So the classic scenario that happens is that someone like a consultant rights
management system prints all the pages puts it in a folder sits in a room like
this with the door closed and gets them certified and so a poor
quality Assessor it's really easy for the Assessor to go oh yeah I'm happy
with that happy with that happy with that because the Assessor gets
confidence absolute certainty in the consultant and it's really easier it's a
bit disruptive and I'm a bit nervous and I don't like meeting people so I'm not
gonna go out there and actually ask questions and verify that it's correct
so they just take the word of the consultant they're not taking the
professional approach and so you know I try to give people confidence and skills
to just you know sit on the fence and do the talk you know do the techniques we
talked about in the internal audit of videos and training and course to give
people confidence to just go meet people and really by and large the amount the
quality manner higher quality quality manager or high quality manager the
skills they have in their toolbox are high quality questions getting the
people that run the business thinking about what it is that they need to
improve engaging with the team buying from the team because there is no every
single person Edwards Deming wrote that every single person gets out of bed in
the morning and makes their way to work with the intent to do an amazing job and
it's the management system and the organizational structure that lets them
down that by the end of the day they're like fuck I'm sick of work I'm done with
this I'm frustrated I'm angry it's not working and so sometimes that requires a
leader to actually say actually no no no I need you to come out don't go over
there come over here I need you to be doing this please and so with with good
quality iron fist in a velvet glove leadership then people can stay on track
and then they will actually feel better because the leader will be constantly
campaigning the wire and the vision the mission the purpose giving principles
for people to follow like the five-star version of the situation and then also
giving simple techniques and saying okay look ton of great opportunities and
ideas are going to come up in the next couple of weeks and so if we have
quarterly sessions you know you're only way waiting six or eight weeks till the
next quarterly session you just had one so you're on the momentum of the ideas
that were agreed to work on so you're like focus for four weeks on okay they
were the priorities you start losing your focus in the next four weeks
then you know the next one's coming up in the next four weeks and so ideas and
issues will come up for people and then and and so over time I should be
campaigning more please don't just go and start something without running it
by me first when you run up by me make sure I'm
listening and it's in a forum like book a meeting sit in my office come with
your idea ask me yes or no and then also then then also ask me and how does this
play with the other priorities he gave me to do because as a leader who's
really busy like myself I haven't got time to micromanage that process so I'm
I'm a very stand back manager as opposed to a micro manager who's what are you
doing why are you doing that I didn't tell you to do that stop doing that do
this and there's a lot of people don't like working like that and I want to
have a happy culture more than I want to you know make sure every projects
finished if that makes sense but what happens particularly for you recently is
like you I fuck I'm doing all this stuff and I feel like I'm not getting anywhere
and I'm frustrated and like all these stuffs house finished and he wants to do
this and he wants to do that when in actual fact I'm not leading you properly
because I'm not saying actually he's that project finished finished that
let's get it out you know what I mean I found success this week which is
interesting in the webinar because I was like let's do this webinar I need a
quick a book and I need a Facebook group and I was like bang bang bang and I was
done in 24 hours that's a far better way for me to say instead of like this took
us six months or whatever you know it was like on off on off it's like a
Lexie's book for example blog article can you check this which he sends an
email recruitment etc so I'm not amazing in terms of from a leadership
perspective but I'm aware that I can be better what I need to do is I need we
need to bring the opportunities agenda item into a Monday meeting and say what
are the things you guys think we need to work on to improve the number and when
we get to dashboards giving someone a number and all I need to do is say right
what's happening to that number you go I'm working on I'm working on if that
makes sense the number I gave you in in Irvine was too big because I'm
saying I need 50 grands worth of revenue like fuck right where is it and I'm
thinking the revenues coming from this traffic this street over here you know
like but we're already on this street and if I would just work a little bit
harder I'll get revenue out of that Street I'm saying
hang on a minute change down a gear go over here get onto this one and I will
explode much faster I didn't explain myself properly so so what your question
was was I think I answered question yeah
but we are the last thing I'll say is like we are in the top 1% of
organizations yeah because I'm a professional in this industry and
there's professional in this space you know and I'm conscious of it I'm like
weak it's fucking easy to not have that quarterly off-site it's expensive it's
really easy to not have the annual conference yeah it's really easy do not
have a Monday meeting yeah I could just get on with it you know yeah I got stuff
everybody have the meeting so we've got the forums running like most of our
classes huh yeah we used to have my name meeting but then it stopped and it fell
apart and we stopped doing it it happens here but I'm the guy that brings it back
and I'm like because in fact if I wasn't the person that I was you guys would be
saying we really need to have that Monday meeting we really have that
Monday meeting and then you'll organize one and I'll sort of half turn up not
committed to it but you'll see people make comments how do I get buy-in
you know and that's the standard says it it's at the beginning why did they write
the standards in a way they wrote them because they're just addressing issues
people like they just surveyed the industry and said what do you guys think
need to be in the standard it wasn't some there's no buffing out of
university researching that's what it is it's just it's an industry thing started
leadership commitment like we know this doesn't work if you don't have
commitment we know it doesn't work if you donate buying
yeah we know it doesn't work you know the language you we usually start with
why we know it doesn't work your own policy and they say you know what we
really want the most senior leadership manager to sign the policy because when
they put their name to it they've put a flag up on a post that says this is what
I'm committed to and you can use it against them so you sign this policy and
you said you were going to be quality management system and you sign this
policy and said environmental and you sign this policy and said safety that's
meant to be then the filter to help the whole management system function but I
like art to be the papers just sign it yeah