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Getting Real with Workers
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There's a lot of organizational news now that you'd probably not want to share with workers. The basic financial reality in your organization and project is one thing. The harsh actions that will have be taken soon are another.
But get this: Your workforce wants you to let them have the bad news. It turns out that when information like this is hidden or delayed workers know it - and lose trust in you and the organization in which you work. Those who can lead the workforce through this situation are highly desirable right now. Of course, you cannot just tell the bad news without preparing workers for what comes next. That's a delicate process and takes some communication savvy.
Start studying up on how to orient workers to make the necessary adjustments in this economic environment. Get with HR, where a department rep may already have useful information. HR should even have instituted communication programs that you can tailor to your needs. Read books on leadership and communication. You can arrive on the other upside of this business cycle with the respect of those around you (and of those who can promote you).
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Posted on: January 12, 2009 06:40 AM
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The Importance of Delegating More Now
Categories:
Leadership
Categories: Leadership
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Chances are your organization has experienced some type of downsizing or budget constraints. There are many consequences of these changes, but the most important, of course, is the additional stress on you.
But it does not have to be too painful. It forces you to become a more efficient project manager - a better delegator. Start working on this in earnest right away.
Even if you are experienced in delegating, take this time to improve your abilities. Add to your skills in areas of coaching and identifying good candidates for delegating work. Before you know it, you will have much more time to put out the fires caused by the latest cuts.
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Posted on: January 05, 2009 09:47 PM
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New Skills for the New Year 2
Categories:
Leadership
Categories: Leadership
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There is more to building trust like a leader, than just the "selling" part mentioned in my last post. You have to be able to communicate so that workers trust you and other leaders. So what is in the content of these communications? Workers want to know that change initiatives will succeed because leaders have the
…to lead the initiatives to completion.
You can remember yourself how you have not bought in to an initiative because you did not trust leadership in one or more of these areas. Heck, you probably are feeling it right now. Hit on these three topics in your communications - and carry yourself as if you mean it.
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Posted on: December 22, 2008 08:19 AM
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New Skills for the New Year
Categories:
Leadership
Categories: Leadership
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It's about time. They have just re-done that study from the 60's where poor participants are told to electroshock hidden test-takers when questions are answered incorrectly. Remember? The test-takers are actors that complain or scream louder as the (fake) voltage is gradually increased. Everyone was shocked when the study reported that study participants could be prodded into increasing voltage to lethal levels by a confident and firm "controller" who was always present (and impressively decked out in a lab coat and clip board). And so we have the scientific basis to modern management theory.
Just kidding, but you will be interested to know that the re-done study has confirmed the previous results, showing that it was not some cruelty connected with the past. People can still be manipulated to unusual lengths by authority figures.
But can leaders use their powers for good? Maybe, if they know how. Top business schools are changing their curricula to teach leaders how to shepherd their teams or organizations through global and financial changes. They are going to let their students know what you also need to know - that the
...you have relied on so far are very little help when you need to lead your workforce through trouble, crises or major adjustments to global changes. Sorry, but it's true.
Powers to influence the workforce are paramount. Prepare yourself to get employee buy-in using key tactics. One is Selling the Validity of the Organizational Direction (my title - isn't it great?). Employees have to understand organizational plans. If they don't understand, it will lead to lack of commitment, and as a bonus, will translate into failure of the initiative (and your leadership). Put this skill in your development plan for next year.
There is another tactic for crucial trust-building in my next post. Then I'll be out for the holidays until the first of the year.
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Posted on: December 20, 2008 08:39 PM
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Conflict & Your Future 2
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In my last post, the issue was how you react to conflict. Control your reactions to conflict and build your career.
But that's only the beginning. Another success factor to consider is the source of conflict. With workers on the edge, conflict can arise from sources that were benign just months ago, including: The same old interdepartmental friction
You're just going to have to keep hope alive here - by acting rather than waiting. Address the issues with the importance they rate from the workforce and try to ensure they are resolved with respect to all involved. Again, it's all worthwhile because the ability to manage conflict is a desired trait in leaders.
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Posted on: December 18, 2008 08:47 AM
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