Empowering individuals and teams in the workplace is not just about pumping their self-esteem. You can make a toolkit available to support them in productive conversations and improving their abilities to collaborate, plan, test and implement organization processes, changes and solutions.
Step Two in “Managing for Accomplishment” is Managing for Production: setting up the structures and agreements that establish (a) success metrics, (b) a workable performance network (you’ll learn what that is if you don’t already know) and (c) agreements for coordination and communication in that network. Without this, production is delayed due to missteps – the reason so many projects exceed their timelines.
A compliment is always nice to receive. No matter what world it comes from.
Feedback comes in different flavors – appreciation is one of them. But all feedback, if it is respectful and useful, can be valuable.
Don’t look for accountability in a person. Create the structures and agreements that support a shared understanding of Who is responsible for producing What results and When those results are due. Then establish regular meetings to update the status of those agreements and modify them as needed.
Sometimes people get resigned about where they find themselves in their work or their life. (Been there!) It’s good to find a way to have some new conversations with people who can offer a new perspective, or a new access to another approach, another path. Communication is the key.
How I learned that talking about management is boring. And now I’m more determined than ever to get a little more respect for managers!
What happens when we ditch the negative or outdated parts of our lives? We make room for something new! Sometimes we know exactly what we want, and sometimes we just want to be lighter, more free and relaxed. Either way, something old may need to be given up to somebody else who will enjoy it.
Dear Reggie, First the good news, this time. Two of your staff members reported to me that they are excited about having clearer agreements for their work. I have reason to believe there are other people noticing a difference in the way you are giving assignments now. That’s great! Now, for Step 2 on your […]
We pay attention to our goals, other people, and the environment. But having a great life needs more than attention: it takes communication.
Awarded "Best Management Book" by 800-CEO-READ.
Rated #5 "Best Business Book" by The Toronto Globe and Mail.