The reliance on external assessments removes the accountability and authority for the judgment of a persons capability to complete and do their best work from where it ought to belong, the direct Manager. Subjugating this task creates unclear expectations and evaluative judgment of the work that people should be doing. This confusion creates strife and a false belief that psychology is what managers should evaluate.
• Read MorePeople on work teams don’t have to like each other, but they must be expected to help each other with respect to the work being done. What is often seen as ‘personality conflicts’ is really a symptom of poorly defined roles within the work. Define the roles and the personality issues disappear. Allowing the team and you to get your work done, and to stop having to play mediator.
• Read MoreWe are all in service positions. As a manager your job is to offer services to subordinates to complete their work. Be it coaching, training, motivation, resources, discipline, delegation of tasks, mentoring, etc…Often we are too quick to offer help, and be the Hero that we think we are!
• Read MoreConsulting & Coaching a Management team, we created this 4 x 4 Goal (what-by-when) matrix.
• Read MoreYou are paid to make decisions, we pay people to make decisions…by yourself and when your decisions only impact you, a method is perhaps not a needed. WHEN you are with a team working on completing a goal the process or method of making decisions is very important. Everyone has to know and agree upon the process for deciding.
• Read More