It is now the month of July. For the al l the hypes of the last few months, the World Cup fever shall soon subside in a week time.
My team is out of the tournament for lack of depths mainly due to the players’ select ion process (indecisive to say the least ), no innovation in formation, lacks adaptability in changes, lack of strategic planning and most of all , making al l the same mistakes over and over again. Al l these led to the inevitable early exit and the nation labours in hope again after 40 years for the next big tournament despite al l the talents and promises.
Yes, I am an avid supporter of good old England! Being a red devil, I can only now hope that the winner between France and Portugal wins the World Cup.
Let’s look at the England example in business management today and these are the obvious problems:
1. The Manager knew al l along that before a ball is kick in Germany, his faith is al ready sealed – he is leaving even if England is crown the new king and his second man is taking over for sure. What is his motivation for this last assignment? Most crucial of all, who is giving the command the current No.1 or the soon to be? The testament for this is an old Chinese saying that “a nation cannot be without a king for even a day” i .e. there must always be a real “Leader” for an organization.
2. This problem is manifested the moment that squad is announced. There are only four (4) strikers selected. One have not touched a ball for a good half a year; one got his latest injury prescribed for a six-week recovery; one is too tall for even a goalkeeper; and the last one is too young to drive in this country and has not even made a meaningful appearance for his club not mentioning his country at this level. There are many other talents in England than these four and do we require so many players in midfield when our first choices are world class for the first time for many years even at that troublesome left (recognition must go to that mad man at Chelsea that turns a faded prospect in Cole to a world beater)?
Outcome: Disastrous!
The hardly touched the ball continues to be hardly on the ball and when he finally got the hang of it, he injured his knee and flied back for another surgery immediately. The tall one made the England’s strategy too predictable for their opponent s with the long balls f lying in from every corner.
These have led to the hope of the nation to be rushed back before the six week and he is proven as eager as his team in his most unfamiliar single striking role to be too good to stay on the field in the most crucial match that ended England run in this World Cup. He was sent off.
The youngest one is having the time of his life with his equally young girl friend in the Bavarian Black Forest as the Manager discovered that the young one ready only for the future. The Manager is certainly not interested to go out in style by playing safe in selecting the most conservative even if they are not fit and seasons it with a surprise in the young one in hope for a
“Pele effect” in the 50’s.
3. Standing by the reputation of the players are equally fatal. The golden midfield with collective reputation of players respectively voted as the top three in the world for the past few years is clearly not working well.
The Captain is only a peel reflect ion of his own of the past. The “Golden Ball” has certainly faded. With so many products endorsements and tattoos on hi s body, he has shown lesser passion starting with his running out of even his trademark hairstyling idea. Hi s young understudy from north London is proven more effective on the right yet not given a chance to start.
The best player in the world only second to the Catalan Brazilian Magician is certainly not featured in this midfield line up. He easily has the most shot s of the tournament but none of them cross the all important goal line including his al l important first penalty against the Portuguese. He is certainly not on form and should vacate his place for a holding midfielder.
The better of the central midfielders in at tacking is instead playing at the holding role. Al though effective but wasted for al l his talents and determination.
The Manager has illustrated his unwillingness to make changes when the circumstances required and such inflexibility hurts.
4. Starting from the 1990 World Cup, almost every England exits from the major tournaments are determined by penalty shoot -out. Cruel but true.
It is cruel as shoot -out is like the “Russian Roulette” (“Chocolate” if you are a Gump fan), you will never know what you get.
However, it is a true reality that one has to accept, practice and prepare for it! Physically, technically and mentally. The English are clearly not prepared.
Mistake can be made but must be learned.
Repeated mistake is unacceptable especially when it is made with no improvement.
In this ever-changing world, time is most definitely of the essence. New technology can become obsolete in days; trend changes by definition, there is definitely no time to lament but to move on.
Therefore, there is certainly no room for hesitation and indecisiveness.
When it is a problem, recognize it, confront it and deal with it. If you hesitate, such problem will soon be overtaken by subsequent event and the same problem shall recur in future, sooner rather than later. Such is the nature of speed these days with the internet clearly redefining the sixth dimension, airplane that redefines distance and low cost carrier that challenge the virtual to reality.
The England example highlighted the importance of human capitals and decision making. You can have the best troop in the world and you can still lost a war (the Samba boys can certainly test if y on this when they meet the Pomps at the Airport). What more when you are not having the best troop in the world. The decision making is crucial in knowing your human capitals available and the battle field.
As a young entrepreneur, I faced these problems on a daily basis:
There is a need for a guideline. I am dev eloping it within me through my young experience. It is extremely hard to apply the prevailing western ideology as al though we are al l human kind but we are also separated by difference in culture and values. My hope is to formulate an oriental ideology in this field.
Meanwhile, to increase the rhythm of the firm, I have started a daily routine meeting two weeks back on top of the fortnight work progress meeting that have been in place for some time. The daily meeting is called the “Perfect 10” with the idea of “Ten, ten, ten, stand!”. Simply, all team leaders to meet 10 past 10 in the morning everyday for 10 minutes and standing! I am determined to make this work. Shall report further on this initiative on my next journal.
Thank you for taking times in reading this very first edition of my “Management Journal” on things I hope to share with you as a manager.
I hope to be able to do this on a regular basis and hope to hear your valuable comments. I t is impossible to learn everything on your own as it is not permitted by the pace of change today. I therefore hope that by sharing with you, we can make full use of the ever-closing window.
I take the liberty of enclosing my firm most updated profile for your understanding of my practice especially my brand of service that aspire a charter of “We Deliver”.
Also, CHUR ASSOCIATES™ is constantly looking for good people to join our course in serving our clients. We are certainly honoured if you can recommend our young practice to the A(s) around you that share our commitment in service.
Equally honoured, if you can recommend any aspiring people to us for our continuing recruitment initiatives for every possible position in the firm although our current priority are lawyers with drafting ability in Chinese.
My team is out of the tournament for lack of depths mainly due to the players’ select ion process (indecisive to say the least ), no innovation in formation, lacks adaptability in changes, lack of strategic planning and most of all , making al l the same mistakes over and over again. Al l these led to the inevitable early exit and the nation labours in hope again after 40 years for the next big tournament despite al l the talents and promises.
Yes, I am an avid supporter of good old England! Being a red devil, I can only now hope that the winner between France and Portugal wins the World Cup.
Let’s look at the England example in business management today and these are the obvious problems:
1. The Manager knew al l along that before a ball is kick in Germany, his faith is al ready sealed – he is leaving even if England is crown the new king and his second man is taking over for sure. What is his motivation for this last assignment? Most crucial of all, who is giving the command the current No.1 or the soon to be? The testament for this is an old Chinese saying that “a nation cannot be without a king for even a day” i .e. there must always be a real “Leader” for an organization.
2. This problem is manifested the moment that squad is announced. There are only four (4) strikers selected. One have not touched a ball for a good half a year; one got his latest injury prescribed for a six-week recovery; one is too tall for even a goalkeeper; and the last one is too young to drive in this country and has not even made a meaningful appearance for his club not mentioning his country at this level. There are many other talents in England than these four and do we require so many players in midfield when our first choices are world class for the first time for many years even at that troublesome left (recognition must go to that mad man at Chelsea that turns a faded prospect in Cole to a world beater)?
Outcome: Disastrous!
The hardly touched the ball continues to be hardly on the ball and when he finally got the hang of it, he injured his knee and flied back for another surgery immediately. The tall one made the England’s strategy too predictable for their opponent s with the long balls f lying in from every corner.
These have led to the hope of the nation to be rushed back before the six week and he is proven as eager as his team in his most unfamiliar single striking role to be too good to stay on the field in the most crucial match that ended England run in this World Cup. He was sent off.
The youngest one is having the time of his life with his equally young girl friend in the Bavarian Black Forest as the Manager discovered that the young one ready only for the future. The Manager is certainly not interested to go out in style by playing safe in selecting the most conservative even if they are not fit and seasons it with a surprise in the young one in hope for a
“Pele effect” in the 50’s.
3. Standing by the reputation of the players are equally fatal. The golden midfield with collective reputation of players respectively voted as the top three in the world for the past few years is clearly not working well.
The Captain is only a peel reflect ion of his own of the past. The “Golden Ball” has certainly faded. With so many products endorsements and tattoos on hi s body, he has shown lesser passion starting with his running out of even his trademark hairstyling idea. Hi s young understudy from north London is proven more effective on the right yet not given a chance to start.
The best player in the world only second to the Catalan Brazilian Magician is certainly not featured in this midfield line up. He easily has the most shot s of the tournament but none of them cross the all important goal line including his al l important first penalty against the Portuguese. He is certainly not on form and should vacate his place for a holding midfielder.
The better of the central midfielders in at tacking is instead playing at the holding role. Al though effective but wasted for al l his talents and determination.
The Manager has illustrated his unwillingness to make changes when the circumstances required and such inflexibility hurts.
4. Starting from the 1990 World Cup, almost every England exits from the major tournaments are determined by penalty shoot -out. Cruel but true.
It is cruel as shoot -out is like the “Russian Roulette” (“Chocolate” if you are a Gump fan), you will never know what you get.
However, it is a true reality that one has to accept, practice and prepare for it! Physically, technically and mentally. The English are clearly not prepared.
Mistake can be made but must be learned.
Repeated mistake is unacceptable especially when it is made with no improvement.
In this ever-changing world, time is most definitely of the essence. New technology can become obsolete in days; trend changes by definition, there is definitely no time to lament but to move on.
Therefore, there is certainly no room for hesitation and indecisiveness.
When it is a problem, recognize it, confront it and deal with it. If you hesitate, such problem will soon be overtaken by subsequent event and the same problem shall recur in future, sooner rather than later. Such is the nature of speed these days with the internet clearly redefining the sixth dimension, airplane that redefines distance and low cost carrier that challenge the virtual to reality.
The England example highlighted the importance of human capitals and decision making. You can have the best troop in the world and you can still lost a war (the Samba boys can certainly test if y on this when they meet the Pomps at the Airport). What more when you are not having the best troop in the world. The decision making is crucial in knowing your human capitals available and the battle field.
As a young entrepreneur, I faced these problems on a daily basis:
- How to get the best people?
- How do I get the best of people?
- How to retain the good people when you managed to get the best out of them?
- How to give ownership?
- How to share benefits?
- How to ensure timely staff turnover?
- How to get rid of the non-A?
- Are they any non-A or rather are there any A at al l?
There is a need for a guideline. I am dev eloping it within me through my young experience. It is extremely hard to apply the prevailing western ideology as al though we are al l human kind but we are also separated by difference in culture and values. My hope is to formulate an oriental ideology in this field.
Meanwhile, to increase the rhythm of the firm, I have started a daily routine meeting two weeks back on top of the fortnight work progress meeting that have been in place for some time. The daily meeting is called the “Perfect 10” with the idea of “Ten, ten, ten, stand!”. Simply, all team leaders to meet 10 past 10 in the morning everyday for 10 minutes and standing! I am determined to make this work. Shall report further on this initiative on my next journal.
Thank you for taking times in reading this very first edition of my “Management Journal” on things I hope to share with you as a manager.
I hope to be able to do this on a regular basis and hope to hear your valuable comments. I t is impossible to learn everything on your own as it is not permitted by the pace of change today. I therefore hope that by sharing with you, we can make full use of the ever-closing window.
I take the liberty of enclosing my firm most updated profile for your understanding of my practice especially my brand of service that aspire a charter of “We Deliver”.
Also, CHUR ASSOCIATES™ is constantly looking for good people to join our course in serving our clients. We are certainly honoured if you can recommend our young practice to the A(s) around you that share our commitment in service.
Equally honoured, if you can recommend any aspiring people to us for our continuing recruitment initiatives for every possible position in the firm although our current priority are lawyers with drafting ability in Chinese.
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