Wednesday, December 21, 2011
You blame your managers for n number of reasons. The obvious first cause is that he is a source to work and we in general do not want to work. Is it true?
May be at some stage of life, but not for those who are skilled professionals. I have at least six years of experience and worked with 10 managers at least. Each of them is unique in their way of work and demand. The best of them were of course from … ok not to disclose and let us have it open discussion.
I see people who do not possess leadership definition and having managerial roles. What is leadership? Is it comes the time you instruct someone to do something? Since you are at some higher state, does it mean you became leader?
My definition of a manager is more of like a leader, who leads solution, and do not deal problems. Dealing problems and leading solutions are two different approaches to solve the same problem. When you lead a solution, doesn’t mean you have a solution, but you focus on solution and behave positively to people. When you deal problems, most of the times you create noise. Transfer management pressure on your team, leading chaos and ambiguity.
The management and a leadership relation with the team start with “trust”. If a manager fails to create trust of him in the team, the team can never rise to win. Some people in the role of manager throw questions, and make team in puzzle. Team does not know the intention why? But it is like proving, look I am your manager and I am more knowledgeable than you. You may prove yourself smart, but this will never create a trust.
No one likes humiliation. “No , you did this wrong”, “This is wrong”, “Why this is delayed?”, etc. etc. if your intention is that, by making a person humiliated, I will put a stamp of superiority and will prove a point to be a manager, you will create a big vacuum. If I am a skilled resource, I do work. There may be some different demands I may not be fulfilling. So you must be communicating in a good healthy way. Once a resource looses his interest, he will do what you will say. You can’t bring perfection and at a larger level innovation to work. Yeah, if you want a dry and rough repetitive task, and guarantee your stubbornness will bring value and perfection, God bless you.
So if I will appreciate, acknowledge good work, he will demand. May be I will lose my value. Right? This thinking can’t be helped. How come he should communicate to customer? British have ruled us for some 300 years and red-tappism is in blood. Insecurity ostracizes innovation. And we Indians are cowardly insecure mostly.
It takes courage to appreciate. Courage to learn. Courage to grow. Courage to rise and give a pat on back. Courage to inspire and make a difference.
It takes courage to be clear. To say right. To convey the real picture. To bring the dawn of ambiguity free morning.
It takes courage to love, learn and grow. To accept and move. To appreciate the challenges and dare to dream. It takes courage to be vulnerable. To say “let it go”. To be open and let aspirations meet success.
It takes courage to say Hi. Say hi to the team with a healthy smile. A smile which sets the mood of team to welcome his role model. A manager who looks in your problems and makes yours. Gets the work done with a lot pressure but appreciates you and never says “you are wrong”. A manager who is always responsive to you and do not stop you communicating. A manager, whom you can trust.