Tag: Communicate

How To Become A Great Manager

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by cottonbro studio on Pexels.com

Managing other people is not about control. It is not about telling them what to do. Managing other people is about love. If you do not love people, you can’t work with them.

Love means you care. Love says, ‘I see you. I am with you.’ The question is, ‘Are you a great change manager? Do you care about your people? Are you in the game for yourself? Or are you in it for others?

According to Scott Miller, ‘One of your key assignments is to help change feel participatory for your team.’

‘As effective as your first communication might have been, your team will need time to process and understand the change.’

‘Information and action are the antidotes to fear.’

‘… Communicate comprehensively and constantly.

‘Communicating change simply, clearly, and with respect for the concerns and experience of your direct reports is key to kicking off a change initiative in a positive way.’

‘Don’t make your direct reports guess your motivations for requesting feedback.’

‘Leaders provide feedback to help people see what they are not seeing.’

‘When a leader delegates and gets back a poor result, it is usually the leader’s responsibility.’

‘Great leaders plan goals with their teams rather than for them, and delegate tasks without abandoning or micromanaging. They shift from telling team members what to do, to aligning their work to greater purposes and supporting their efforts.’

‘Because you’re a leader, you’re noticed. Every time you communicate, every time you open your mouth, you create culture.’

Source:

Scott Miller, Todd Davis and Victoria Roos Olsson (2019). Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team

‘Leading At A Distance’

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning Report
Photo by energepic.com on Pexels.com

‘Trust is built naturally among teams that interact in person each day, but it takes more effort to develop among teams that rarely (if ever) meet face to face.’

‘Virtual leaders need to create an environment that fosters trust. When trust breaks down, however, they will struggle to be productive.’

‘Motivating people at a distance is challenging because of the lack of in-person contact, which can make it harder to understand what motivates people and to convey the team’s sense of purpose.’

‘Recognize that virtual meetings are specially prone to disruption. Learn to recognize the five most common types of meeting disruptors and have a plan for addressing them.’

‘Managers who excel at coaching use paraphrasing, empathizing, and good questions to show they are listening closely, and provide balanced feedback in a timely manner, despite the distance.’

‘Leaders are concerned about how to ensure their corporate culture remains strong during all-remote work.’

‘Modeling culture starts from the top. That’s true whether leading in-person or virtually. Most leaders try to communicate more frequently when leading from a distance, and as the amount of communication increases, it’s vital to make sure one’s words and actions remain aligned.’

‘Leaders can create a trusting environment through open, frequent, and transparent communication, by encouraging team members to share aspects of their personal lives to build intimacy; and by admitting when they don’t know something.’

‘If your team cannot meet in person for a kickoff or important event, use a series of short virtual meetings to replicate what would occur in person.’

‘Process is even important when working virtually. Set clear expectations about how the team will communicate, ensure that the team is informed about shifting priorities, and seek feedback from stakeholders about team performance over time.’

Source:

James M. Citrin & Darleen Derosa (2021). Leading at a Distance: Practical Lessons for Virtual Success