Posts Tagged ‘delegate’

Red Flags for Managing Better

October 2, 2014

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Managers lead, supervise, mentor and motivate others. Their skills and knowledge have huge influence in your organization’s effectiveness. Minimizing workplace stress, supporting productivity and high performance in your organization requires capable management.

What does poor management look like? To avoid it, and to support talent development, it’s helpful to recognize misbehavior.

This list of seven  general symptoms below isn’t exhaustive, but can signal when feedback, training, further education or changing staff is necessary. In this post and my next, I  describe behaviors and a  “red flag” in bold face copy.

1. When asked about a colleague’s new title and responsibilities eyes roll. An unprompted extensive review of a senior executive’s incompetence. Comments on (or participation in) a workplace romance between staff – one supervising the other. Gossip about or sponsorship of an unqualified friend  who “got in” as a new hire. This behavior kills morale and pollutes culture. Red flag: Focused on and feeds politics.

2. Berating, belittling, threatening and irate stream of consciousness comments to subordinates or colleagues. This way of communicating generates interpersonal friction and resentment. Red flag: Abrasive communication.

3. Unwilling to distribute responsibilities and develop others. Controlling all assignments and micro-managing others is  a sure way to demoralize staff. Red flag: Won’t delegate.

4. Grabs credit and blames others. Rarely shows interest or interaction with staff or colleagues but spends nearly all their time with a boss or those at the top of the organization chart. Red flag: Only manages up.

5. Operating one step from disaster and running from fire to fire is exhausting and unnecessary. Priorities, goals, and time management are crucial to guide others. Red flag: Little or no anticipation.

6. Collects informatin but acts paralyzed. The manager won’t take action or own choices. Wishy-washy avoidance earns little or no respect from team members. Red flag: No ownership and indecisive.

7. Hubris and self-absorption are both  unattractive and toxic to learning. They also preclude managing a team or function that involves others. Few or no questions. Red flag:Knows everything.

If any of these signals are present in  your workplace, take corrective action. Consistently provide explicit instructions on the right attitudes and actions. And, most important, model  expectations daily. (See the following post for more common red flags!)

Lisa Wyatt, Ed.D. is chief strategy officer and partner in Phillips Wyatt Knowlton, Inc. PWK is a performance management resource for systems and social change with clients worldwide. Lisa has cross-sector and international experience. She is an author and W.K. Kellogg Leadership Fellow. See: www.pwkinc.com

 

 


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