John Ellsworth at Success Strategies helps us focus each month on where we are in our business and where we need to go next.
Subject: Take a Lesson from Jeb Bush
Dairy farmers have a solid business lesson to learn from a recent article in the Wall Street Journal written by Jeb Bush, governor of Florida, in which he discussed his state’s efforts to reform education and how difficult the process really has been. He stated, “The reality of reform is vastly different from the theory, and change is a lot harder than it looks. But there are a few rules for real reform that makes it possible.” I realized many of the same rules apply to making certain we have our dairy operations “reformed,” especially after prosperous years like 2007 and 2008.
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It’s time for a reality check. Maybe I’ve missed something. I’ve been in the dairy industry for almost 40 years. I got my first job in it when I was in my early teens. Now, I think I’ve seen it all. A program for banks called TARP (Troubled Asset Relief Program) now being in need of a new name: TRAP! Let me tell you why I’m so ticked off.
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One of my favorite business quotes is Jack Welch’s: “Face reality as it is, not as it was or as you wish it were.” I recently read an article in Inc. magazine written by Adam Hanft that was entitled, “The Risk of Doing Nothing.”
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There is an epidemic going around America today. Thousands of people have a genuine challenge with simply making a decision. I’ve been thinking about this issue and have concluded that there are likely many reasons for this problem. At the risk of sounding like Dr. Phil, here are a few of the ones I came up with. Perhaps, you can think of some others and thereby help yourself to be more decisive going forward.
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I recently finished reading a book on leadership entitled Team Secrets of the Navy Seals written by an anonymous author who actually continues to serve as one of our U.S. Navy Seals and hence wishes not to reveal his identity. One of the most significant lessons expressed in the book revolves around our need for constant evaluation of “… whether you can afford to work with a ‘leadership challenge’ or whether it makes more sense to find a replacement” for that employee. The author goes on to say that “If the weak Team member is truly a good person, try to find another job for them. Do not keep them on for fear of hurting their feelings. It will hurt both them and your Team.”
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