What is meant from different Way of Work? Are you dealing with IT projects? Are they looking for Agility? Please answer these question to comment further on this. Thanks Saving Changes...
There are 2 ways of looking at it.
Option 1: If you know the manager well and hence understand the intention being right, then implement. Go back and report the progress - whether it helps the team or not. Also state what you felt was achieved by doing this - to see if this aligned to what your manager wnated to achieve
Option 2: If you dont know the manager well enough OR you think this will disrupt the current ways of working and have an impact in the longer run, it would make sense to ask the manager WHY. Typically managers do advice why they are saying this - have this open discussion so that you are convinced this is the right approach for the team
Ideally if your manager asks you to implement the solution in a different method or asks you to approach your work in a different manner; two different questions, managers should but do not always give an explanation why. From previous experience, it could be a cultural reason where a direct approach in the workplace is not always appreciated. Someone probably found out who you manager was, approached your manager and explained their misgivings they had about you. If it is to implement the solution in a different method, then this would need to be dealt with at a project team meeting as this could greatly effect the delivery of the project. Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
Great answer from @Kiron. At the end you could not ask why. You can demand that her/he helps you to do that. It is her/his duty as manager. Saving Changes...
Eric SimmsSenior Program ManagerBaltimore, Maryland, United States
Is the action you’re being asked to perform something that can get you into trouble with your company? If so, you definitely need to ask your manager for an explanation. If his of her answer seems dubious, or if your manager refuses to give an answer, you should send your manager an email asking for verification of their instructions. The email creates a record showing that you were following your manager's instructions, and not acting on your own. There are numerous cases of managers giving a subordinate verbal instructions, then denying they did so when the subordinate gets in trouble for following those instructions. Since you're the one performing the action you'll be held accountable for it, so make sure to protect yourself.
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2 replies by SHADAV MOHAMMAD ANSARI and Suzi MS
Aug 09, 2019 12:10 AM
SHADAV MOHAMMAD ANSARI
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Agree with Simms . Thanks
Aug 11, 2019 12:54 PM
Suzi MS
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Hi Eric, Couldn’t agree more, it’s always best to have audit trail on a lot of things but is not necessarily easy plus they can also be used against own self.
Just wanting to get more clarity on your point, or perhaps other opinions on accountable vs responsibility. Accountability comes after responsibility right? But if a PM’s accountability=responsibility then yes I would agree the above is absolutely vital in most situations. Otherwise, the PM only comes in the picture if the person responsible to perform the task failed to do it as instructed right? Or have I got this the wrong way round??
There are 2 ways of looking at it.
Option 1: If you know the manager well and hence understand the intention being right, then implement. Go back and report the progress - whether it helps the team or not. Also state what you felt was achieved by doing this - to see if this aligned to what your manager wnated to achieve
Option 2: If you dont know the manager well enough OR you think this will disrupt the current ways of working and have an impact in the longer run, it would make sense to ask the manager WHY. Typically managers do advice why they are saying this - have this open discussion so that you are convinced this is the right approach for the team
