The Trump Blog

So many people complain about what we’re doing to the environment. Well, here’s at least one chance where people - specifically car manufacturers -- can get paid to do something about it.

The Automotive X Prize is a $10 million contest aimed at promoting the creation of cars that get somewhere around 100 miles per gallon while also meeting good standards for low greenhouse-gas emissions, safety, and affordability. In other words, these cars have to be super-efficient and people have to be able to afford them.

The contest organizers point out that years and years ago the Ford Model T got 25 miles per gallon and many of the cars that we drive today get less than that. So we’re going backwards, not forwards, in efficiency.

So far, more than 60 teams are competing including Tesla Motors, which has already started production of a two-seat, electric-powered sports car. It’s a good bet that the winner will get snapped up by one of the major auto manufacturers and guess what? You may even become rich.

The cars will be pitted against each other in a cross-country race and the fastest vehicle will win the prize.

Money talks and $10 million is a lot of money, so this might actually work.

I know way too many people who spend way too much time with email. And I know that too many businesses lose money when employees waste time sending and responding to email.

In addition, when people spend so much time and energy communicating via email, they lose the personal connection of face-to-face communication.

That’s why a company in metro Atlanta has introduced “no e-mail Fridays.” The CEO of PBD Worldwide Fulfillment Services put the policy into place because he thought that an overdependence on email was hurting productivity and even sales. Some employees receive at least 250 emails each day.

There was a lot of resistance to the idea at first, but employees embraced the plan once they saw how much more work they were getting done with fewer email distractions.

In addition, the CEO says that employees have better relationships with clients and with each other now that they have to pick up the phone and call people or actually talk to them in person.

I know email can be an important communication tool, but I also know it can get way out of hand. Try talking to people. It’s amazing how much you can get done.

Talented individuals are the driving force behind a good company. They’re the difference between high performance and mediocrity. 

As a manager, you need to surround yourself with the best people. But you have to do something else too . . .

You have to let them shine

I liked the fact that James was confident enough in himself to do just that with his team this week. It was clear that Tim and Nicole knew just how to handle production and post-production. So James let them run with it - and he then wasn’t afraid to pay them kudos where it was due. 

Managers, especially new ones, are all too often afraid to let their subordinates shine. They fear that giving credit to the people they manage will take away from their own performance. 

Don’t. You’ll get more out of your employees if you encourage them to shine and then pass the praise around when things go right.

But there’s another thing too, which turns being a supervisor a leadership opportunity. You have to take responsibility when things go wrong.

Do YOU Have Questions for Sean?

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One of the biggest challenges candidates face on The Apprentice is managing difficult teammates. Even the most talented of project managers often struggles when he or she has to lead individuals who are disliked or disruptive. It drains energy from the rest of the group and it can make the work environment a divisive one.

Recently, a combative candidate Marisa was blamed for the downfall of her winning team. She fought ... perhaps too strongly ... for her own ideas and, in the process, alienated and annoyed the rest of her teammates. When it came time to point fingers for the team’s loss, every single member of the group blamed Marisa. Whether she deserved all the responsibility or not, she got it because the rest of her team couldn’t stand her.

If you’re in a leadership role, there are some keys to managing people you dislike. The obvious is to find something that you do like about them. Everyone has hidden potential and a good manager will find it. Good managers will also look for qualities that they like about the people around them ... what they have in common can be used to build strong relationships.

It’s obvious that no one is perfect. We all have strengths and weaknesses. It’s your job as a good leader to recognize the strengths instead of becoming obsessed with the weaknesses.

Donald J. Trump, Chairman of Trump University, shares his insights in many of our courses, including The Real Estate Investor Training Program.

A Note to Apprentice Fans

Because there was no televised episode of The Apprentice last night, there will be no --What I Learned-- article from Paul C. Quintal this week. Look for Paul's next installment a week from today.