Northern Territory Department of Corrections’ Post

Excellent post by Alex Brueckmann. I would add a couple more: 1. Hiring persons to senior/executive positions who do not have the required qualifications or experience is highly demotivating to staff. 2. Ignoring or seeking to cover up a lack of proper governance will cause trust erosion and have deeper ramifications later on. 3. If standard organizational structures are not working, BREAK THE MOLD and create positions and work flows that make sense for your strategy, performance and success. 4. Be different. Aim for Excellence.

𝐖𝐡𝐚𝐭'𝐬 𝐭𝐡𝐞 𝐦𝐞𝐫𝐢𝐭 𝐨𝐟 𝐧𝐨𝐭 𝐭𝐫𝐮𝐬𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐲𝐨𝐮 𝐡𝐢𝐫𝐞𝐝 👨💼 Remember that vendor you engaged to help you fix a business problem? Don't trust them. Especially not if they tell you things you don't want to hear. Instead, following the 5 tenants that when carried with conviction will jeep the pesky vendor at bay: 𝐘𝐨𝐮 𝐚𝐫𝐞 𝐬𝐩𝐞𝐜𝐢𝐚𝐥: Nobody has a business just like yours. Patterns that hold true across industries and geographies do not apply to you. They might have seen comparable cases and be able to draw on a range of projects, but that pales in comparison to you being the master of your own domain. 𝐘𝐨𝐮𝐫 𝐰𝐢𝐬𝐡𝐟𝐮𝐥 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 𝐬𝐡𝐚𝐩𝐞𝐬 𝐫𝐞𝐚𝐥𝐢𝐭𝐲: Little do they know that you can bend reality, from office politics to global trends, to your will with the blink of an eye. The sooner the vendor understands this, the better for them. 𝐘𝐨𝐮 𝐤𝐧𝐨𝐰 𝐭𝐡𝐚𝐭 𝐝𝐚𝐭𝐚 𝐢𝐬 𝐟𝐥𝐮𝐟𝐟: Data might tell things that cannot possibly be true, and waste valuable time. Thus, best to avoid collecting it altogether. Why bother when one can do random stuff and see what sticks? 𝐘𝐨𝐮 𝐜𝐚𝐧 𝐫𝐞𝐚𝐝 𝐦𝐢𝐧𝐝𝐬: As you know exactly what is going on in the heads of your customers and employees, don't bother with any advice that suggests asking for their views. Making decisions in a vacuum always produces desirable outcomes. 𝐘𝐨𝐮 𝐬𝐭𝐢𝐜𝐤𝐢𝐧𝐠 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐠𝐮𝐧𝐬 𝐬𝐡𝐨𝐰𝐬 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐚 𝐬𝐭𝐫𝐨𝐧𝐠 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐞𝐭𝐞𝐧𝐭 𝐥𝐞𝐚𝐝𝐞𝐫: The best way to inspire trust and confidence while exuding competence, is sticking to your initial opinion. Who changes their mind when presented with new information anyway? What would people think? 𝐴𝑠 𝑎𝑙𝑤𝑎𝑦𝑠, 𝐼 𝑎𝑠𝑘𝑒𝑑 𝐺𝑒𝑚𝑖𝑛𝑖 𝑡𝑜 𝑔𝑒𝑛𝑒𝑟𝑎𝑡𝑒 𝑎𝑛 𝑖𝑚𝑎𝑔𝑒 𝑓𝑜𝑟 𝑚𝑦 𝑑𝑎𝑖𝑙𝑦 𝐿𝑖𝑛𝑘𝑒𝑑𝐼𝑛-𝑝𝑜𝑠𝑡𝑠. 𝑇ℎ𝑖𝑠 𝑜𝑛𝑒 𝑖𝑠 𝑛𝑜 𝑒𝑥𝑐𝑒𝑝𝑡𝑖𝑜𝑛. 𝐴𝑛𝑑 𝑤ℎ𝑎𝑡 𝑠ℎ𝑎𝑙𝑙 𝐼 𝑠𝑎𝑦: 𝑇ℎ𝑒 𝐴𝐼 𝑐𝑜𝑢𝑙𝑑 𝑛𝑜𝑡 ℎ𝑎𝑣𝑒 𝑑𝑜𝑛𝑒 𝑎 𝑏𝑒𝑡𝑡𝑒𝑟 𝑗𝑜𝑏.

Many people leaving agencies don’t realise that ours is a small industry. People call other people to check on people. Across functions/departments. And I am not talking about ref checks. I am talking about discreet checks- the calls made to gauge the size of your shoe and the mud it gathered. Or otherwise. If you are shallow- they will call their peers and figure this out. If you have been a shit leader- they will figure this out. If you are incompetent - they will figure this out. If your clients aren’t your fans- they will figure this out. So there is only one way out- be damn fucking good. At what you do. That’s your biggest leverage. And truth be told, if you are great at what you do- you don’t need a leverage. The work. The work. The work. No other way out. No other way in.

"Lead with Vision: Drive Efficiency and Growth in Public or Private Organizations! As overseers of multiple departments or locations, we excel in planning, directing, and coordinating operations for optimal success. From policy formation to resource management, our role spans across various functional areas, ensuring smooth daily operations and strategic resource allocation. With a focus on results, we empower subordinate supervisors to achieve excellence. Join us at the helm of innovation and progress!"

"Lead with Vision: Drive Efficiency and Growth in Public or Private Organizations! As overseers of multiple departments or locations, we excel in planning, directing, and coordinating operations for optimal success. From policy formation to resource management, our role spans across various functional areas, ensuring smooth daily operations and strategic resource allocation. With a focus on results, we empower subordinate supervisors to achieve excellence. Join us at the helm of innovation and progress!"

Start by looking within your organisation to fill new roles. It's a major red flag if whenever a middle or upper management role opens up, you always have to go hunting outside the firm because there's no one within that can fill it. It implies that your employees either do not have the opportunity or the drive to grow. Either way, it points right back to the system of management.

This is comprehensive guide to select a candidate for managerial position.

The managers job is 𝗡𝗢𝗧 to serve the team. And it’s 𝗡𝗢𝗧 to obsess over customers. The job is to make the company more successful: higher revenue, lower cost, higher profit, lower capital requirements, higher growth, lower risk. In the short term and in the long term. And the best way to do that is to serve the team and obsess over customers. It’s critical to distinguish between the what and the how. Get them confused and you’ll be the most popular manager to get fired in your company.

The manager role is one of the most desired positions in the corporate world. Imagine not having to report to anybody — you have total freedom to express your ideas, and your colleagues look up to you. It sounds like a dream, but contrary to common belief, management is more than superior status and high income. Apart from arranging meetings, assigning projects, and making annual presentations, the manager must deal with three aspects: • Purpose — Each staff member must have a clear understanding of the main objective of the team. The manager's task is to instill the vision and persuade people to follow the same path. • People — The supervisor looks for suitable candidates for roles and mentors subordinates. A solid interpersonal bond and constructive feedback are essential for a smooth workflow. • Process — The manager allocates tasks rationally and oversees the team's progress. They keep track of deadlines and address urgent issues. If you strive for a managerial position, ask yourself a few questions: • Do you prioritize team performance more than your efficiency? • Are you comfortable with people? Do you enjoy talking to them? • Are you ready to be a bearer of bad news? Can you handle firing an un-performer employee/supervisor under your administration ?

When you see a catastrophic failure like the Secret Service and its ability to protect a candidate for president. It's systemic of our major agencies in our government today. Many department heads leading agencies without a clue as to what they are responsible for. This giving top jobs to people because we know someone or owe someone has got to end. This WOKE management style is a failure. This DEI experiment has its limits. Please see it for what it is. We're looking like a bunch of idiots throughout the world. Get involved. Voice your opinion. Get engaged.