Managing Up

Fun fact:  Almost every time I run a management training class, someone asks about how to manage their manager.  

Here's the tip. Have a conversation about how you work together - don't add anything else to the agenda.  

What to discuss?

1.  How do they like information? Formal or informal, verbal or written.

2.  How do they take in information?  On-the-spot or with time to process?

3.  What are their goals for this year?  

Be sure you can answer these questions about yourself, they might ask.

Also, start the conversation by explaining what's in it for them to make the time and share their responses.  

ie "so that I make you look good, or so that I can be more productive for you etc.

Enjoy the silence...

Not only a good song by Depeche Mode but a good rule of thumb for conversations with your team.

If you need help, try counting to ten (silently)

Here are some scenarios that benefit from silence.

1.  You are delivering feedback and trying to decipher why the person did the thing they did.  Ask "How come?" then enjoy the silence.

2. You are trying to encourage team members to be take more intiative.  They ask you for advice, you ask them "What do you think you should do?" Enjoy the silence.

3. You ask the team for ideas on how to implement a new process, the meeting goes quiet.  You should too, enjoy the silence.

Need a sound track as a reminder?  Click here. 

The only thing not changing is change...

Chances are something in your office has changed; new computers, better phones, new pricing, different people or a new process for handling customers. You probably have some people that go with the flow and adapt easily to change; here are some tips to help with those who don’t.

1. Make the case for change factually.  Explain why the changes are necessary.  Don't assume they know the cost or implications of not changing.  Make it obvious.
2. Allow them time to share their concerns.  Acknowledge those concerns and return to your factual reason for the change.
3. Present the big picture.  Show them how, in the long-run, this will be beneficial and remind them of that benefit along the path to change.
4. Repeat.  Stick to your message, repeat your reasoning and apply pressure and even consequences to getting on board. 

#2 is the most important and hardest step.    Remind yourself that you might have resisted change at some point in your life too (moving, taking a new job, needing reading glasses, realizing that your pants really didn't shrink in the wash, discovering your kids do something better than you…) how long did you resist?  Did you need to discuss, vent or complain before you accepted it? 
 
Tip:  Read the book, “Who Moved My Cheese?”  This short fable adds perspective to the changes we are all facing or click here to watch it on youtube.

The Chill Pill

• Do you find yourself stretched thin?
• Do you have too much to do?
• Have you ever 'lost it' in front of the team or a customer?  

 If so, you might need the chill pill....

Every hour on the hour take one minute to take a deep breath and ask yourself "is this the best use of my time and energy right now?"  If not, refocus with a fresh perspective. This quick activity can help you regain control.   

Warning:  The Chill Pill may cause interruptions in your day, leading to increased productivity and effectiveness.  Take with a glass of water. 

How people learn

How did you learn to do your job? Chances are it was through on-the-job experiences.

Here's the breakdown on how we learn;

10% from formal training (classroom, virtual, conferences, Ward Certified, etc)

20% from others  (coaching, mentoring, networking, professional associations)

70% from on-the-job experiences (job shadowing, delegation, project debriefs, stretch assignments)

What does this mean to you?  

If you send an employee to training (and please do!) have a conversation with them before they attend and when they return.  This is the best way to ensure they learn what you want them to learn and that it sticks.

This breakdown also highlights the importance of the coaching you do.  I know you are busy, but make time for those informal conversations that guide, direct and delegate.   Aim for 2 a day, start with your best performer and your worst. Move in on that list each day until you've covered the team, then repeat. 

Coaching is a great investment.  Guide performance now to avoid having to put out fires tomorrow.

A little humor goes a long way...

Did you see the Sochi 2014 Olympic closing ceremonies?

Performers recreated the fifth Olympic ring that didn’t open in the opening ceremony during the closing ceremony.   Russia can poke fun at themselves, how about you?

Leaders, Managers and Supervisors are role models, but that doesn't mean you have to be perfect. In fact, vulnerability goes along way towards building credibility.  This week, look for the opportunity to laugh at yourself at work.  

Must haves...

How important is structure and predictability to you? The more important it is, the less flexible you tend to be and the more the stress you will experience when change happens unexpectedly.

Consider the unusual weather so many of us are facing.  How have you reacted?

1. Love it!  Messing with my routine adds challenge and adventure.
2. Hate it! I had a plan, a meeting, a team, a process and the weather messed with that. It's annoying. 

If you chose #2, you might be adding stress to your day and even passing that along to your team. 

What if you changed your expectations from "must-haves" to "preferences".  For example.

I must have a good cup of coffee every morning becomes, I'd like to have a good cup of coffee.  When it happens you can be happy and grateful rather than simply meeting your expectations.

What expectation can you adjust today?