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Add You - It's Not What You Say, It's The Way That You Say It
How do you choose the right people who will support and nourish an innovation initiative? This article will attempt to provide you with a set of important roles together with some attributes of the people who should fill those roles. Here we are less concerned with titles or hi
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less
Pay close attention and make it work the best for you.No doubt you’ve listened to, and then quickly deleted, messages from account execs from your local radio stations. Maybe you’ve even entertained them in your office. Hopefully you didn’t have to sanitize your ph
How will you do it?
"OK, so what's happened? ... Well, yes you can do it that way. And let me show you a way that sometimes works well for us too"
"You did what - that's crazy. Why didn't you do it the way you were told? Don't you ever listen to what I say?"
Two approaches - pretty clearly eh?
If you were on the receiving end of these two acknowledgements of when something seems to have gone wrong, how would you feel about the relationship you have with your boss/manager etc?
Employees try their best - really - in the main they want to do a good job. They don't try to get things wrong - and yet sometimes they do.
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less
According to the National Gardening Association, suckers are rapidly growing shoots rising from an underground root or stem, often to the detriment of the tree. They can be very irritating and annoying for they bear no flowers or fruit. Rather than cut them off, one wa
"You did what - that's crazy. Why didn't you do it the way you were told? Don't you ever listen to what I say?"
Two approaches - pretty clearly eh?
If you were on the receiving end of these two acknowledgements of when something seems to have gone wrong, how would you feel about the relationship you have with your boss/manager etc?
Employees try their best - really - in the main they want to do a good job. They don't try to get things wrong - and yet sometimes they do.
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less
Research shows that over 75% of businesses are increasingly experiencing unexpected unavailability of their critical business systems due to IT security intrusions(2).There are many components to consider when developing and implementing a security plan to protect your c
Employees try their best - really - in the main they want to do a good job. They don't try to get things wrong - and yet sometimes they do.
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less
Shrink wrapping items protects them during transport, but requires many pieces of equipment. To shrink wrap any small item, a sealing wand, film dispenser with film, heat gun or tunnel are needed. Shrink wrap systems simplify the process.For the home or small business, s
That's life.
And we can beat them up for it - or we can understand and help them get over it.
The two approaches above are examples I've come across, in the last week, observing types of manager approach their people when things have gone wrong.
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less
Over the years I have discovered that many organizations have a variety of policies, products, services, positions, techniques and even people that are what I refer to as 'sacred cows'. In other words - don't mess with them. The people are protected because of their relations
The first was from an excellent manager, who has her team with her, because she supports and encourages them when things don't work out quite right.
The second was from, admittedly, a less experienced manager, who was determined to make an example of his employee (so much so that she ended up in tears).
Employees are a hardy bunch. Frankly, they usually dust themselves down and get on with it.
And each time they are treated without respect it nibbles away at their self-confidence and helps them feel unworthy and useless.
It is not a nice thing to feel after you've done your days work. It impacts on their home life and the way they cope with the world.
Manager two was still embroiled in his own ego and inexperience. Showing his bullying capabilities from a position of power (and in the case mentioned, they were dealing with a very insecure member of their team - one they knew would not answer back).
The language we use as managers can be developmental or destructive - we have that onerous choice to make.
To build people's capabilities or crush them, through the way we speak and work with them.
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