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.
As a working professional you are expected to walk into the door already being a master of the work you do. This is tough because mastery of a process and work may take years.
I see people just fake-it. Quickly learning by drowning then that one swimming-stroke saved them, it’s all they ever use.
Higher-Level-Leadership Training what does that mean? Is it a Manager’s ego that certain basic Managerial Leadership Skills are below them? Below is a piece of a conversation I had with a manager about goal-setting and Higher Level Leadership.
With a specific Goal – defined as a what by when. Work Gets Done
Goals define Values
Goals define Motivation
Goals define What Gets Done
When goals are set organizationally and personally you must decide and define the problem being faced, No problems = No Goals.
Once the problem is defined you must decide if you value the goal and solution. Values stem from your motivation and choice to accept the challenge or not; Every Goal you make will be in-line with your values and commitments. Once you value the the goal you will find requisite motivation to accomplish it.
Working with a team of 5 Executive Directors from a company that employs ~2000 people we identified a gap in the Managerial Leadership Training, Mentoring and coaching of employees prior to being promoted to a Manager Level within the company.
Being a Manager is tough and being accountable for the work as well as the behavior of a subordinate adds another layer of complexity to your challenges. Ensuring that the right person you promote is capable of doing the work and Fit-In with their new work peer group is necessary.
Building and Sustaining a team is a requirement of every manager, whether you are a shift manager at a grocery store or a Chief Executive of a bank, the process of building and sustaining an effective team of subordinates is necessary. When consulting & coaching managers one common complaint is Missed Deadlines. In the Developing … Continued
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.
Every organization, team, and person wants to do amazing work the problem is that many systems within organizations do not allow people to do this. In the conversation above that I had with an executive who is in the Exponent Leadership Process, we explored the system for creating High Performance Teams.
It is the above areas of uncertainty and how you handle it, based upon your knowledge, that makes you a valuable asset to the team. Human judgment and the ability to apply existing knowledge and potential new skilled knowledge, is the driver of all organization and individual progress leading to personal satisfaction with work.