We are all in service positions. As a manager your job is to offer services to subordinates to complete their work. Be it coaching, training, motivation, resources, discipline, delegation of tasks, mentoring, etc…Often we are too quick to offer help, and be the Hero that we think we are!
High performance teams have known methods and procedures. They also have effective meetings that are managed by the Team-Leader. Here is a checklist for Team Meetings.
Wisdom has to do with the soundness of a person’s judgment about the ways of the world, and about what people are like, and how they are likely to react.
As people and people who create organizational-systems of work Managerial-Accountability-Hierarchies purpose and the Goal means very much to us. So much that if the goal is not explained to us and we make choices, we will create the goal to match the choices we made. Creating purpose out of the work we did, because nothing is more demotivating than thinking all of our hard work was for naught.
This image above explores the differences between an Organizational Structure that has NO managerial-leadership coaching and an Organizational Structure WITH managerial-leadership coaching.
If we are to hold a Manager Accountable for the output of their subordinates. Managers must have the Authority to decide personal effectiveness appraisal and merit recognition.
Just because he is caring or exudes great charisma for the work does not mean that he has the competence to handle the position. Managers who are nice and caring BUT incompetent are dangerous to the organization.
Accountable managers MUST be able to decide what types of task assignments they give to subordinates. They must not be bypassed by their own managers.
If we are to hold a manager accountable for the output of their subordinates the ability to decide delegation and planning of tasks is necessary.
This is a very honest post, about the struggle that I deal with in trying to make teams and leaders better. If we are to really make your organization function and achieve high performance, we need more than window dressing, recreation and placing Fish stickers on the wall. Bromides of – team excellence, Good-to-Great, Management By Objectives, etc… That we have all heard and wondered, what does that mean?
Systems-Drive-Behavior if you are seeing outcomes that you don’t want then we must examine the system that created that behavior. This will force you to face what you believe vs. what is the evidence, and one of those has to win.
All managers should be provided with the unequivocal authority to decide that a particular person, who is no longer working at a minimum effectiveness required for their role (for example the persons best is NOT good enough for the role), whether due to loss of commitment, not keeping up with new knowledge and technology, whatever the reason. This person will no longer keep their position with that manager, they have been de-selected.