| Planned spontaneity: The delivery of any action or activity that appears to be spontaneous, however, in reality, it has been practiced and has a planned set of goals and objectives. |
| Problem: A deviation between a reasonable want-that is, what is acceptable to you-and what actually is occurring. |
| Problem-Solving Culture: An environment where managers assume their employees are responsible and worthy of respect. They treat them accordingly and encourage them to progress from "Point A" to "Point B". |
| Professional Manager: One who represents the essence of an effective teacher, a counselor and a Master Gardener. While these sound like different functions, their objective is the same—to help employees improve the quality of their work and productivity. |
| Quiet Strength: An attitude reflected in actions that have a positive influence on others without being obvious in one’s methods. Managers who exhibit quiet strength are clear about what they expect and desire from people with whom they interact. After making sure their expectations and desires are reasonable, they unobtrusively do what is necessary to achieve both their expectations and desires.7 |
| Risk: Any action that could result in adverse consequences. |
| Symptoms: As opposed to an actual problem, symptoms include the behavioral evidence that tells you something is not quite right or is not the way you want it to be. |
| More |
| Note: If, as you read the book, you feel there are other words that are not common as we have defined them and should therefore be added to the list, we welcome your thoughts and additional submissions. As you discover them, please send them to gary@grossmancentral.com. |
