Are you a dumbass manager?
Do you believe long hours means more productivity? Do believe controlling employees v. trusting them drives morale? Do you believe face-to-face meetings is the only way to build and sustain teams?
If you said yes to all those questions….Y
ou’re a dumbass.
Do you even like what you are doing for a career? Are you allowed to work in a way that best suits your skills and life?
How often do you take control and make a decision? Do you feel part of the decision making process in the workplace or do you simply just find yourself asking for permission?
If you are an organizational leader, biz owner, manager, or person who makes decisions for people (instead of with them), I want to know if you’re dumb. And I have 3 questions:
1) Do you think having a remote workforce (even if only a %) is more cost effective than maintaining an office building?
2) Do you think morale would be more positive if people were given control and freedom to determine how best to be successful in their career and fulfilled in their life?
3) Do you think the organization would be more relevant (in the industry and socially) if trusting the employees were more important than controlling them.
What supports are in place at your organization to help employees meet expectations during inclement weather?
That snowbank behind me is up to my shoulder
Organization to organization and manager to manager, for too long the approach to driving success in individuals can best be paralleled to herding cattle. The destination for the group may be the same, but is there only one way to get there?
Complaining about something does not change something.
Sometimes one conversation is not enough. Sometimes 100 conversations are not enough. Sometimes the action needed to make things happen requires lots of courage, tons of persistence, and endless patience. Think about the energy and thought you put into worrying about a problem or complaining about an issue….now make an effort to put that energy and thought into fixing, solving, or improving things…
Too often, the working world likes to blame the personality for engagement issues or when social change is slow to happen. Don’t get me wrong, it’s tough to remove the personality from anything social, BUT sometimes you need to look at the system organizations have in place. Is it supportive? Is it innovative? Does the system encourage open communication and the opportunity for the individual to be successful?
What’s the personality of your organization’s system?
Have you ever been asked your thoughts about how you can be successful in your career? Has an organization ever asked you to design your job so you feel motivated and fulfilled? If not, why not?
Why not drive the conversation by participating in it v. trying to control it.
Gary Vaynerchuk on social media being steak not pepper
