tom fuhrmann, dvm - agweb.com - total - small.pdf · leadership vs. management ... responsibilities...

Tom Fuhrmann, DVM

Elite Dairy Producers Conference

November 10, 2010

How to Find & Develop Hispanic Middle Managers

Owner

Hrdsmn Milk Spvr Head Fd

(Jim)

(Juan) (Pedro) (Jose)

Calf Mgr

(Raul)

Helper

(Julio)

Hd MlkrHd Mlkr Hd Mlkr

(Leo) (Rigo) (Alerto)

Htch wkr Hfr wkr

Groups of Workers = TEAMS1. Players

2. Coach

3. Rules

4. Results (Win)

Workers

Supervisor, Boss

(Leader)

Protocols, SOP’s

Goals


Owner


(Jim)


Calf Mgr

(Raul)

Helper

(Julio)



Htch wkr Hfr wkr

Middle Managers:

The “conduit” between the owner and

workers

Lots of good Hispanic Workers:

Parteros

Ordenadores

Los que trabajan con las bessaritas

Inseminadores

Who is most suitable to manage and lead them?

Options to Manage Hispanic Workers:1. Do it yourself:

Time?

Language/Culture?

2. Employ a bilingual Gringo manager:

Available?

Your philosophy?

Hispanic culture?

3. Develop Hispanic

Middle Managers?

DairyWorksGumaro Gonzalez

Tom Fuhrmann


Define Terms

The “Plan”

Leadership vs. Management

Leadership “buckets”

Cultural Differences

Mexicanizing Gringos

and Gringo-izing Hispanics

Management Energy

Define Terms

Manager:

Leader:

Gringo:

Hispanic:

Culture:Organizational Diagram

Work, Workers, Results

Influences Others

English Speaking; Capitalist; Competitive

Mexican or Spanish Speaking; Socialist; “Muy Amigable”

Birth place; Learned Experiences

Business Blueprint; defines “teams”


Define Terms


“Managing Workers” Good leaders can be POOR Managers

Good Managers are GOOD Leaders

Bosses are Managers of people: Bad bosses are either poor leaders or they don’t

know/use proven management principles

Good bosses are good leaders that use management principles

LEADERSHIP/MANAGEMENT MATRIX

LEADERSHIP MANAGEMENT

LEADERSHIP/MANAGEMENT MATRIX

Leadership and ManagementLeadership

A relationship between people

Influence others

Based on “Trust”

Skills (buckets)

Others choose to follow

Management

Organizing work and workers

Training and Monitoring

Feedback for results

“It’s OK to be the BOSS”

Just be a GOOD ONE!!!!!

Bruce Tulgan, author

Good Bosses are Good LEADERSwho use

MANAGEMENT PRINCIPLES

Responsibilities of a Boss

1. Know and understand work2. Train workers3. Monitor results:

• records• observation

4. Focus workers:• positive reinforcement• motivation• retrain (when negative results occur)

5. Communicate:• upward to your boss• downward to your workers

5 principles:


Define Terms


The “Plan”

The “PLAN” 4 Criteria:

“Finding and Developing

Hispanic Middle

Managers”

1. Bilingual; capacity to speak some English

2. Have “Cowside Technical Skills”

3. Know (willing to learn) “Management Principles”

4. Possess and Develop “Leadership Skills”

The “PLAN”Finding

and Developing

Hispanic

Middle Managers

1. Determine Leadership Characteristics: the “buckets”

2. Identify Your “Diamonds in the Rough”

3. Grow & Gringo-ize them

4. Management Energy to develop them


Owner


(Jim)


Calf Mgr

(Raul)

Helper

(Julio)



Htch wkr Hfr wkr

Middle Managers:

Move fellow Hispanics into a Gringo world

by leading them


Define Terms


The “Plan”


“LEADERSHIP”Values

Character

IntellectOrganization

Communication

Style

“LEADERSHIP”

Values/Character

HonestyLoyalty

DependabilityEnthusiasm

Positive AttitudeTRUST

BEHAVIOR

“Leadership is in the eyes of others; they determine you as their LEADER”

“LEADERSHIP”Values/Character

IntellectOrganization Communication

Simple, ClearOrder

EfficientPrioritizeDirectionDelegate

FocusPressure

CuriosityInitiative

CreativityLearnVision

StandardsConfidence

KNOW

CareThoughtful Talk SimplyPrep Msage

PreciseListen

ConflictTactful

“LEADERSHIP”Values

Character

IntellectOrganization

Communication

Style


Define Terms


The “Plan”



Culture has a strong influence on who we are, what we think and how we do things:

LEADERS

“Get What They Want”

Culture

Your Hispanic work force has an entirely different point of view and a different value system than you do.

Culture has a strong influence on who we are, what we think and how we do things:

Americans are Capitalists

Focus on results

Continuous improvement

Better lifestyle

Wealth accumulation

Mexicans are Socialists

Focus on being equal

Finish tomorrow what didn’t get done today

Accept position

Work hard for hours

Compare and Contrast Cultures: as it

influences leaders and followers

Gringos

Capitalism: Competition

Profit

Mexicans

Socialism: Everyone equal

Satisfied with what is provided, shared



Gringos

Wealthy middle class is high percent of population

Mexicans

Poor to poverty is high percent of population



Gringos

Ethics: Expect right

Fair

Mexicans

Corruption: Don’t trust government,

employer

Family is OK



Gringos

Knowledge: Good school system

High School/College

Mexicans

Intelligence: Poor school system

Intelligent, but not taught facts



Gringos

Efficiency: How to do it better

How to do it faster

Mexicans

Manana: No sense of urgency

It will wait till tomorrow

~


influences leaders and followersGringos

Results: Measure

Compare to standards

Mexicans

Expectations: Whatever happens

Lack of “standards”



Gringos

Leaders: Fostered

Rewarded

Mexicans

Followers: Told what to do

Negative consequences to leading



Gringos

Technology: Expect & embrace

Mexicans

Technology: Want it but struggle with

implementation

Feed Management Software


influence leaders and followers

Gringos

Trust: Expect “right thing”

Confidence in ethics of others

Mexicans

Oversight: Bosses don’t trust workers

Everything locked up

Work around corruption


Define Terms

The “Plan”






“Mexicanizing” Gringos1. Identify your “Diamonds in the Rough”

1. Review the “buckets”

2. Be careful of the bilingual Hispanic

2. Ask, Discuss and Sell your potential Leader on the opportunity

3. “Anoint” him/her

4. Continuous Support: “Management Energy”

“Mexican-izing” your Gringo thinking… teach Management Priciples:

Management Principles

1. Know and organize work for productivity and efficiency

2. Train, motivate, discipline workers; work as a team

3. Monitor performance; expect results and react appropriately

Mexican Mentality

Don’t automatically think “efficiency” or “productivity”

Socialize together; don’t think “teamwork” or judging others

Work for “hours” rather than for “results”

“Gringo-izing” Hispanic Leaders He/she needs to want to LEAD:

Help others (American vs. Mexican Crabs story)

Initiative to INFLUENCE others

Learn Technical Skills

Adapt to “results oriented” world

Grow Leadership Skills (buckets) and learn your philosophies


Define Terms

The “Plan”






Management Energy

Tip # 1

Management Energy

To

Develop

Hispanic Leaders

Candidates have got to “have it”:

attitude

fire in their belly

buckets

They’ve got to “grow it”

Tip # 2

Management Energy

To

Develop

Hispanic Leaders

Teach them to make Decisions: little/no experience

lack confidence

judgments = standards

fair vs. equal

Accumulate facts to a logical conclusion

Examples:

Rate milkers

Fresh cows

Hispanic leaders must learn that goals are achieved by

the standards that are set:GOALS

SCC < 200,000

Heat Detection > 75%

Pg rate > 22%

D&C < 60 DIM < 7%

DOA’s < 6%

Death loss < 8%

Calf death loss < 2%

STANDARDS

Clean teats on cows on opposite side of parlor

Crayon placement

ALL ovsynch injections

Appetite, attitude, eyes

Learn stages of labor

Feed & water for downers; concern

Milk mixing spotless

Tip # 3

Management Energy

To

Develop

Hispanic Leaders

Help them learn efficiency: Poor role models

muy amigable

protocols/SOP’s

Manana vs. Gringo competitive world

Delegate

Compensate:

per hour vs. salary

Tip # 4

Management Energy

To

Develop

Hispanic Leaders

Cultural Differences are huge: simplicity of “buckets”

concept

behavior = TRUST

Live and Work together

Sell your support

Grow the trust between you and him


Define Terms

The “Plan”






Management Energy

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