Don?t Get Down ? Manage Up!
"Experience is not what happens to a man; it is what a man does with what happens to him."
- Aldous Huxley Ever have one of those supervisors that just didn't quite get it? Perhaps you even wondered from time to time how in the world this person ever became a manager in the first place? The truth is that most of us, at some point in our career, will experience this firsthand. No doubt, it's a tough situation to be in when you work for someone whose leadership skills are less than desired. So what can you do? First of all, remember that a majority of leaders in any organization do not hold the #1 position in the company. Don't let one unreasonable manager ruin your opinion of the entire organization. Understand that within any reporting structure/hierarchy, there will typically be challenges in even the best reporting relationships. Clearly realize that your particular situation may not be that unique. Chances are, the grass will be no greener elsewhere. Keep in mind that your supervisor may be well aware of his weaknesses and has hired you to help him compensate. One trait common among great leaders is their ability to surround themselves with team members that compliment their strengths and/or compensate for their weaknesses. So there's still hope! Keeping the above in mind, let's take a look at some way you can effectively "Manage UP"! - Accept your supervisor as he/she is, and commit yourself to helping him be successful. In the long run, everyone wins with this strategy. - Realize that you are in control of your actions and you can work to improve your business environment. - Focus on ways you can help your manager provide the resources you need to do your job well. For example: If you feel you need more feedback from your manager, yet he does not provide regular one-on-one coaching sessions ? simply take the initiative to schedule "briefings" with your manager. Ask specific questions that will generate the feedback that you seek. Taking initiative in a safe and non-threatening way, for the dual purpose of getting what you need and identifying how you can make your supervisor's workload lighter ? will certainly serve you well. Specifically ask your supervisor what she needs to make her job easier, and the team more successful. OR, if you have your own ideas ? offer those ideas for consideration. In short, do your best to be supportive and helpful, yet be prepared to be patient in the event that your strategy is not accepted as quickly as you would like. You can't control what anyone else does, but you can always control what you do. In the event that your supervisor is just one of those "evil-beings" ? have faith that what goes around, comes around. It's just a matter of time until circumstances will change for the better. Be successful in spite of an unreasonable manager. Above all else, stay on the "high road" ? as it will always serve you well. "Success is never final and failure never fatal. It's courage that counts."
- George F. Tiltonood Richard Gorham is the founder and President of Leadership-Tools, Inc. His web site, http://www.leadership-tools.com is dedicated to providing free tools and resources for today's aspiring leaders. Offering high-quality tools in the areas of Business Planning, Leadership Development, Customer Service, Sales Management and Team Building.
Related News
|
 |
|
|
RELATED ARTICLES
Innovation, Idea Selection, Valuation
There is no sure fire route to commercial success, but one can maximize the chances of selecting those ideas that are most likely to succeed. Organizations short of R & D resources must implement such processes. The Economist (2003) states that 3000 bright ideas result in 100 worthwhile projects, which are winnowed down to four development programmes. And four such development programmes are required to stand any chance of getting one winner.
Communicating CEOs
I see a PR firm has done a survey on the amount of time Canadian CEOs spend on communication, and found they spend almost half of their time on communication.
Leadership: Stoking The Success Train
Everyone wants to succeed yet everyone has a different perception of what success means and what it will bring into their lives. It is a means of gaining financial freedom for some and for others it means a healthy, happy family life. There are others who define their success by the power that their job title brings and others who feel successful when they believe their leadership skills excel above others.
Holding Effective Meetings Can Be Easier than You Think!
I'm sure you've experienced those typical "headache" meetings! You know the kind I'm talking about -- the ones where the key players are running late, no one knows exactly why the meeting was called, and there's not a single agenda in sight. Everyone's sitting around wondering, "Will this last 20 minutes or will we be here all day?" It's impossible to tell!
Transparency: A Key To Your Effectiveness
Last month I talked about the Skilled Facilitator principle of being curious. This month I want to talk about the complementary principle transparency. Transparency has recently become a popular topic in business as organizations seek to build (or rebuild) trust with customers, shareholders, and employees. This morning as I opened the op-ed page of my Sunday New York Times, the title read, "The New Public [NY Times] Editor: Toward Greater Transparency." Whether you are a leader, consultant, facilitator or a team member, being transparent can help you build relationships and create positive results in ways you didn't think possible.
The Myth Of Relationship Selling Revealed At Last
The second you quit being the 'best deal' for your customer, he'll drop you like a hot potato. Regardless of how many lunches you've bought him or birthdays you've remembered.
Plans & Goal Setting - Kicking winning Goals
The competition for business is hotting up. The advances in new technology, ease of communication, and increasing expectations from customers have combined to make the marketplace more competitive than ever. In this world it is critical for small and medium businesses to be proactive about creating their future. Without proactivity, things just seem to 'happen' without your control.
Let the Intern Do It - Affordable Help for Your Business
Do you have more projects than time? Help might be as close as your nearest college. Many have intern programs, where students complete tasks for businesses as part of their studies.
Argue Your Way To Business Success
"Jack" (not his real name) is a vice president of a publicly traded company. Recently, Jack's stress and anxiety levels have been high enough to impact both his working and his personal lives. (I'm using an alias because he's concerned about his story becoming public ? for good reason!)
5 Ways of Increasing Business Profits
The economy may finally be turning around and showing signs of a rebound. Interest rates have begun to rise and the stock market is recovering from the lows it experienced in the last couple of years. Is your business ready to take advantage of these improving times? Can you translate these improvements into increased profits? You can. Read on?
Miracle Max On Market Breakthroughs
Successful enterprise building requires seven elements. These are:
Building the Trust in Your Employees - 12 Easy Tips
In Stephen Covey's great book, "The Seven Habits of Highly Effective People", he talks about the 'emotional bank account', where you have to build a credit in your relationship with the individuals who you work with (and everyone else as well!).
Time Management Tip: Stop Micro-Managing Employees
If I was a fly on the wall what would I hear your employees say? Would it something like this? "They won't allow me to make even the simplest decisions." "The red tape here makes it very difficult for me to do my job." "Management has to sign off on everything; they don't trust me."
Performance Appraisal Scenarios: Improve Your Communication
IMPROVING COMMUNICATION DURING THE PERFORMANCE APPRAISAL:
If the employee has trouble getting started on the self-appraisal you might say: "Why don't you start by talking about the XYZ project?" (Pick a topic that the employee will feel comfortable with, a success rather than a failure.) "It seems to me that the PDQ project was harder than we expected. What's your perspective on that?" "I know this sort of thing is hard to do. Start wherever you like. I'm eager to hear what these past six months have been like from your point of view."
Conflict at 36,000 ft
This was supposed to be one of those sleepy flights that leaves late, crosses two
time zones, and arrives at 11:00 p.m. But it wasn't.
The Three-Dimensional Communication System
Human communication is always three-dimensional. No spoken or written message is ever just words or rational thoughts. Every interchange between you and another person has and takes place at the following three intimately related levels, or dimensions, of being: emotional, physical, and rational. Any attempt to communicate will succeed if all of these dimensions are adhered to. Knowledge of this three-dimensional nature is the foundation of training. You can't get much closer to real understanding without these realizations.
Enhancing the Motivational Climate of Your Workplace
It has been well documented that employees' productivity and job quality increase when we are made to feel welcome at work. In other words, when the motivational climate is enhanced to meet their needs they produce quality work at the 100% rate.
Successful Business Decision Making
Some people make decisions without any difficulty, while others struggle. Are you having trouble making a decision? Do you feel overwhelmed by all the choices you have, and aren't sure how to pick just one? No matter how big or small those decisions might be, I can teach you how to strategically:
Innovation Management ? some ideas are better than others
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.
One Thing You Cant Hide
One of the most important of all motivators at work is consideration. Employees report that the best managers they ever had were people who cared about them as people and as friends. These managers took the time to ask them questions about their lives, and to listen patiently while they talked about the dilemmas and problems and situations in their families. The more that the employees felt that the boss liked them and respected them, the more empowered and motivated they felt.
|
