For some one who is aspiring to be manager; Skilful delegation has to be cultivated as his second nature. Proper delegation will give you space to take more responsibility. You will grow that way.
On the other hand for an experienced manager, taking ownership is his first step, delegation happens naturally.
Tuesday, August 4, 2009
Management
A good manager should know the art of managing at both micro as well as macro level. This helps to strike a balancce in delivery. The concept of micro/macro management to me is as follows
Micro management:
Any manager who looses the control on the details hapening under him can expect negative surprises every now and then. Like - delivery slippage, people management issues, etc. This lose of sight will eventually put him in fire fighting mode and will hamper the smooth expansion of the team. Hence some amount of micro management is necessary to keep updated on the actual pulse of the people and delivery
Macro management
At the same time, a manager should also have a birds eye view on the prospects coming through his way. For this to happen, he should be vigilant on the opportunities coming across, clear on the short term and long term goal for his unit, spend enough time every day to analyse the issues and come up with strategies to combat it in future.
Micro management:
Any manager who looses the control on the details hapening under him can expect negative surprises every now and then. Like - delivery slippage, people management issues, etc. This lose of sight will eventually put him in fire fighting mode and will hamper the smooth expansion of the team. Hence some amount of micro management is necessary to keep updated on the actual pulse of the people and delivery
Macro management
At the same time, a manager should also have a birds eye view on the prospects coming through his way. For this to happen, he should be vigilant on the opportunities coming across, clear on the short term and long term goal for his unit, spend enough time every day to analyse the issues and come up with strategies to combat it in future.
Politics and ethics in work environment
Politics & Ethics : Both are integral part of any system where a group of people interact with each other and work together.
Politics in Job : For me 2 types of politics in Professional life : Ethical politics and non-ethical politics
Ethical politics: Being true to yourself and others, taking decision based on your concious, intention always moulded by companies atmost interests, un biased desicions, no surrender policy to politically motivated activities/groups, go one step ahead and help de polarizations and groupisms in company
Non-ethical politics: Any activity motivated by intensions to down play people or organization.
Politics in Job : For me 2 types of politics in Professional life : Ethical politics and non-ethical politics
Ethical politics: Being true to yourself and others, taking decision based on your concious, intention always moulded by companies atmost interests, un biased desicions, no surrender policy to politically motivated activities/groups, go one step ahead and help de polarizations and groupisms in company
Non-ethical politics: Any activity motivated by intensions to down play people or organization.
Theory of Empowerment
Empower your subordinates as much as possible. Relate your thoughts to their thoughts, enable free thinking and an calculated space to experiment for them to gain confidence and grow naturally. Empower your reportees and equip them to take up your current responsibilities and free up you to take greater responsibilities.
Elavate their career and hunt for the next higher opportunity. Basic rule, until our hands are emptied, you cannot take up some thing else.
Empower others to empower yourselves.
Elavate their career and hunt for the next higher opportunity. Basic rule, until our hands are emptied, you cannot take up some thing else.
Empower others to empower yourselves.
Deriving Productivity
Productivity should be the one of the prime focus of a manager - Some people are productive when they get more responsibilities, some with recognition, some based on their area of interest, some doing monotonous job, etc..
Understand the pulse of each employee, facilitate to make them productive and drive the show.
Understand the pulse of each employee, facilitate to make them productive and drive the show.
Are we motivating enough?
Some people naturally have lot of urge to prove things.
If they dont get the oportunity in their area of expertise/interest, they feel left out in the race and to catch up with the race they try to do things differently.
With no surprise, things which are done differently in such circustances gets noticed differently in most occasions with frawn forehead.Any thing notified away from the normal ways of doing things will get described based on convenience and intentions.
This makes situation all the more worse.
Any pointing fingures/question to the person on these lines will make them even more dejected and they lose their natural rhythm.
Finally though they have capability , they lose the race.
When they lose the race, some one other than them also loses a bit -- The organization.
Motivation - Empowerment - Facilitation - Recognition - Feedback. Let this be tried out across the board. High Productivity is guarnteed.
For Managers a 5 mins listening to the team can save 50 mins resolving thouse issues which would have never occured othervise.
If they dont get the oportunity in their area of expertise/interest, they feel left out in the race and to catch up with the race they try to do things differently.
With no surprise, things which are done differently in such circustances gets noticed differently in most occasions with frawn forehead.Any thing notified away from the normal ways of doing things will get described based on convenience and intentions.
This makes situation all the more worse.
Any pointing fingures/question to the person on these lines will make them even more dejected and they lose their natural rhythm.
Finally though they have capability , they lose the race.
When they lose the race, some one other than them also loses a bit -- The organization.
Motivation - Empowerment - Facilitation - Recognition - Feedback. Let this be tried out across the board. High Productivity is guarnteed.
For Managers a 5 mins listening to the team can save 50 mins resolving thouse issues which would have never occured othervise.
Sunday, August 2, 2009
Ownership in 2 ways
Ownership comes in 2 ways
1.When an opportunity is given to a person and when he is ready to take the ownership
2.Voluteer by any person to take up new initative
In either case , from the moment the task comes in to some ones hand, there is an enourmous amount of expectation set. The success of the ownership is when, the expectatins are either met or is exceeded.
The completion of the task is directly propotional to the genuine interest of the person driving it as well as on his capability to drive it. So it is extremely important that the ownership is given to the right person. Else it might bring a slow result or some times no result. The good thing is that there is always some thing for every one. It is at this point that the Managers should step in. They should identify the right task and and facilitate the reportee to accomplish the same.For this to happen active discussions should happen in the teams.
1.When an opportunity is given to a person and when he is ready to take the ownership
2.Voluteer by any person to take up new initative
In either case , from the moment the task comes in to some ones hand, there is an enourmous amount of expectation set. The success of the ownership is when, the expectatins are either met or is exceeded.
The completion of the task is directly propotional to the genuine interest of the person driving it as well as on his capability to drive it. So it is extremely important that the ownership is given to the right person. Else it might bring a slow result or some times no result. The good thing is that there is always some thing for every one. It is at this point that the Managers should step in. They should identify the right task and and facilitate the reportee to accomplish the same.For this to happen active discussions should happen in the teams.
What it means to take initiative
Taking initiative is Courage to take challenges beyond the perview of our day to day work. Doing day to day work is business as usual. Taking initative is geving the best to what you are good at outside your day to day work. For example, if you are a good mucisian, you can take initative to build a music brand in the organization.Every individual has his own unique strong points. If every one take concious decision to take initative to explore best in self and there by contribute to others, the power of organization to scale new heights will be enormous.
There are some thumb rule while taking initives
1. Under no circumstance , you should drop the initative
2. No reason for backing out can stand before you, if you are strong like a rock.
3. Your descipline will only make others feel that the initative is rock solid.
4. Take it for granted that, your commitment to the initative will be time tested
5. You commitment will also be tested by others first before they welcome the same.
6. Do your best to add value to your initative.
7. Take it for granted that there will be criticism. Combat it with the belief that you knwo the best on what people criticise- in this case the very own initative.
8. Welcome critisism with an open heart, weed out the emotions and understand the core message, analyze if there is any key takeaway for you, do the mitigation, give the feedback
7. Believe that your initative will be a huge success
8. Believe that like minded people will slowly start accepting you as a leader and will start following you.
There are some thumb rule while taking initives
1. Under no circumstance , you should drop the initative
2. No reason for backing out can stand before you, if you are strong like a rock.
3. Your descipline will only make others feel that the initative is rock solid.
4. Take it for granted that, your commitment to the initative will be time tested
5. You commitment will also be tested by others first before they welcome the same.
6. Do your best to add value to your initative.
7. Take it for granted that there will be criticism. Combat it with the belief that you knwo the best on what people criticise- in this case the very own initative.
8. Welcome critisism with an open heart, weed out the emotions and understand the core message, analyze if there is any key takeaway for you, do the mitigation, give the feedback
7. Believe that your initative will be a huge success
8. Believe that like minded people will slowly start accepting you as a leader and will start following you.
How best are we mentored?
Every manager should aquire the skills required mentoring. The mentor should genuinely show interest in the upliftment of their reportees. Mentoring has dual purpose. Firstly for a Manager, it will help in understanding the issues faced by the reportees and help them perform better. Secondly, it will help them to take better decisions as they already created a comfort zone by interracting with the team and understanding the difficultines of the team.Hence decision making is no more head breaking task.
This is the preparation step towards mentoring. Managers should take him to understand an employees feelings before start getting in to serious mentoring. The mentoring should happen not just to get the running project finished. It should be for the over all well being of the employee. Primarily after a mentoring session, the employee should get the confidence to take new challenges.
This is the preparation step towards mentoring. Managers should take him to understand an employees feelings before start getting in to serious mentoring. The mentoring should happen not just to get the running project finished. It should be for the over all well being of the employee. Primarily after a mentoring session, the employee should get the confidence to take new challenges.
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