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Casual Articles - The Four Biggest Mistakes a Supervisor Can Make
People need to know why they are being asked to change, and the earlier they understand the reason, the more time they have to get prepared. In most organizations we “Braille the culture,” as one professional trend spotter, Faith Popcorn, put it. We run our fingertips along trend bumps as they speed by and try to “read” where we’re going. One of the most vital roles of leadership is to anticipate the corporation’s future and its place in the global arena, and then to formulate strategies for surmounting challenges that have not yet manifested.But leaders can’t succeed alone. Employees, too, should be scanning the business environment. Everyone in the or
You settle down to watch the movie. Aliens have landed – everybody panics and waits for the hero to arrive with a plan to save the planet. Until someone screams, “But he’s on annual leave this week!” We all hope that somebody, somewhere will take care of whatever disasters affect our workplace – fire, flood, burglary etc. Somebody, somewhere must be getting paid to sort all that out, right? Well hopefully. But you too have a big part to play.If someone in your business is working on a business continuity plan they will have started by identifying what the biggest threats are to the most important things the business does. For example if the main buil
Over time, I have consolidated these common errors into four major mistakes. See if you or someone in your organization is making these mistakes needlessly by reviewing the following list:
1. GIVING FEEDBACK BASED ON PERSONALITY INSTEAD OF BASED ON DATA, BEHAVIOR OR
RESULTS.
Sometimes called the "halo or horns" effect, this phenomenon is seen when a management member tries to turn everyone on the team into a "mini me". Certain his or her personality type or style is the best, this supervisor offers advice, counseling, feedback and even disciplinary action based on style or personality traits instead of on data, numbers, observed behaviors and other objective criteria.
2. FAILING TO ENSURE SOMEONE'S DIGNITY AT THE BEGINNING, DURING AND AT THE
END OF A ONE-ON-ONE.
The single most important component when giving someone corrective feedback is to ensure that person can walk away with dignity. When two people are in conflict or getting defensive (which is the main theme to most one-on-ones) this becomes increasingly difficult. In an attempt to appea
What’s no bigger than a flip phone comes in fashion colors and can weigh up to 50 grams with .01g accuracy? Don’t look now, but the traditional jeweler’s traveling scale is all fashioned out and style conscious. Pocket scales, used by jewelers, hunters and field investigators for dozens of uses, have taken the same route that turned cell phones into fashion accessories. You can now buy pocket scales that weigh less than a pound and are the size of a small flip phone – yet still promise to weigh substances with accuracy up to .01g – one hundredth of a gram. They come tricked out in camouflage, flames, translucent blue ice and hot baby doll pink. These are not your Uncle Jake
1. GIVING FEEDBACK BASED ON PERSONALITY INSTEAD OF BASED ON DATA, BEHAVIOR OR
RESULTS.
Sometimes called the "halo or horns" effect, this phenomenon is seen when a management member tries to turn everyone on the team into a "mini me". Certain his or her personality type or style is the best, this supervisor offers advice, counseling, feedback and even disciplinary action based on style or personality traits instead of on data, numbers, observed behaviors and other objective criteria.
2. FAILING TO ENSURE SOMEONE'S DIGNITY AT THE BEGINNING, DURING AND AT THE
END OF A ONE-ON-ONE.
The single most important component when giving someone corrective feedback is to ensure that person can walk away with dignity. When two people are in conflict or getting defensive (which is the main theme to most one-on-ones) this becomes increasingly difficult. In an attempt to appea
There are many reasons to use a professional recruiter in your career search. Recruiters in a specific field have many connections that are not public knowledge, so they can give you access to jobs that aren’t available otherwise. They already have a relationship established with the hiring manager of many companies and this speeds the process along. And the best part is that their services are FREE to the candidates.Traditionally, the job seeker submits their r?sum? blindly to a human resources screener who has limited knowledge at best on what skills the position requires and what a great resume with experience looks like. Sometimes they are hourly employees an
2. FAILING TO ENSURE SOMEONE'S DIGNITY AT THE BEGINNING, DURING AND AT THE
END OF A ONE-ON-ONE.
The single most important component when giving someone corrective feedback is to ensure that person can walk away with dignity. When two people are in conflict or getting defensive (which is the main theme to most one-on-ones) this becomes increasingly difficult. In an attempt to appea
I was 22 when I told my Dad I was getting married. He just looked up at me while getting a cup of coffee and said …"Just remember, it's for a helluva’ long time".When you're managing a change project, hopefully it’ll be for a helluva’ long time?We hear a lot today about how difficult change is on people and how they fight it, and they do. But does it have to be that way for everyone? I don’t think so. If you recognize a couple of key things about people, your change efforts will move along like melting snow instead of inching along at glacier speed. Change isn’t easy but it can work better than it does in most organizations.The first thing to re
2. FAILING TO ENSURE SOMEONE'S DIGNITY AT THE BEGINNING, DURING AND AT THE
END OF A ONE-ON-ONE.
The single most important component when giving someone corrective feedback is to ensure that person can walk away with dignity. When two people are in conflict or getting defensive (which is the main theme to most one-on-ones) this becomes increasingly difficult. In an attempt to appea
Where has customer service gone? It used to be that if you wanted information about a product or service, you simply contacted the company. Today, contacting a company by phone is more difficult. Sometimes you need to go through a myriad of pushing numbers to get to the department that may be able to help you. Or you get to someone who speaks English with a heavy accent. Some companies do not have telephone contact information at all – you need to try to navigate through their web site to contact them.Those of you born before the baby boomers and yes, even those of us born in the baby boomer generation, remember the days when customer service actually meant so
3. NOT ACCEPTING RESPONSIBILITY FOR EVERY RESULT PRODUCED BY THEMSELVES
AND THEIR TEAM.
Note that this mistake says "EVERY RESULT". This is a very hard shift for many new management members. The new manager is no longer an individual contributor, and is now responsible for every person' s performance. This is a contradiction in the "real world". No one can control or change another. And yet, in management, you are expected to take responsibility for your team's performance, especially when it is lacking (and frankly, to NOT take credit when the performance is good!). The supervisor must determine what isn't working and why and correct that; and when things are working, he/she must continue these processes while ensuring everyone stays challenged, motivated and recognized. Thank God for stock options!
4. NOT LEA
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