Clear, simple and straightforward strategies for managers who want to to engage with people.
The ability to communicate clearly and concisely is a core skill that builds professional and personal relationships. It is really important to success, yet we all take communication for granted. It is really easy to assume that people understand what we mean; that our key messages have been received and will be acted upon. The reality is frequently very different. There are misunderstandings, errors and confusion, which results in poor performance, low morale, and even conflict.
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I really appreciate this video. I have recently received a promotion from supervisor to department manager. I have learned so much from my tenure as a supervisor but as a manager I will be responsible for supervisors. I have not yet started the position but this video has helped me gain insight into what I should expect and how to engage with my team to produce results. Thanks so much for this useful information!
My manager shouts and acts passive aggressive towards me and my co workers. I'm the only woman at my work and this is my first real job so I don't know if I'm being over dramatic but when he interviewed me, he made a big deal about me being a woman and suggested I wouldn't be able to do the job because I was a women. He makes jokes about me dating my Co workers. I send him emails and he doesn't reply and then tells me off and lies about not getting them. Then when the roles are reserved he tells me off and shouts at me. I'm really scared of him and tells me if I don't want to be here I can leave. I try my best to keep my head down and work hard. I'm constantly made to clean and not given a chance like the men do. It's fair to say I work in a extremely sexist work place but my manager has money invested in the business and I don't think my boss will do anything about it. I don't want to leave as I do have quite a promising career there but I just don't know what to do.
Doesn't sound a very healthy work environment to me Alice. You have several options, but none of them are likely to be easy. 1. Denial - keep your head down and pretend its not happening. Rarely a good approach and not one I would recommend. 2. give clear feedback to your boss about your concerns and discomfort and see what happens. 3. Keep notes of bad or inappropriate behaviour and consider taking out a grievance. 4. Start looking for a better job. It may also depend on whether you think this is a one individual problem or is more a culture issue within the organisation. Who else works there who has either thrived or found a way to survive in that culture. Perhaps they will be able to give you some specific advice based on their experience. Whilst I cannot say every company is a pleasure to work for, many businesses, both large and small, take great pride in how they work with their people so you may have just been unlucky in your first opportunity.
Thank you for this video! I've been in management for a long time, and am always seeking to improve. Yours is the best, most concise that I've seen. I'm inspired this morning to get to work!
Really depends on how those are manifesting themselves in behaviour and what impact it is having on team performance. A little arrogance and pride can sometimes be a good thing. If the impact is negative, I would suggest seeking to understand the drivers of those behaviours through questioning and listening - taking care to suspend judgement as much as possible. Depending on what arises, I would then suggest some clear and high quality feedback, probably supported by a coaching style. If performance doesn't improve, then express very clear change requirements and, as a last resort, consider heading down a capability/disciplinary route.
Thank you for the great tip. People have different codes and SW, and I completely agree. Maybe some people are achievers, artists, perfectionist, easy going or what so ever. As a manager think it's sometime hard to understand which codes they actually have. Do you think it's impolite to ask them? (Knowing that it might change which is the risky part...)
Thank you for the tips, Richard! I work in a frontdesk of a hotel, and often have to act as relief manager, without ever having proper education. Your youtube video was the first one to come up with a search, and has some valuable information! And though they're all great ideas, applying them is where it might get tougher. From the video, I wished I worked under a manager with your mindset! It would make my job so much more enjoyable! Thank you for uploading this video!
My advice would be clearly and openly. Be very clear on what you expect from your team, and how performance is measured. Ask lots of questions and listen carefully to the responses you get. Recognise each person is a individual and potentially needs a slightly different communication approach.
Jerry ousterout I think the background music is distracting also. Totally not necessary. To answer that most people like it, that is an indication that he doesn't care whether we like it or not. That is a bad managerial tactic. Practice what he preaches. He's less credible now.
Judi. I do accept that some people will not like the background music. Equally, it is my experience that many people prefer it to no background sound. Notice how many TV programmes have a background track, and how strange it seems if it is removed. Clearly, you prefer it without, which is fine. To suggest I don't care seems a little disingenuous to me. Having said that I suspect volume is the answer. I am not a professional videographer and recognise I have probably not had the music levels right in some of my videos. I tend to have the volume much lower on newer clips. Thanks for your feedback.
The music never stood out to me, but the volume may be appreciated at a lower level. I’m most impressed how you responded to the comments about the music. I found Jerry’s message to be less than desirable. To me rather improper to try and call you out as having bad managerial tactics and being less credible over the videos background music and your response to it. Thank you so much for the incredible video. I felt I was answering some of your tips as they were being talked about, and appreciate your perspective on being a team motivator, and self conscious manager. Certainly made my notes, and will be adding some of your concepts to my upcoming interview. I don’t know if other people feel the same way, but you inspire me to be a better leader, and to promote an incredible work environment. Best of luck.
Some people are natural managers and leaders, others learn the art and are still not effective. I did a post grad qualification in it and found that most of what i gained explained (academically) what i was already doing and why that was effective or not etc. While there is plenty of guidance, there is no one right way to manage. Personal management style is a big factor - what works for you might not for someone else. Human psychology plays a big part as does knowing yourself as a manager.
Personal style certainly plays a part in management success, and I agree there is no right or wrong way to manage. There are lots of variables including the objectives the team are aiming to deliver, the make up of the team and the manager themselves. In my experience flexibility is key. That can be behavioural flexibility, communication flexibility and strategic flexibility. Results can be achieved in many ways. I do find that some managers hide behind their preferred style (which might work well some of the time) and so style can become a barrier rather than an asset.
Yes, i agree and those manager who are not flexible enough to adapt their style to the situation (while retaining the trust of their staff) are probably not the most effective.
Hello Richard Lock, Do you think can i be a good manager if I do not have much knowledge? My husband planed to set up a business eg: (IT, Electricity, or Marketing) and he wants me to manage all those things such as staff controlling... but I don't have any experience with that. Your feedback is much appreciated. Best regards, Sokhoir
Yes, I believe you can. Not many managers are trained in management before they start managing people. It's often just assumed that they will be able to do it, and will pick up skills and experience along the way. These days it is much easier to access good guidance and information that will help you speed up the learning curve.
Hi Richard, I recently became a manager at the Front Desk for the company I work for. This is my first time managing in my life. Although I have only recently started working for the company, I feel welcomed and appreciated for my effort in trying to lead my team. Your video has become of great value towards my mindset on what a manager should be, I hope to use these skills and apply them on my job. Thank you for uploading!
Hi Dewey. Thanks for your feedback. I do appreciate that. If you haven't already, you may like to check out my latest upload - 9 questions every manager should ask. If you subscribe to my channel you will also get notified of future uploads. Thanks for getting in touch.
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