I often find myself stuck or confused or unsure where to start or the next step to take or scared that the choices I make will impact others in a negative way or unsure of what to do with a particular person, team, challenge.
I was interviewed by Alan Kay on how to apply solution focus sustainably in organizations.
Looking at your solution, what has already happened that’s working for you…perhaps just a little bit?
Acknowledging the problem AND developing a shared understanding of the goal to be achieved. Then working backward to accomplish this goal by carefully and pragmatically searching through the organization, team and / or persons real-life and work experience to identify exceptions of when the solution is already happening or could possibly happen in the future.
Developing steps to identify what you want to happen, as opposed to what you don’t want to happen can seem to simple. And, if we begin to identify what we want to have happen, using language that describes the solution – a different use of the language is created within teams.
Having an incompetent manager casts a shadow of incompetence on all who report to him. Determining ways to make her look good, may be distasteful BUT it is the only way for you to get recognized for the great work you are doing.
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!
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.
This image above explores the differences between an Organizational Structure that has NO managerial-leadership coaching and an Organizational Structure WITH managerial-leadership coaching.
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.