Posts Tagged With: Corporate

Leaders who do things right…or wrong

One of the most important relationships in our lives — that between the manager and the managed.

I will use the word `boss’ rather than `leader,’ `manager,’ or `supervisor’ (although all are bosses) because it implies an authority figure that has direct and frequent contact with subordinates – and who is responsible for personally directing and evaluating their work.

We are living through a period of tremendous change in the workplace and the world alike. It takes us online, gives us advice on how to dress for success, and reiterates how to present our ideas effectively.

I see leadership as a craft; something personal. We all want our team to think we are a good boss, right? We all also want to get perfect results and please our own boss, right? Why does it seem so hard to do one, not at the expense of the other?

Growing up we all had interactions with one leader or another. The way leaders lead in the past is different than how we have to lead today. Our teams are a hybrid of physical and virtual and figuring out how to effectively lead is a challenge all while maintaining our own “style”. For example, growing up my old leaders were not tech savvy – facebook, twitter and instagram didn’t mean much or were not invented. But in today’s world social media is everywhere. From Generation X to the new Millennial generation, we need to understand the importance of how each generation thinks, plans, and finally leads in their professional life – goal setting, preparation and finding ones strengths in the fields that one will become leaders in.

However, often we are in dilemma I bet many other like me face…

There is a generational difference in attitude and expectations and this will inevitably affect leadership style. The old ways are certainly dated and the old school values of individual responsibility and self-reliance are not as ingrained in a connected generation more focused on cooperation and group work. This is not inherently a good or bad thing, but a change that is best acknowledged and accommodated for.

For some reason, when a capable employee who seems to get along with fellow employees becomes “the boss”, something usually happens with how they interact with those same employees; and that “something” usually isn’t good. Welcome to corporate world, where a good two-thirds of its employees don’t like their jobs, primarily because they don’t like their bosses. In the business world, however, everyone agrees that having a “good boss” is highly preferable to having a “bad boss.”

I am not capable to talk about the leadership theory, but I believe that I can balance it with pragmatic lens on the real world. This is a fundamentally optimistic point of view: it is saying that we can all improve, that we are all working prototypes capable of learning and getting better.

However defined, a “boss” by nature is given or somehow obtains at least some degree of control of and – yes – responsibility for others, for better or worse “when performing essential chores like taking charge, making wise decisions, and turning talk into action. They are pounding themselves and their people so hard for short term results of any kind that they have forgotten how to get the best out of them. They have never needed peak levels of creativity, engagement, and risk-taking by their very best people.

A mark of being a good boss is that people don’t notice what you are doing, but are merely aware of that things are going well. And for bad boss, people tend to notice only where they are spectacularly bad and miss most of the components and contributing factors. I believe that they should understand human nature and knows what you should do, shouldn’t do and not be foolish enough to do just because, for a moment in time Mr Boss, you have got the power to get away with a temporary cover up.

Whose resonance not only made you laugh but also made you wonder what you were thinking by getting into organizational life in the first place? In reality, bosses are rarely good all around or bad all around, but instead some kind of a mix.

Well, I’m getting close to my word limit (self imposed) or I could go on and on. Hopefully I have succeeded in whetting your appetite.

Categories: Muddled Thoughts, Relationship, Work/ Career | Tags: , , , , , , , | 1 Comment

THE Bell Curve

What is bell curve? It is the ultimate tool of comparing employees, used by the companies itself. So comparison is here to stay. Now the question is, how to make this inevitable game, beneficial for us ? Always compare yourself with best of the best, try to improve yourself continuously, once you have surpassed them, move your bar little higher and so on. Meanwhile, be aware of your innate strengths and weaknesses, and work accordingly. Never try to play with your innate nature. Fish should never try to fly.

I wish to only compete against my self. Comparing myself to others can be toxic. Heck, I still did it and it was a miserable situation to be in. While the management was comparing me to other employees, which made me feel increasing amounts of pressure to try to beat the other employee in performance. The reality was, that the other employees had significant advantages over me (due to their skillset), and I came into the game with significant disadvantages (expertise in a different space) thus a misfit. Although I didn’t see anything beneficial from it and worth the frustration and aggravation, but I still blamed myself.

However, I try to learn from both “upward” and “downward” comparisons, but it is important to be smart while comparing oneself, either “upward” or “downward” and try not to judge myself or others. Past achievements are my benchmarks. My progression towards my goals should gauge my results. I should not compare myself with my colleagues because as their motivation fluctuates, so would my standard of comparison. My own objectives and drive should determine my work success.

But, I am very guilty of this myself.  The anxiety that is caused by constantly comparing yourself to others and their successes, ironically never seems to be lessened when you see them fail. I have been on both ends and it actually got to the point where people’s integrity was taken into consideration. No one’s path is your own and it is hard to judge this totally by numbers.

We tend to always assume that “the grass is always greener on the other side”….or the glass is “half empty.” It’s how we see ourselves and others, our perception that creates the “reality” we live in. We are the benchmarks for ourselves and our future. But low adjustment ability to change, social convergeance behaviors  and need for recognition and prizes taught for years in the schools and traditional families, create obvious mind traps and compromise our resilience.

When in a position of evaluating your team members, it must be done very discreetly and should I mention objectivity?

And so often, it’s an inaccurate picture. It’s so helpful to open up to feedback from the others in order to get a broader view. Personally, I strive for excellence…trying to avoid the often unachievable “perfection,” and that’s my personal  benchmark.

Comparison is a tool which must be used with caution. Not too much not too little!!

Categories: General | Tags: , , , , , , , , , | Leave a comment

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