and do not get “docked” for pay?(a recent study done at a Fortune 500 company revealed this cost to be well over 11 million dollars annually).

Do you allow hourly employees to work "off the clock"? Why?

Think about this….as a leader you need to make decisions on what is best for the team. Successful teams are strengthened by creating a synergy of balanced input from each team member. Demanding too much work from some and accepting less work from others deteriorates that synergy. Ask yourself the above questions one more time...and then take a proactive approach with your "people".