Monday 26 April 2010
Monday 19 April 2010
In my experience most problems with boundaries do not lie with other people. They lie with us. We invite people to violate our boundaries and then get upset when it happens! How bizarre when you think about it. We don't have the skills or the courage to do something about it and yet it's all so avoidable.
When we see well behaved children, we know they don't operate from a 'be seen and not heard' place. More they know what's ok here and what's not. This has to be learned and as adults if we have not learned it, we must be taught. There is a linear continuum I believe that explains this best. It is as follows:
Monday 12 April 2010
treated like mugs or even worse may feel they
ARE being mugged on a daily basis! Much of what's required today's called 'engagement'. It's also referred to as 'discretionary effort'. This is the ability to get others to go the extra mile for the Team or others. Yet many people managers have little idea how to go about this. How could this be and what to do...?
- Many Managers don't understand the keys to Motivation
- They don't know their people enough to personalise it even if they did understand Motivation.
- They don't offer appropriate and genuine praise when it's due.
So what to do and where to start...? Yogi Berra once said "You can learn a lot just by looking". What he means is start to pay attention. Get to know your people (pay appropriate attention, develop a healthy curiosity) Nobody never got demotivated because their Boss surprised them by noticing their birthday, anniversary, great work, client feedback. Today this is called 'Employee Recognition' There are 5 simple rules:
- Understand what was done that deserves recognition
- Learn how it was done
- Who was involved in making this happen
- Who benefited by this being done
- Act on this quickly and in a positive way.
When you think about this, it's so easy. The choices are stark. People today expect this to happen. If you DON'T do this, you indirectly walk around with a mug like this one telling people things need to be done your way. Not very inspirational is it..?!
As more and more companies are taking Feedback/360's seriously you need to get with this programme or be seen as a dinosaur. When you do this you set yourself apart. The intangibles are great loyalty and people will want to work with you....If these principles would work for you it's safe to assume it will also for others.
Monday 5 April 2010
Two common causes of this syndrome I find are:
We become so accustomed to routines and ways of doing and thinking that all else is very threatening. Habit can also blind us from our actions and under pressure we may not see this is happening. Often we run patterns. That means in certain situations with certain people we tend to do certain things we are unaware of or would do differently in other circumstances.
Calling the elephant can be 'tough love' as our US brethern call it. The ability to give Feedback and tell it like it is. However if we get used to this practice we grow to rely on it and less dependent on our own limiting behaviours. So next time you're in a meeting, think about doing what many are suffering silently with and bring to attention in a polite and respectful way that perhaps all is not as it appears or could be...........You're Leadership stock will go through the roof!