February 15, 2008: The Ideal Manager
Quote of the Week
“A good manager is best when people barely know that he exists. Not so good when people obey and acclaim him. Worse when they despise him.”
– Lao-Tzu
The Ideal Manager
by Claire Raines
Besides this one, how many emails are in your inbox right now? How long have some of them been there, and how many have you opened before?
- “Believing in employees.
- Helping employees achieve balance.
- Developing career plans with employees.
- Adapting to differences.
This means the manager is confident in an employee’s ability to succeed. It means leaving micromanaging behind and allowing people the autonomy they want to get the job done. It means letting people know that they are valued professionals.
People who feel they have some flexibility in where, how, and when they work are more satisfied with their jobs. Employees want to know that their manager is responsive to their personal needs, their outside interests, and the family demands that arise from time to time.
It’s about helping people figure out what they want to be when they grow up. Today’s manager needs the skills of a career counselor - one who helps individuals to discover their talents, skills, assets, preferences, motivations, and professional goals.
The main challenge for managers is to demonstrate a strong belief in employees, help them achieve balance, and develop career plans with them - without favoring some employees over others, and without sacrificing business goals. This requires flexibility, one of the most important assets of today’s successful managers. By knowing your people as individuals and understanding what their needs and preferences are, you can adapt policies, schedules and work procedures to their diverse needs - demonstrating to them that you believe in them and value the work they’re doing (Raines, 2003, p. 96- 98).”
Reference: Raines, C. (2003). Connecting generations: the sourcebook for a new workplace. Menlo Park, CA: Crisp Publications.
Reprinted with permission from the OSU Leadership Center, Ohio State University, Columbus, OH 43210, (614) 292-3114, http://leadershipcenter.osu.edu.
Coaching Call to Action
A number of my clients are in the middle of the performance review process. What if this year you took Ms. Raines suggestions? Would this bring a different kind of energy to your assessment? To your meeting with the employee? What could you create together?
Community Involvement
Pounce on a Project II - 2008
Last month we worked on developing new PowerPoint skills, writing presentations and cleaning up our offices. Here are what a few folks said:
- “Getting started is such a big help and gets you on a roll.
- It feels really good to get rid of stuff!”
What project would you like to get on top of and accomplish this month? Come to Pounce on a Project II - - 2008. Join Coach Andrea on Thursday, February 28th from 9:00 a.m. to 12:15 p.m. Eastern. We will join as a group by phone and declare what you want to accomplish: getting taxes ready for the accountant, cleaning out those boxes in the corner, getting your website finished or make cold calls.
During the morning, the group will gather by phone a few times to check progress and get any support needed to finish with a bang. At noon, the group will celebrate their accomplishments. Who says projects have to be boring and tedious? Bring your lightness and fun and join us for the energization.
To sign up or learn more, call or by noon on Wednesday, Wednesday, February 27th. Feel free to share this with friends and co- workers, the more the merrier. (Cost of the program is only the cost of long distance phone calls.)
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