“MANAGERS IN DISGUISE – LEADERS IN DISGUST” is an excellent tool for every organization that desires a positive culture change. The solutions in this book create long term profits in a short amount of time with virtually no capital investment by eliminating most of the indirect costs associated with any organization. Once you’ve shown your organization that you’re “all-in” with this way of thinking and that your going to begin sharing this tool with them as it is intended, be prepared to accept the culture transformation for what it is, positive.
“A promotion to manager can give you authority but not power. It is the people you are to manage who will give you power; by their actions and response, they will bestow power on you, but only if they trust you to use it well. Out of this will come the business advantage that happens when people are creative, innovative and productive.” By: James Autry. In other words, you are in charge as long as your teams allow you to be. Expectations are a two way street.
All too often, people tell us what they think we want to hear and all too often they’re wrong. Why do some people assume we don’t want to hear the truth. Making someone happy with a lie is most certainly going to catch up to you sooner or later. Think about the many missed opportunities that were the direct result of not getting the whole truth or the embarrassment of a poor showing because one of your teammates decided to leave out a few pieces of profound information which you could have used. I would like for the leaders who are creating more leaders to make this little piece of profound information a part of their every day training.
When you terminate someone’s employment, this means you are no longer in need of their services. When a good employee quits, this means they are no longer in need of your services, effectively terminating you. This should always be thoroughly investigated. Why do good employees quit? They quit when:
- Their expectations haven’t been met for extended periods of time.
- The organization is headed in the wrong direction.
- There’s no more room for advancement.
- They don’t feel recognized.
- It’s not fun anymore.
- They become the problem (the wrong person on the bus)
All these issues stem from a lack of effective leadership. Even good employees have their limits to what amount of dysfunction they can take from bad management. Once a person’s morale is beaten into submission, they usually seek other opportunities to make a difference elsewhere. A good employee who is frustrated by bad management will inevitably make the transition from a good employee to a bad employee over time. A good worker will quit before he/she begins to destroy the motivation of others. Notice, these types of sacrifices are only made by good employees. All too often, the managers in disguise are oblivious as to their part in the destruction of the good employee and wouldn’t admit to it anyway when confronted about it. If you can relate to my analysis, share this insight with those who need it the most or feel free to comment. Never miss an opportunity to help someone else succeed.
More often than not, organizations are using social media as a tool to keep tabs on their employees. They will connect with as many employees as possible and then have some loyal office person keep tabs on what’s being said about the organization. This action, as long as the information gathered is looked at objectively and used constructively, can be a useful tool.
I’ve known many people who have posted the good and bad about their organization’s issues. This information, when used correctly, can add value to any organization.
It’s been my experience that when someone praises their organization, or a part of it, in a social media site, this information is dismissed as not worthy of discussion. On the other hand, when someone steps up and posts a comment that can be construed as negative, they’re immediately hauled into an office where they’re instructed to cease all negative posts about the organization. My issue with this is not in the attempt to protect the organization’s image, but rather the lack of any attempt to address and resolve the issues which led to the negative posts in the first place.
When employees or constituents offer positive or negative information about what’s going on in their working lives, their insight should be taken seriously. Verification of the legitimacy of all claims should be sought. All too often, the goal is just to squash the negative publicity without ever addressing the problem. However, the goal should be to use the information to the organization’s advantage. If you truly want the number of negative posts to decrease and the positive ones to increase, you must take the good with the bad. Ask the employees or constituents what their expectations are and how you can better serve them and then deliver on those expectations. Failure to address the issue is a failure on your part to be a part of the solution. There’s no value added in the collection of information if there is no effective plan to take action on that information. Help me, help you, by spreading the word.