management zen - taking control
How to reduce stress in the workplace. Help for managers who are struggling with staff problems. Are you dealing with late work, late employees or bad quality work? Is there a lack of ownership in your workplace? Take a deep breath and learn an unconventional way to take back control in the workplace.
This Module is Part of Boss Camp
Boss Camp will show you how to improve employee performance by showing you what they never taught you in school. The program includes topics such as:
- How to motivate employees
- What are bad employee motivators
- What you must do as a manager but isn't on your job description
- How leaders get power
- Management techniques that don't take time
Get The Full Video Transcript Here...
Management Zen - It's All My Fault
How do you achieve management Zen?
Ok this is a little unusual, but it’s incredibly powerful. It’s not going to work for everyone so make your own choice if this is for you or not. It does sound a little hippy but don’t worry, I’m not trying to convert you to a new religion! It’s not quite dispelling a management myth. But it does go directly against what most people do and so I’d like to call it a management myth.
Ok here we go. My recommendation is that you should accept everything as your fault!
This is totally opposite to what most people do in management, because they blame their staff.
You may think I’m crazy but there are two excellent reasons you should do this.
- 1st Rather bizarrely, this will make you happier. As I will explain. And
- 2nd This will empower you to fix it.
How does this make you happy? Well a major source of unhappiness and depression comes from the feeling of not being in control. If bad things happen to you and you feel that you do not have the power to fix them, this will make you unhappy. But if bad things happen and you feel you can fix them, you’ll feel a lot better about them. A well studied example is post operative care in hospitals. People who control their own pain medication using PCA pumps use less medicine plus feel mentally better about their pain.
So if you feel that there is a problem staff member (whether it’s some minor infraction or a significant performance problem). If you feel that this is because they are just somehow lacking or bad then you’ll feel less empowered to fix it.
But if you turn this on it’s head and you say my employee didn’t do what I wanted because
- I didn’t communicate clearly enough or,
- I didn’t motivate them enough or,
- I hired the wrong employee or,
- I didn’t make it clear to the employee that their performance is unacceptable.
Then like magic, the problem becomes something that you have the power to fix. Because
- You can communicate better,
- You can motivate more,
- You can hire better people and
- You can change the bad performers on your team.
So as you see accepting blame is empowering because it takes the control back from the universe and puts it into your own hands. This builds your confidence, your strength and your happiness. And acceptance is the first step to making it right.
A side note. A bit of an inside secret that I can share with you about how your boss perceives you. I must admit that I’m a little uncomfortable sharing it because it can come across as critical parent but I think it’s better to know than not know. And that is that your boss probably thinks it’s your fault anyway. Bosses don’t like employees that bring them problems. Bosses hire people to bring them solutions. If you tell your boss about your problem employees who don’t do what you want. Your boss is just going to think that you’re not a good manager. Because who else is going to fix these employee performance problems other than you? If your boss has to live with these excuses or fix these problems then he’s going to start to wonder what he hired you for!
And I’m going to say something here based on my management coaching experience. It’s amazing how blind people can be to their own problems. At the risk of switching from nurturing parent to critical parent I’m going to share something with you. I speak to a lot of people about employee performance and I ask two questions.
- Do you need any management training? And
- Do you have staff performance problems?
It’s amazing how many people say no to question 1 and yes to question 2. But these are the same root cause. Let’s just be clear, I don’t blame managers for having staff problems because managing is difficult and we get so little relevant training. We can’t be expected to solve difficult problems if no-one has shown us how to do it. And it’s entirely unsurprising that people don’t want to admit their own faults. But that’s not going to solve the problem. But this is exactly what the purpose of Manager Foundation is. I’m going to give you the toolbox that you need to fix these problems ;-).
So I hope that wasn’t too much of a downer. I’d like to leave with a positive message. I know how frustrating managing staff can be. But you don’t have to be the victim because you do have the power to fix employee performance issues. And my little challenge to you is that next time one of your staff members does something wrong. Smile inside to yourself and say I’m going to fix that and I know how…