How confident are you about the effectiveness of your organisation’s senior leadership? What rating would you attach to your manager’s skills?
I ask as an article by Liz Ryan for Forbes online concerning Bad Managers has triggered my post (there are other Liz Ryan articles on LinkedIn ).
I had the privilege last week of sitting in on an Enterprise Nation Webinar, at which serial entrepreneur Doug Richard talked about the goal of Improving Leadership and Management. My favourite quote from that conversation is shown above. The post Liz wrote reminds me that Bad Managers leave a trail of angry and demotivated employees in their wake. The Bad Manager helps create disengagement and they are a liability to their team and their employer.
One of the least inspiring managers I ever worked for had two operating modes. One with senior colleagues, involved smiling and kissing up. Mode Two, with team members, involved micro managing and being divisive. I remember once mentioning some of the valuable lessons I’d learned from my degree course and the Manager’s response was a classic: “Oh, you have a degree. That does surprise me!”
Needless to say I was never happier than when I left that part of the organisation. I wasn’t the only one. Effective management binds teams together and adds value to the connections between team members. Bad management sows the seeds of disruption. The manager I encountered clearly needed support to improve their practice. I only hope that they received it, before their behaviour triggered a complaint.
Here are 3 questions for your consideration this week:
- How content are you that your job goals are being supported by your current management?
- How congruent are your values with those of the organisational leaders who have the most influence on your work?
- What actions will you to take this week because of your answers to the 2 preceding questions?
Feel free to look at the further ideas relating to your work and life goals in the Archive section here, on Facebook and Google+ too. Or you can always View Roger Dennison’s profile