We all have had and possibly been that manager, the one who was placed into a role by a bad system that was too much for us to handle.
Each of the indicators in the image above are NOT because the manager is mean or a jerk well maybe they are that, then you have other problems.
Once, as a manger you begin to view people in the following 10 Misconceptions it impacts you perception (as a manger) of fair treatment and pay. Leading employees to only further exhibit the behaviors you believe.
At the conclusion of this process the marketing team;
Decreased the amount of time to make a decision by creating a model and replicable method. This model was recognized by other department and is now being implemented across the organization.
Decisions are being made faster and costing less money, upon observation and interviews what used to take almost 3 months to be decided upon is now done within 1 to 2 weeks.
The majority of people support the decision made. People understand that each decision needs support and not necessarily total agreement.
Active listening and communication to peers, supervisors and direct reports.
Time and time again people within the team are promoted up the hierarchy before they are ready. They are promoted with the belief that “they have potential” or “they are smart and will mature into the position” or “she has been here so long, and no-one knows this department as well as her, she will figure it out” plus many other nonsensical reasons.
Why do you still continue to believe this? The system is broken…and it is your responsibility to fix it.
Reverse Peter Principle within a hierarchy tasks tend to be delegated until they have descended to the employees level of incompetence.
The following 12 areas of focus for building and maintaining the team will aid in moving the team into high functioning, and delivering amazing results. Additionally like Achieving the Task, Developing the Individual; Building and maintaining teams requires regular checks and the proper people to make the team function, with tasks that are matched to their skills; cognitive ability; values and commitments.
Shared process and structure for leadership team to make decisions and solve problems within a time span.
Skill in active listening and communication to peers, supervisors and direct reports.
Co-creation of decision making methods for Leadership team to utilize in real-time. Leadership team will make a decision that is applicable to the organization at the time of our meeting.
Co-creation of team problem solving for Leadership team to utilize in real-time. Leadership team will solve a problem, develop an action plan & plan the step to a solution that is applicable to the organization at the time of our meeting.
Taking a small focused change effort with one leader, determining how we can and will measure the success, then continuing to explore and succeed in the change effort. This small change leads to larger changes within the leadership, and also those who are impacted by the leadership change.
This will be the first in a series of post – showing some activities and the potential connection to workplace, team skills & leadership. The primary job of a team building consultant using learning simulations is to facilitate and discuss with the team exactly how this relates to work…If you cannot facilitate a discussion with the team about how what they just did relates to work, you OUGHT not to be a Team Building Consultant for corporate groups.
This team building initiative can be used to illuminate the concept of the customer-supplier chain, where people come to understand how the work they do impacts others in the organization.