During a recent leadership class, we began to discuss an M302 philosophy with our students. Certainly many would not agree with this particular one for a volume of reasons, but others would realize how this closely resembles the EQ of managing.
Simply put, managing people effectively is about recognizing their feelings. Not coddling, but recognizing. If you like or even enjoy the people that work for you, then it’s more likely that one would use this technique. Even if you don’t, here are some reasons to act accordingly.
The Main Reason: The Bottom Line. It affects you if you care for your career or the company you work for.
Other Reasons… (the Bottom Line – LoL) No-really! Some would ask, “Is there a more important reason?”
However, another important reason is that Everyone affects everyone else around them, or most everyone, to say the least. The corporate culture affects your bottom line through such areas as staff morale, company performance, and your customer relationships.
Morale: Morale can affect an organization in so many ways and costs the agency so much in so many places, and goes as far down the line as higher turnover rates. (Which costs the company money.)
Performance: Have you ever worked in a place where no one likes working with one another? – Or have you ever worked in an environment where just one person makes the entire environment uncomfortable or even miserable? We are sure that only 5% of us have not experienced this phenomena. There have been hundreds of books written about the organizational environment affecting company performance. Moreover, let’s not even get into how the culture affects customers.
Happy employees make happier customers…Period!
Shall we even discuss the old US Post or DMV offices, or for that matter, many other government offices. Those that deal directly with certain public demographics become tired and jaded and convey that discontent to their existing consumers; then blame their discontent on future consumers. Throw in poor management, and there is no escaping the cycle. We have all experienced this first hand.
M302 will go on record saying that proper management could change all that. But how can a manager or supervisor lead a team otherwise, especially when all they know is the same unhappy discontent as their subordinates: and as their own prior position dictated. We have stated before: many companies make the mistake of promoting people that do not have the training or experience to lead. Just because they did well in their job, they must be qualified to supervise a team. Not!! Good performance on a particular job does not mean that one can lead a team or department to a similar outcome.
That’s is the wrong way of promoting from within!!
This is why so many companies look to hire from the outside, in-order to bring in freshness and experience. We believe that many companies would be better off hiring the proper attitudes from the onset; and then use adequate techniques to train, observe, reward, motivate. Etc… Then train their managers to do the same; and then promote from within. (Yes, yes, we know there are many book written on this as well.) But then why are there so many bad managers.
Respect: The G-Way states: Treat People The Way You Want To Be Treated.
If you do this, you can’t go wrong. In every situation: Even if…: Especially if you don’t know the answer in any particular scenario. Put yourself in another’s shoes and you can always come up with the proper response for any situation. We will provide examples later, but just imagine any situation that you have ever been in, and if you imagine yourself as the receiver instead of the giver of information, you can self-dictate how you would want to be spoken to, in terms of level, tone, visual interpretations, etc…
No one wants to be yelled at, lied to, laughed at, made fun of, made to feel small, or made to feel insignificant, etc… It’s really that simple. It’s important to know that the answer is not always the issue, but it’s always the method of transmission, and that is what we discuss here. People respect candor rather than any form of a lie from a manager or supervisor, and will provide respect back. This is one of the best ways to create trust, especially in hostile environments.
Supervising, Managing, and even Leading people is about recognizing feelings. This does not mean that optimum performance should not be requested or even demanded. In fact, when done properly, it’s easier to request greater performance and accountability. (With greater results) It’s how that performance is requested that makes the difference. It’s how people are treated in good and bad times that make the difference. People want and need motivation, training, rewards, and respect – irrespective of position?
Some Leaders will never understand this concept as they believe staff get paid to do a job, and if they can’t do it right, then replace them. However, in this day of days, it’s not as easy to do this and it is much more cost effective to hire properly and treat people with respect and understanding. It may require a paradigm shift for some.
More To Come…
We Wish You Peace