Charismatic and Incompetent Managerial Leaders are Destructive
A charismatic and not competent enough leader are always counter-productive in the long term.
How can I get useful ideas through to management?
“These guidelines suggest what you can do when you’re a lonely little low-ranking, cubicle-inhabiting, systems-thinking petunia trying to introduce a new philosophy of leadership to those rooted in the onion patch of an obsolete managerial philosophy.”
Resistance to Change Fear of Temporary Incompetence
If you are asked to learn a new skill. The fear that your peers may see you as temporarily incompetent causes you to reject the change outright.
4 Minimum Authorities that Every Manager Must Have if we are to Hold Them Accountable
If we are to hold a manager accountable for managing staff, they must have accountability and the necessary authority to exercise their judgment over their team. Otherwise you are handicapping their work and forcing them to feel unaccountable because they have no authority to do their work.
Systems-Drive-Behaviors putting a manager into a system that forces them to be accountable, when you do not give them any authority over their work only leads to frustration, burnout, negative behaviors and poor quality work.
Find the Best Talent for the Job Workshop
As managers, we are often totally unprepared to conduct an effective interview. We interview candidates who have been coached or stayed up late the night before practicing their answers to what they think we will want to know. We often ask the wrong questions and allow our stereotypes to get in the way. Many of us end up making a decision within the first three minutes of the interview, based on misinterpretations and incomplete data, and are using ‘yesterday’s’ strategies in hiring.
Management vs Leadership is Dangerous Nonsense
A manager that is not concerned about doing the right things is a lousy manager. And a leader that doesn’t care about doing things right is a lousy leader.
Corporate Team Building and Time Management Case Study
Objectives:
– Develop a shared understanding of the companies future and goals extended 2 to 5 years.
– Skilled-Knowledge in prioritization and time management of manager’s specific areas of business and work.
– Team Development, Strengthening the team using the ‘7 Steps to High Performance Teams’
– Identification of where the team currently is, and defined steps to move to high performance.
2 Reasons for Follow-Up and Why Team Leaders Need to Follow-Up
Follow-up is about showing that the task is important and allowing the manager to better be able to predict the work-flow and longer goals that are keeping the company and team working.
Self-Directed behavior and goal setting within teams
In order for you to be accountable for doing your best you must know what to put your best towards.
Management and Team Leadership Is Telling People What To Do
The next time you find your staff and work team not doing what they are supposed to do. Ask yourself and your team Do you know what you are supposed to do? If the answer is no, tell them and you will be amazed at the results and at your talent as a manager and team-leader.