Formal Business Visits and Town Halls

How to have the most effective visits to outlying sections in your business, and how to have the most effective town hall meetings with stakeholders.  

Management gurus since the 1970s have taught leaders to “manage by walking around (MBWA)”; getting out of the office and into the workplace to see for themselves what was going on in their organization. It is a very old idea. Generals such as Napoleon Bonaparte and business tycoons such as Henry Ford were legendary for getting first-hand information about their organization and its environment, but MBWA has been around since before Moses walked among the people of Israel during the Exodus (c. 1400 BC).

Most MBWA is informal, with the boss walking from department to department or store to store, meeting people, talking, and most importantly listening to them. There are times, however, when leaders need to interact with their organizations and with other organizations more formally. My leadership team in the Joint Task Force – National Capital Medicine (later National Capital Region Medical Directorate (NCRMD), part of the Defense Health Agency), routinely met with leaders and workers at military hospitals and clinics throughout our market. We also visited Federal Facilities such as the Veteran’s Administration, and major regional partners including the hospitals and clinics of the Johns Hopkins, Medstar and INOVA systems. Sometimes formal trips to universities and other non-medical facilities were required, and often my team and I addressed groups of stakeholders in a town hall or public forum.

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Administrative Support – How to Manage a Meeting

A dear friend and true expert, Dr. Eleanor Henry, writes on how to manage meetings. 

By Dr. Eleanor Henry

“Last week’s meeting would have started on time, but the starting time wasn’t emailed out until one hour before, so the participants, the few which showed up, straggled in and began work 15 minutes late. The room was hot and muggy from a recent air conditioner breakdown. The chair opened the meeting but the minutes from the meeting before were not done so the participants could not approve the old minutes. Also, no one remembered all of the open action items. It didn’t matter because 7 people were required for a quorum and only 6 attended. The agenda wasn’t complete and the read-aheads that the briefers provided were not distributed before hand. Others wanted to call in but could not because no one had arranged a dial-in link.  Even if there had been, the racket from hammers and drills of people trying to fix the air conditioning in the other room was nearly deafening. The briefer struggled to make himself heard above the din. The computer, slide projector and screen hadn’t been set up and no copies of the slides were available, so the attendees huddled around the briefer’s 15 inch computer screen. At least they could hear him better.”

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Temperaments Model of Personality and Leadership

We all have different temperaments. Knowing our own and others can improve working together and getting important work done. 

Most experts agree that leadership is the single most important factor in the success of any organization. Libraries of books, thousands of coaches, and scores of organizations exist to help people become better leaders. Tomes decry the lack of leadership in all areas of life. An Arab proverb is said to read “Better an army of sheep led by a lion than an army of lions led by a sheep.”

Leadership can be taught, and it can be useful to identify each individual’s natural temperament, understand the strengths and weaknesses of that temperament, and help the leader perfect what is good and improve what is bad. There are dozens of ways to characterize personality, including the Myers-Briggs (introvert-extrovert, thinking-feeling, sensing-intuiting, and judging-perceiving), Types A and B, Animals (bear-monkey-dolphin-owl) and others. One of the most famous is the Temperaments (choleric-sanguine-melancholy-phlegmatic). Each model has strengths and weaknesses, and Temperaments model is commonly used.

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Awards and Recognition Ceremonies – Are They Really About You?

Why have awards and recognitions, and why have ceremonies for them? Because such inducements help the organization even more than the individual. 

“A soldier will fight long and hard for a bit of colored ribbon.” Napoleon Bonaparte

An Air Force physician had not had a ceremony for his promotion to major and asked me if he should have one for his coming promotion to lieutenant colonel. His former supervisor was not pleased, and though this bright and self-effacing young officer didn’t want to be honored in front of others, he also didn’t want to get in trouble.

During two years as Chief Medical Officer at an Army hospital in Virginia, I routinely interviewed people leaving the Army. Several retiring officers said that they did not want retirement ceremonies. They felt that such events put too much focus on them and they wanted to pass quietly into civilian life.

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Making Meetings Matter

How to make formal meetings efficient and effective to achieve organizational goals.

Despite the triumph of American arms in the Revolutionary War, by 1787 the former colonies, loosely affiliated under the Articles of Confederation, were suffering severe setbacks at home and abroad. The Articles allowed only for a very weak central government which was incapable of regulating activities between the states at home and equally impotent at defending American interests abroad (such as with the Barbary pirates). Citizens knew that a stronger central government was needed and convened the US Constitutional Convention in Philadelphia from 25 May to 17 September 1787.

The group included delegations of leading men of each state. Each delegate had been appointed by the state legislature and commanded the respect of its citizens. Each state (except Rhode Island) sent a delegation, reflecting the beliefs of their legislatures in the objectives and the importance of the Convention. The Convention had a formal process which was overseen and chaired by the most respected man in the colonies at that time, George Washington. Members included politicians, lawyers, scientists, soldiers, physicians, and businessmen. The Convention almost broke up several times because of the differences of opinion and the personalities of influential members. The Committee of Style and Arrangement, headed by Gouverneur Morris and including several intelligent and ambitious men who wanted to make a mark on history, created the final draft of the Constitution and made important adjustments. Alexander Hamilton’s reputation suffered as a result of his participation, but James Madison’s was enhanced.

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Using the Military Decision Making Process in Civilian Organizations

One of the hardest tasks in any organization is to know your strategy, align actions to it, and equip people to perform the actions. Making decisions is the first step, and the MDMP can help. 

The vocabulary of the Military Decision Making Process (MDMP) is not typical for civilian organizations, but the concepts are germane.  Translating MDMP into health care can be very useful for process improvement.

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