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Add You - Micromanagement and Delegation
Interviewing with confidence is a bit like parachuting. Granted, not just like parachuting, but they are similar in the fact that both require confidence, practice and perfect timing or you could fall on your face. For those keen on giving a spectacular interview, here are a few helpful hints to tip the scales in your favor and see that you land safely in the seat of the job you want.When you prepare for an interview, don't just assume that picking out a power suit and sticking your CV in your bag is all there is to it. Those are two very important things to begin, but a few added efforts and doing some homework before hand can help more than you may have realized."Hello - worthy job applicant speaking." When an employer rings and asks you to come for an interview, your most polite and interested telephone voice is essential! Should you need to ask for directions or a different date, do so in the same manner that you would if you were in that person's office. A pleasant telephone voice might just be one of the things that the boss
concept was micro-management. My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them. She told me that she helps the employees understand and come to grips with "their problem". "You're not going to be able to change that manager, she explained to me, "so you've got to change the empl Micro-Management and Delegation Recently I had a long discussion with a friend of mine about Managers and managing. She is a former HR Manager for several major companies and was bemoaning the fact that training for managers has been cut back so significantly in recent years and that managers no longer receive the type of help, guidance and assistance that they received just a few short years ago. My background has been in retail and telecom. Hers was neither. Yet the same problems and issues seem to rise in every industry. Of course, this is exactly the reason that I got into coaching. Coaching allows those managers who want to improve a very personalized venue to do just that. We went on to agree that the common pattern these days seemed to be for the department star performer to be promoted from contributor, to team leader, to manager in seemingly record time. We agreed that new managers have difficulty moving from the contributor to the manager role because no one is willing to spend the time and energy to coach them through the various hurdles that new managers and leaders face. We agreed that this lack of training never seemed to lower the expectations of the manager, just the performance. Then we disagreed, strongly. What caused the disagreement? The concept was micro-management. My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them. She told me that she helps the employees understand and come to grips with "their problem". "You're not going to be able to change that manager, she explained to me, "so you've got to change the empl
Coffee mugs have a long history and are a great marketing tools for businesses. In this article I hope to highlight the ways that companies use coffee mugs as a marketing tool using a couple of examples.The great thing about coffee mugs is the inexpensive price for a very portable and multifaceted holder. Not only are coffee mugs good for drinking coffee, but also coffee substitutes like water, tea, juice and hot chocolate. The other thing that you can use coffee cups for is to hold candies or pencils. Over the years coffee mugs have been a great way for people to drink coffee and once marketers realized this fact, coffee mugs also became a great way for businesses to market their own brands.The latest craze in coffee mugs is for all radio stations is to give away coffee cups as a way to have listeners that are coffee drinkers a way to promote their favorite radio stations. If you are drinking a cup of coffee right now there are likely a few people in meetings that will notice the coffee cup and radio station that is emblazoned onto the
If you want your company to change, begin by changing your planning events. It is hard to be motivated, when subjected to the same cookie-cutter events, over and over again. If you want to motivate, design off-site events that are exciting, energizing, and memorable -- meetings that make a difference.How do you do this? Start by paying as much attention to logic as to logistics. While food is important, food for thought is more so. Focus energy on brainpower instead of the buffet. Worry about attitude as well as atmosphere. A pretty room, and comfy chairs are nice, but the attitude of the attendees will affect the out come to a much greater degree.Aim HigherA productive off-site is more than a chance for people to get to know each other, to get away, or to share information. Think strategically about the retreat! Begin by planning serious discussions about business objectives.· What problem(s) will this event solve?· What decision(s) will it help people make?·
We went on to agree that the common pattern these days seemed to be for the department star performer to be promoted from contributor, to team leader, to manager in seemingly record time. We agreed that new managers have difficulty moving from the contributor to the manager role because no one is willing to spend the time and energy to coach them through the various hurdles that new managers and leaders face. We agreed that this lack of training never seemed to lower the expectations of the manager, just the performance.
Then we disagreed, strongly. What caused the disagreement? The
concept was micro-management. My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them. She told me that she helps the employees understand and come to grips with "their problem". "You're not going to be able to change that manager, she explained to me, "so you've got to change the empl
The term crisis management has different connotations. In this article, I will try to provide pointers that can be used in most situations:Is It A Crisis In The First Place?:This question is important to ask, as there are many situations that go wrong because the right person to handle it is not around. You may be in charge of a project until your supervisor comes back and are unable to contact him during a crisis. You have to make your own decisions in his absence and your action is dependent on the level of authority given.The Big Picture:It is not easy to handle a crisis if you are not aware of the all the facts. If your role is a leader, you have to be detached from the emotional side of the crisis and rationally take stock of how to move on. Again, this is not as easy as it sounds as you may have long-time colleagues who are involved in this crisis.The Relevant Team:It is important to be able to meet up with the relevant team to discuss about the situation. This is to ensure that the team is able t
We went on to agree that the common pattern these days seemed to be for the department star performer to be promoted from contributor, to team leader, to manager in seemingly record time. We agreed that new managers have difficulty moving from the contributor to the manager role because no one is willing to spend the time and energy to coach them through the various hurdles that new managers and leaders face. We agreed that this lack of training never seemed to lower the expectations of the manager, just the performance.
Then we disagreed, strongly. What caused the disagreement? The
concept was micro-management. My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them. She told me that she helps the employees understand and come to grips with "their problem". "You're not going to be able to change that manager, she explained to me, "so you've got to change the empl
Shipping packages internationally can be tedious. Each country sets its own regulations for what can be imported and what documentation is required for customs. Even shipments to Canada and Mexico require customs documentation (what ever happened to NAFTA?). The most common customs documentation may include:1) commercial invoice - this document details the contents of the package, including a description of the item(s), value, weight, quantity, shipper, and receiver (i.e., "consignee")2) power of attorney - this document is signed by the shipper to give the shipping company authorization to act as the shipper's broker to get the shipment through customsSometimes, additional documentation is required for international shipments. To simplify the process, visit your local The UPS Store. The friendly staff will expedite your shipment to its destination with automated systems to complete most of the paperwork for you!Keep in mind that shipping internationally with UPS is more expensive than other shipping methods. The value add
Then we disagreed, strongly. What caused the disagreement? The
concept was micro-management. My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them. She told me that she helps the employees understand and come to grips with "their problem". "You're not going to be able to change that manager, she explained to me, "so you've got to change the empl
Most people in their lifetimes have gone to quite a number of car wash fundraisers when their car was dirty and they saw kids out there waving with big signs. I applaud all American citizens who participate in car wash fundraisers and help nonprofit youth groups raise money.When the community sticks together everyone wins and when youth organizations such as soccer teams, baseball teams, high school bands or even Boy Scouts have a car wash fundraiser they are teaching the kids hard work ethic, the value of money and customer service.One thing that is very important at a car wash fundraiser is quality control and that's why it is so important to prevent soap streaks at car wash fundraisers. There are secret strategies that can help you prevent carwash fundraiser soap streaks.You must empty out the bucket and rinse it after every five cars. Remember to dump the bucket on the grass and not into a storm drain. When you fill up the soap bucket never use more than a capful of soap. Too much soap can cause soap streaks.You m
concept was micro-management. My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them. She told me that she helps the employees understand and come to grips with "their problem". "You're not going to be able to change that manager, she explained to me, "so you've got to change the employees". She explains to them that if they are being micro-managed, there's probably a reason for it. They are probably doing something wrong. If they just identify that problem and improve, their manager will stop the micro-management. "The employees need to improve themselves. It's as simple as that."
I wish my life was as simple as that.
She acknowledges that with that many employees complaining that
it's likely the manager is the problem. But changing the manager is too much trouble, she says, so let's tell the employees it's their fault.
While it is true that it is sometimes necessary to micro-manage
people, her explanation makes little sense to me. You might micro-manage an employee if their performance is lacking. Or because the project they are working on is very high visibility and any chance of error must be minimized. But when a number of employees are complaining about the same manager micro-managing them it implies one of two things.
Either this manager:
1. Has a lot of problem employees and needs to start w
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