What Would People Say About You?

I started teaching another Undergrad course in Critical Thinking yesterday.  I am always excited about a new class and meeting all the students.  They are bright eyed as they begin a new course and see their own finish line approaching with each class they finish. 

As a part of my class structure everyone introduces themselves and provides a bio.   In case you didn’t already know, I teach in an online environment so I have students all over the Country and at times the world. The Bios are pretty interesting as student share where they have traveled, their past work experiences,  information about their families and information about why they are continuing their education.

As you may suspect, the majority are in school to finish a degree they may have started years ago.   Some had to leave school to take care of families, others state they weren’t ready to buckle down and do what it takes to make the grades.  Their discipline was lacking at the time.  Now that they are older and see that they can’t advance without a degree, they are back in school.

There is something to be said about being in the “real” world before continuing on with your education after High School.  For one, you are in school because it is your choice, not the choice of your parents.  Your commitment is with yourself.  The other is that you can get a feel for how business works.  Regardless of the business, there are employees, supervisors, managers, and the executive.  The impression that these people have on you is one that provides alerts for how you would like to be or not want to be.

My adult learners have all ready been in situations that provided them with either good examples of management skills or bad.  As an executive I certainly hope that my affects on people have been positive.  Based upon some of the discussions in my class, there are many managers that are giving the title of Management a bad name.  I hope that what ever level you are at in your company, you realize that someone is learning from you.  Now the question is are their learning good things or bad?

Do You Really Get More With Less?

Many employers believe that they will get more out of their remaining employees because those that remain fear being the next to receive the “pink slip” and head toward the unemployment line. They believe they are motivated by fear to work harder.  This is not necessarily the case.  

If ever there was a time for leadership it is now, when fear is so dominant.  Key Executives (CEO, CFO, etc.) are seeing what is happening to their competition or comparable industries and they are fearful that the same could happen to them. Their focus is on keeping profits at least level so they can remain in business.  For most the last thought on their mind is the morale of the employees that are remaining to make sure those profits happen.  Top Executives are there to vision the company forward.  Management is there to make sure that those visions are carried out. Therefore, this is where middle management comes in.  As a Manager/Supervisor what are you doing to assure that the past is left behind and your employees are focusing on the future?  (Remember, therapy is interesting in what happened in the past, coaching is all about moving into action and moving forward!)

We all know we can’t do anything about that past, the future hasn’t arrived yet so we can only live in the here and now.  Employees need to see that the fear has left the building.  If doors remain closed and long faces prevail whenever they see a “suit” walk by, then chances are they are going to feel the fear as well.  When an employee is in a state of fear, you are not getting more for less.  You are dealing with employees that are keeping their heads down out of fear of being noticed and spotted for the next round of laid offs!

As a manager/supervisor you need to get back to leading.  Call a meeting and let employees talk about their fears, address what you can and then provide the guidance to lead them back to a productive state.  Now is the time when asking what ideas and strategies your employees have for picking up morale and moving forward are the most beneficial.  Get them involved in the solution and they won’t feel like part of the problem!

Value Driven Leadership

I have been hearing more and more people tell me that their companies will not be handing out bonuses this year.  Some have even said that there will be no annual increases.  The economy is definately suffering, all you have to do is pick up any newspaper or magazine and read the headlines.

People are worried about job security.  Forget about the bonuses and raises, they just want to keep a job with cash coming in.  So, without the monetary incentive and with people feeling insecure about their future with the company, how are managers coping?  Perhaps they are dusting off their copies of Beverly Kaye’s book “Love em or Lose em” or Adrian Gostick’s “The Carrot Principle”.  Maybe “Who Moved My Cheese” or “Our Iceberg is Melting” would be good reads now since change is definately here!  Either way, managers have the responsibility to keep their employees on task and foster a culture of change.  Above all, mangers should not be telling their employees “its business as usual”.

Manager’s need to be open and honest.  What are the values of the company?  How are those values lived out in the work that is done.  In Badaracco and Ellsworth’s book Leadership and The Quest for Integrity, they state:  ”Leadership means shaping an organization so that its values, norms and ideals appeal strongly to its individual members while at the same time making the company a stronger competitor.”  Value driven leadership aligns the employee with the company.  Alignment of values between company and employee provides for a creative work force.  People value work that allows them to contribute, to be creative and to help problem solve.  When the company is seen as a community, everyone can benefit.  Go back to your brainstorming days when everyone was allowed to throw out ideas on ways to solve a problem.  Although some pretty far fetched solutions were offered, there were definately some valid ones as well.  Everyone felt that they had a say and a stake in the outcome.  They were made to feel part of the solution, not part of the problem.

Going back to what I said earlier, employees are worried about losing their jobs.  Perhaps they see themselves as one of the problems of the company.  Not they themselves, but their salary, benefit package, bonus, annual increase all equate to dollars, perhaps dollars that a struggling company does have.  If we can use our greatest assest and engage them in the solution, we may all be saved!