If you only listen to one side, I’ll never tell you the other unless you talk to me. ~Dr.Shelly Cameron
If you only listen to one side, I’ll never tell you the other unless you talk to me. ~Dr.Shelly Cameron
A Bad Manager can take a good staff and destroy it, causing the best employees to flee and the remainder to lose all motivation.
We have all had to deal with bad bosses at one time or the other throughout our career. We scream, complain, lose the Typical drive, become demotivated, do barely enough to get by, or inevitably jump ship. If you are dealing with a bad boss here are a few examples of characteristics that depicts the behavior.
If you are a new manager, reflect on these characteristics. Recognize the signs and plan to change. You will then be on your way to becoming a good leader.
Need help? Lets connect.
Are you a manager or leader of some sort? Harvard Business Review article shared 4 points to help managers be seen as more human. Here I share:
In my research on what makes leaders successful, self-awareness was one of the traits that stood out. But being of service to others depends on your own self-development.
Again, are you a manager, or leader of some sort? Take a moment and look at your leadership style. Do people working with you, whether at work or otherwise find you approachable? Easy to get along with? If not, you have some work to do. Enroll now. To be successful as a leader, your people should not fear you. So do what you have to do to improve.
Need help? Lets Connect.
If you build it, will they come?
Leadership as the ability to cause other persons to act in desired ways for the benefit of the organization or group
As the citizens of the United States prepare for the passing of the baton to another President, it might be worth it to pause and reflect on leadership and power. Many are having Second Thoughts about what to do to influence the passing of the baton to another incumbent.
For that matter, our reflections turn to consider what is leadership? What is power? How can leaders positively influence the action of others? Is there a right way? Is there a wrong way? Does it differ at the worldwide level from that of the organizational and individual levels? These questions have tugged at my mind as I contemplated the sources of power and sought to identify individuals in organizations who exemplify these attributes.
Selacuse in his book “Leading Leaders” discussed the category of powerful people whom he defined as the ‘elites’. Despite the natural negative connotation derived from this term, these are individuals who have “more” – more education, more talent, more money and more clout than ordinary people. Their knowledge, skills, money or power give elites (customarily leaders) special privileges.
Persuasion before action
Moreso Selacuse defined leadership as the ability to cause other persons to act in desired ways for the benefit of the organization or group. He conveyed an interesting spin on contrasting leadership at the presidential level. A comparative analysis was done on the leadership style of President George H.W. Bush with the leadership of his son President George W. Bush. Father Bush strongly believed that if other nations were to join the coalition to drive Iraq from Kuwait, the United States had to take an active, energetic leadership role in convincing them to join the coalition. He believed that leadership required diplomacy across a broad front and exhibited this through direct contact with other world leaders. Moreover, he did this through diplomatic missions; through action at the United Nations and other international organizations; through foreign embassies in the United States; and through American ambassadors abroad – to build and maintain a coalition of nations united in their efforts to achieve the goal to drive Iraq from Kuwait. George H.W. Bush’s leadership was based on persuasion before action.
If you build it will they come?
In contrast to his leadership style, his son George W. Bush acted under the belief that other countries had no choice but to follow the United States. George W. Bush and his administration believed that leadership by the United States seemed to flow automatically from its status as the world’s only superpower. At the time, the administration made it publicly clear that if other countries did not follow the U.S. into the war against Iraq, they would go to war alone. That certainly deviated from the importance of creating a coalition. They believed that unilateral action by the U.S. would naturally lead to multilateral action by other countries. The “if you build it they will come” doctrine expressed the belief that the United States was a unique country not just in terms of its power but also its moral authority for using that power.
To summarize this comparative analysis, Bush – the father, had broad experience in international diplomacy and long-standing relationships with world leaders at that time. He intimately knew and was on a first-name basis with national leaders and used this to his advantage to influence worldwide leaders. On the other hand, his son had no previous diplomatic experience and did not know the foreign leaders. Therefore, he often delegated important tasks to other members of his administration. Naturally then, he did not have the influence that his father did. In my opinion, this was indeed an interesting view on the issue of leadership and power at the global nation-wide level.
Definitely something to consider as we step into the future of our country, organizations or at the individual level of leadership, power and success.
Micromanagement is a management style whereby a manager closely observes or controls the work of subordinates or employees. Micromanagement generally has a negative connotation. Wiki
I was asked the question why some managers feel it necessary to micro manage. Reflecting on that I decided to share through this post.
Managers who micromanage makes coming to work a nightmare. Micro Management is the practice of managing with excessive control or attention to detail. It tells employees that there is a lack of trust. Essentially that the manager has little confidence in his/her team and their capabilities. Often it drives the team away and what is worse, it is the organization’s most talented people who frequently walk away. The company is then left with those workers who will simply show up for a ‘paycheck’. No commitment, no care.
If you are a micro manager, Harvard Business shared signs that can be seen:
As a manager, this is certainly grounds for disaster. You will either drive your team crazy or stress yourself out with the inevitable burn out.
As a new manager if you find yourself micro managing here are a few points to keep in mind:
-Look at your to-do list to see which task can be passed on or delegated to those reporting to you.
-Engage your team. Let them know what level of detail you expect from them and where they need to connect with you.
-Think Big. Focus on the big issues that you need to concentrate on and place your energy and attention on those.
If you are being micro-managed, Research Psychologist Dr. Peggy Drexler suggests a few pointers you can use to remain sane:
Practicing these points will help you succeed. The converse is also true. Continuing to micro manage is Ancient…a thing of the past where autocratic leadership was game. Doing this now is sure grounds for disaster.
So it’s your choice. Choose wisely and experience success.
I never dreamed of a career in Human Resources. From an early age, I would look to the stars and dream of being involved in healthcare, or the airline industry. Of course these are two very different industries but my passion for people was evident from then. After graduating high school, I got the dream call for an interview as a flight attendant. I am always punctual, but for some strange reason I ended up being 10 minutes late for the interview, and was ‘disqualified’ from that opportunity.
I took it as a sign when I was hired by one of the nation’s big commercial banks. That opened the doors to human resource management for me; or as it was called back then—personnel management. I was exposed to benefits administration, performance management, and more. Being the fast learner that I am—I learned, and learned, and learned.
This boosted me into the next position with a major international pharmaceutical company, that further exposed me to human resource management at the global level. I learnt not only the facets of HR at the local level, but had to interpret laws and practices for different countries that fell under my portfolio of responsibility. In my job I had to travel across countries throughout the Caribbean, and Latin America.
What about education? As I journeyed, I felt led to receive formal training. Armed with a Bachelors in Business Management, I pursued a Masters in Human Resource Management. I also decided to minor in HR Development, while studying Doctorate in Education, Major Organizational Leadership. This then propelled my current role as Coach, and Human Resource Consultant.
As laws, technology and people change, there is no doubt that it is an advantage to become a member of organizations such as the Society for Human Resource Management (SHRM). This syncs with organizations such as local Human Resource Associations. Personally, I continue to participate in local, and national conferences. These days I conduct personal development Success workshops, backed by my research and subsequent publishing of book on Leaders and Success Strategies.
Success and Challenges Along the Way
Naturally, there have been challenges along the way. My most challenging feat arose during my first encounter with an international merger, between two giant pharmaceutical companies. Embracing two different cultures, employee relations issues, diversity, compensation, and benefits management in different countries was a challenge, to say the least. But as I look back and reflect on the Employer of Choice award, I am pleased. This experience molded me into my love for change management today. This passion has taken me across different industries including healthcare, hospitality, and others to name a few.
Even though there have been ups and downs since then, I have never regretted my decision to enter this profession. Every time I help a client improve their business, it makes me feel totally satisfied. Hearing the frustrations in their voices when they first contact me, and then seeing the satisfaction on their faces when things improve… is exhilarating!
In addition, The Society for Human Resource Management (SHRM) shared the result of the annual compilation of the most in-demand jobs done by CareerBuilder, and Economic Modeling Specialist International. Not surprising, Human Resource jobs were included among the top 20 positions-yea! The article stated that Human Resource Managers require a college degree and that this career position has grown by over 14,218 since 2010. This confirms that yes, it is a fine time to get into Human Resources.
So if you have the people skills, the spirit of resilience, and other facets mentioned, then go for it! Despite the stresses of the position, the job is totally satisfying….and oh by the way, it pays too. So what are you waiting for? Get started today, and if you’re like me, you’ll have no regrets!
Interested in how others got into this profession, read SHRM’s https://shar.es/1CXf4p via @SHRM
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