Can Management Change?
There can be little argument about whether change will come or not. All
of us have experienced sufficient change in the past 5-10 years to know
it is constant and often disruptive. To resist has consistently proven
to be an exercise in futility. And yet, almost as consistently, some
management personnel persist in maintaining the status quo in the face
of on-going, rapid, radical change.
I refer specifically of the unwillingness of some managers to delegate
tasks effectively to staff. When will supervisors and managers finally
realize staff can make them look good or bad? So, who is really in
charge? Don't ever forget that! Perhaps it is this realization which
causes some managers to hang on to their perceived authority not
realizing this only encourages good people to leave that much sooner.
Why would people not delegate? I have identified three possible causes:
- Management is afraid staff will do the tasks incorrectly. If
that is the reason, then train them more effectively. I believe the real
fear is staff will not do the task exactly the same as the manager. If
that's the case, either spend more time training them to do it like you,
or fire them all and work more hours!
- Management is afraid staff will do the tasks better. If you are
hiring properly, they should. If you consistently hire people who know
nothing, what is the likelihood they will make you look good? Hire
people who know more than you and their performance will just make you
look great.
- Management is afraid staff will take over. That happened years
ago, and people are still worried it might occur someday ... hello, hello
... staff already has the power to influence your performance rating and
besides, most of them don't want your job anyway.
The key to management looking good and producing above-average results
lies in the ability to build strong followers. Hire good people who
bring to the job strengths you do not have, give them lots of on-going
training and development opportunities, teach them your system so they
can effectively apply their knowledge and skills, and then ... let them go
and work. You are there as a support system to provide appropriate
positive feedback, ask questions to get their input and ideas, listen to
build trusting relationships, challenge them to exceed their own
expectations, assist with the development of new skills needed because
of change, model the performance and behaviors you expect to see in
their work habits, and help them get back on track if they happen to
slip ... and everybody does sooner or later.
So many of your staff have great ideas. Have you asked for any lately?
Most would agree that when people participate in making a decision, they
are much more likely to implement it enthusiastically than they would be
if it had been imposed on them. True management "power" exists in your
ability to get things done through and with the willing cooperation of
your staff. A common complaint in both private and public sector
workplaces is "Management is unwilling to listen to us or give up their
control." Well, the really bad news is no one other than yourself thinks
you are nearly as important as you do! You set the tone for your
followers. Allow the to do what they do best and, in turn, deliver the
results you deserve.
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Grant Training Systems Ltd
Box 22, Site 23, R.R.8
Calgary, Alberta
Canada T2J 2T9
TOLL FREE 1-888-866-3603
Phone (403) 931-1653 Fax (403) 931-1657
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