The Centre for Organization Effectiveness’ Post

Are you a new supervisor? Whole new ballgame, isn’t it? Take online classes right from your own computer on your own schedule. Learn how to make a successful transition from employee to manager, along with managing your time so that you can deal with the constant demands of a managerial job. The VERY good news is that you have so many class choices, from the fundamentals right through more extensive tips. (PS - if you choose the Self-paced Option, you could even start right now and have some new "tools" in your "toolkit" sooner than you expect) Fundamentals of Supervision and Management https://lnkd.in/gnKvUFeF Fundamentals of Supervision and Management II https://lnkd.in/gy7R-xQs Leadership https://lnkd.in/gq5Qv3NP Or cover it all! New Manager Suite https://lnkd.in/g-w4ffDg Supervisor Suite https://lnkd.in/g4zR4Qya Supervision & Management Series https://lnkd.in/g27ASuNq Managing Remote Teams https://lnkd.in/gdhS6gnq #sharpenthesaw #leadership #supervision #management TMACOG Toledo Regional Chamber of Commerce Regional Growth Partnership

Most managers just don’t know any better. Though there are certainly some managers out there who enjoy ruling by fear and holding #power over people, most managers who act in this way simply don’t know any better. They believe they’re doing the right thing. We’re all taught, throughout our lives, via our own experiences, and through movies, books and more, that command-control and using fear as an incentive is an effective way to manage #people. This is a very difficult thing to unlearn. And it takes time – none of us start our management careers as already excellent #managers and #leaders. One way to begin understanding this from a different perspective is to look back to a classic quote from #Deming: “A bad system will beat a good person every time.” We agree - “bad” management is usually a result of the #systems that we work within. Simply: if we incentivise command-control management, that’s what we’ll get. #JohnSeddon recently spoke around this topic in his book Beyond Command and Control* and shared the following: “Most managers are not really attracted to command-and-control paradigm. They are not bad people, they just don’t know anything better.” We love that. Great leaders are continuously learning in a psychologically safe environment. If the environment is not psychologically safe, they will not become great leaders. Invest in psychological safety. Invest in your team [email protected]

1. Plan 2. Organize 3. Lead 4. Control A simple reminder of basic fundamentals of management.

While I was working on the materials that I will be using during Management 3.0 Foundation Workshop which will take place between 6th-9th May (see below for registration link), I remembered how much I loved Steven Reiss' "16 Basic Desires Theory" when I first heard about it. Among others, this one also contributes to the "Motivation and Empowerment" section of the Foundation workshop. It gives great insight to the managers & managers-to-be on how to motivate their people and teams. Here is a short summary of the theory. If you want to learn more and go deep dive on motivation topics, don't forget to register our workshop. Registration Link:  https://lnkd.in/dVX58HCu

Peekayee thought - Even after this how Organizations & decision takers in managment can say " TRAINING OF EMOTIONAL- INTELLIGENCE OF MANAGERS" is a wastage of time/ energy & resources??? I train Professionals on " Emotional Intelligence" with my signature Training Programme and I have been recognized as Top Emotional Intelligence voice by non other than Linkedin. The consequence of not Giving Training is much much higher than the cost of giving " TRAINING ". Let's help our " Middle Managers" to be the most effective & Productive for the Organization& Team. I know many Senior Managers will curse me for this post but - A TRUTH IS A TRUTH ONLY!!! Challenges. # EMOTIONAL intelligence# attrition# cost

Do you ever feel as though maintaining the status quo is just not good enough anymore? Learn how to break away from the safety net and step into a role that truly impacts and invigorates both you and your team. #workforcedevelopment #management

We have heard of the pitfalls of micromanagement. There are pitfalls to laisse-faire management, too. Leaving employees to fend for themselves is not leadership. The article below offers three steps to take if you are undermanaging your employees . . .

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Three of the most powerful words a manager can say is “I Don’t Know.” Managers aspiring to be leaders can add one three letter word to the end of that statement. I Don’t Know Yet. As a manager, it can be super easy to feel you need to have all the answers. Showing confident humility in that moment of feeling the need to be seen as “having all the answers” demonstrates vulnerability. It also demonstrates a growth mindset and high emotional intelligence. “𝐵𝑒𝑡𝑤𝑒𝑒𝑛 𝑠𝑡𝑖𝑚𝑢𝑙𝑢𝑠 𝑎𝑛𝑑 𝑟𝑒𝑠𝑝𝑜𝑛𝑠𝑒, 𝑡ℎ𝑒𝑟𝑒 𝑖𝑠 𝑎 𝑠𝑝𝑎𝑐𝑒. 𝐼𝑛 𝑡ℎ𝑎𝑡 𝑠𝑝𝑎𝑐𝑒 𝑖𝑠 𝑜𝑢𝑟 𝑝𝑜𝑤𝑒𝑟 𝑡𝑜 𝑐ℎ𝑜𝑜𝑠𝑒 𝑜𝑢𝑟 𝑟𝑒𝑠𝑝𝑜𝑛𝑠𝑒. 𝐼𝑛 𝑜𝑢𝑟 𝑟𝑒𝑠𝑝𝑜𝑛𝑠𝑒 𝑙𝑖𝑒𝑠 𝑜𝑢𝑟 𝑔𝑟𝑜𝑤𝑡ℎ 𝑎𝑛𝑑 𝑜𝑢𝑟 𝑓𝑟𝑒𝑒𝑑𝑜𝑚." — 𝑉𝑖𝑘𝑡𝑜𝑟 𝐸. 𝐹𝑟𝑎𝑛𝑘𝑙 Bad managers are always trying to look smart. Good managers know it’s always better to be learning. Looking for support as a leader? Book a Discovery Session https://lnkd.in/g6qg2RKv

How true is this! Many people are “promoted” from being an individual contributor into management without being provided the tools to do this completely new job. I talk about it as being thrown into the deep end of the swimming pool while unable to swim, and being provided no floats or buoyancy aids to help us learn. Management (as we all know) is often a completely different career path and what helped us be good as individual contributors won’t help us succeed as managers. But the majority of us who move to management do it with a desire to help, to create better for our teams, not to “be the boss”. For those struggling without support, typically reading helps, but I always encourage people to spend a bit of time looking at two distinct leadership styles: - servant leadership - this is often misunderstood, and can be great when applied well, but there is a risk in the early days you become a bottleneck for a team - democratic/participative leadership - this is a nice balance to servant leadership and encourages ownership (and accountability) into the team The coupling of these two styles is a really powerful default position for any manager. There is, of course, so much more that you can do, but if you find yourself in an environment where you are defaulting to command and control (telling your team) the above can really help you break that cycle. #leadership #management