Tag Archives: mentoring

MANAGERIAL MISTAKES!!!

Not fulfilling promises and lying on occasion:

Trust is the most important bonding factor in a relationship and this applies to business relationships also. Break promises or lie and respect for you starts to disappear since employees can no longer depend on your word being true which causes mistrust and hostile confusion and uncertainty in the workplace.

Perhaps not giving a promised pay raise or job promotion will most negatively affect the morale of an employee. There are other less blatant forms of promises made and not kept which will break the trusting bond with employees. Perhaps the best advice to give a manager is to not be pretentious but be honest and straightforward in all your dealings with employees so that they never have to doubt what your true intentions and demands are on the job.

Criticizing employees publicly:

Embarrassment, shame, and bad feelings against the manager may follow the criticizing of an employee in public. Almost everyone wants to feel safe with reputation intact if they make a mistake or screw up in some way on the job and don’t want this to become public knowledge if at all possible. The right time and place to do any chastising is in private between manager and employee only.

Excessive invasion of privacy, especially if details are announced publicly or to other employees:

Sometimes private activities affect business relationships or activities but the manager should be cautious about probing too deeply into the private lives of employees and even worse gossiping about the juicy details. Almost everyone is interested in maintaining a good reputation in the workplace and intimate private details which reflect a bad circumstance or situation should remain largely private and go no further than the manager and employee concerned. Most employee private secrets which don’t adversely affect the business should be respected and definitely not gossiped about if found out.

Withholding motivation or positive feedback:

A manager should do more than just try to help out if problems arise. A good manager will offer words of encouragement for a job well done so that the employee feels that they are being noticed and appreciated on the job on a regular basis.

Micromanaging employees:

Micromanaging indirectly implies that you don’t trust an employee to do a good job on their own. While micromanaging a new employee who is learning the ropes is sometimes a good thing, micromanaging a competent employee with unnecessary interruptions can adversely affect productivity. Interrupting when the work seems to be going too slow or noticing that too many mistakes are being made on the job is not micromanagement but a valid time to see if you can speed things up or eliminate apparent roadblocks to the work. Micromanaging is done primarily because you don’t trust an employee to do a competent job mostly on their own or you want to take credit for the job done yourself.

Not getting feedback from employees:

A domineering manager may just be inclined to give out orders and not ask for much feedback from employees. Largely isolated and minimally interested employees may be the result if they are almost never asked to participate in the decision making processes. Feedback from employees is especially important in a team effort which needs good coordination and participation by more than one employee. Happy and productive employees should be the goal of almost all businesses. Good feedback will determine how happy and productive they are and what things could possibly be done to make them happier and more productive.

Failing to appropriately discipline:

It is bad policy to ignore bad job performance and bad behavior which if left unresolved can lead to a sharp drop in employee morale and some if not many looking for jobs elsewhere. Before disciplining an employee it is best to have a private conversation and determine what is the cause of bad performance or bad behavior on the part of an employee. Sometimes all that is needed is determining the cause, pinpointing concrete steps to resolve the issue, and finally a promise from the employee to improve in the near future with concrete behavior modifications.

Sometimes giving the employee less responsibility, taking away a privilege such as parking rights, or threatening with firing are what appropriate discipline looks like. If the bad performance or bad behavior persists then make sure that you document it all and finally fire the offending employee before the rest of the staff is negatively impacted to the point of no return.

Not coaching or mentoring employees:

Some employees want to advance to higher positions in the business and don’t want to stagnate in a job at the same level for years. It is important for a manager to pinpoint those who want to be upwardly mobile and give them the appropriate coaching, mentoring, and delegation of some authority to keep them motivated. Yes, you run the risk of someone taking over your job in the future but a great manager will him or herself want to move up the business ladder to even higher positions of authority. Having a willing and able replacement ready to go may be a very important factor in getting a personal job advancement yourself.

Not cultivating interpersonal relationships:

Emotional IQ is very important for managers and that usually means that a manager is also interested in some personal information about how the employee is doing away from work. It might be valuable to know what an employee plans to do three or five years from now and what other valuable interests the employee may have. Knowing about employee hobbies, continuing education efforts, networking, and what one does during leisure time can all be vital in adding personal touches to future conversations and pep talks.

Most employees react favorably if they sense a manager really cares about them and what they are doing and hope to do in life.

If you liked this evergreen truth blog then read more of them, about 4800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1121!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 887!!!

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If you liked this evergreen truth blog then read more of them, about 3800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 686!!!

FotorCreated (26)

If you liked this evergreen truth blog then read more of them, about 3600 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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THE 10 MAJOR DIFFERENCES BETWEEN DRIVEN AMBITIOUS SUCCESSFUL HUMANS AND THE REST OF US!!!

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They think outside the box or have a good dose of unconventional or innovative thinking and doing.

They surround themselves with supportive relationships and don’t waste time and energy with toxic or negative humans.

They are resilient in the face of failure and/or rejection.

They are internally motivated, have a vision, and follow it unrelentingly or passion drives them with an authentic belief in what they are doing.

They continue to learn and have learned many useful lessons from mentors and humans that they admire and tend to handle difficult situations similarly.

They have integrity and live by their core values.

They realize that part of what they are doing is swimming against the tide and they derive satisfaction in doing so.

They finish what they start as much as possible.

Fear doesn’t hold them back but are ready to take the necessary calculated risks.

They want their coworkers and followers to succeed too and do a fair share of mentoring.

If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

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SOME IMPORTANT WAYS TO BECOME A BETTER LEADER!!!

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GOALS:

Set goals, write them down, and get feedback from potentially involved staff members if there are any objections to the goals or alternate goal suggestions.

Prioritize goals based on an estimate of their urgency, potential impact on profitability of the company, and cost of personnel and resources needed to achieve the desired goals.

Estimate the approximate time it will take to achieve the goals and when you and members of your staff will start on them.

ROUTINE TASK IMPROVEMENT:

Analyze a task by asking whether there would be any adverse results if the task were eliminated entirely since some are purely make work routine tasks which don’t have any noticeable benefits.

If a task is beneficial then ask whether its efficiency could be improved by replacing it with computer software or eliminating subtasks or spending less time on the tasks.

Sometimes tasks are redundant and two or more tasks can be merged into one new task which produces the same results.

INNOVATION AND CREATIVITY:

The key to innovation is finding someone who is doing your job more efficiently and usually differently.

Relevant useful research of reputable authorities in your field is one way of getting innovative ideas and the other is to make connections with managers or leaders of other companies basically doing your job only perhaps a little more efficiently and better.

Sometimes your staff members may have some innovative ideas which can surface if you have the courage to ask them.

Innovative efficiency often means replacing routine functions and humans with computer software but you should be very cautious in using computer interfaces with company customers because most customers do not want to feel like they are communicating with an impersonal robot and the reputation of your company may greatly suffer as a result of too much of this impersonal treatment of them.

STRATEGIC BUSINESS PLAN:

The strategic business plan should always be a satisfied repeat customer which is the only ultimate strategic consideration. The means to that end is making the company more competitive with more and better information, goods, or services and a more efficient organizational structure.

MEETINGS:

Disseminate a necessary agenda only to invited relevant workers prior to the meeting, start on time, and assign relevant tasks with a deadline during the meeting.

TEAMS:

Have clear rules, expectations, and goals.

Listen more than you speak and get appropriate feedback.

Sometimes compromise will be necessary to get enthusiastic committed member support.

NETWORKING:

A good memory is definitely a great asset but keeping a written file of new humans which you meet each day and the context in which you met them can be very useful in the future.

Seek out humans who can potentially help you in reaching your goals. Joining and becoming an active participant in a professional association is one way of starting to accomplish this goal.

MENTORING THOSE WITH LEADERSHIP POTENTIAL:

Your ultimate goal may be to climb the corporate ladder to at or near the top so take time out to mentor potential leaders who could replace you when you get promoted to greater responsibility.

One way to slowly do this is to once in a while delegate some of your authority to an aspiring leader who has similar ambitions.

When and if you get promoted then you will have a loyal or thankful human leader working under you.

LEARNING:

Learn or research something new and hopefully useful almost every day.

Learn from your mistakes and failures and those of other humans.

Ask humans with similar experiences how they overcame their failures or how they would have done something which you want to do or tried to do.

MOTIVATION:

Individually motivate members and try to get their support because different personalities sometimes require slightly different motivational approaches. Introverts and extroverts need slightly different approaches and even though most are motivated by a pride in their work some need financial bonuses or special privileges to keep them happy and motivated.

Keep group motivational speeches very brief and very infrequent.

The basic key to great leadership is hiring qualified competent workers and using emotional intelligence to motivate them into doing their best!!!

 

If you liked this evergreen truth blog then read more of them, about 3300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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4 STYLES OF LEADERSHIP AND WHERE THEY MOSTLY APPLY!!!

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There is the slightly tyrannical leadership, the mentoring leadership, the teamwork leadership, and the servant leadership.

Some of the characteristics from all four styles of leadership are used by some enlightened leaders to fit the occasion or circumstances.

Broadly speaking slightly tyrannical leadership can be successfully used with jobs which are well defined and frequently repetitive in nature. Jobs where punctuality is important and doing all the right steps in the job in the proper order.

If an employee fails to perform the defined responsibilities well enough then a threat of firing may be used or the employee is shown how to do it right. If showing enough times still results in failure then termination of employment may occur.

The tyrannical part here is demanding a job to be done a certain way efficiently and failure to do so results in firing. Examples of where slightly tyrannical leadership may be necessary is in the fast food business and for trade workers who are expected to perform their jobs competently in a timely way or else!

Demanding acceptable performance of a job under threat of firing for failing to do so is slightly tyrannical leadership.

Tyrannical leadership management also frequently exists if the manager is afraid that some new talented employee will be good enough to replace them and they will be out of a job. Heavy turnover of employees is frequently the way that tyrannical managers keep their jobs relatively secure, especially if there is not room for advancement in the company for these tyrannical leaders.

Mentoring leadership is basically a teaching role and delegating responsibility to a relatively large extent to teach company operating procedures to ambitious employees who want to rise through the company through greater and greater responsibilities and gaining competence along the way.    

Some employees would love to be mentored in a job but unfortunately it is a time, energy, and money investment which the leader must be willing to offer and in real jobs mentors are relatively few in number unless they are actually looking for a good replacement for themselves if they plan to be promoted in the company or want to leave the organization or company.

Teamwork leadership is vital when coordinating a group of specially talented humans with diversified skills who need to work together harmoniously on one grand task or project. Google, Facebook, and other highly innovative tech companies need talented group leadership to make all the diverse specialties come together to form a high quality functioning product or products.

Servant leadership with a partial emphasis on humbleness, modesty, and humility with a tolerance for humans who betray you is only common skills applicable to charitable organizations and government social workers helping the poor, handicapped, and socially problematic humans, some even with criminal records.

When dealing with dysfunctional humans or ones with severe handicaps the servant approach can work and make those helped feel that there is a leader there who cares about them no matter what they may do with their lives.

Mother Teresa is frequently glorified as a great servant leader but unfortunately the competitive business world for the most part is far removed from practical application of servant leaders or leadership. Could Mother Teresa really lead a Fortune 500 company?  I sincerely doubt it!!!

 

If you liked this evergreen truth blog then read more of them, about 1600 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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