Being in somewhat of a management position is a fascinating study of people in general and individuals in specific. What is particularly amazing is how easy it is to group people into types; someone remarked to me recently that there's a management philosophy that argues there are only four types of employees, and proceeded to list what they were. It was surprising how accurate those groupings were. A few notes I've made in the last few months on the job:
Those are the thoughts off the top of my head in the middle of two nights; feel free to add more.
- The people who everyone assumes are most averse to criticism are typically the least averse. The ones who assume are typically the most.
- There is a dramatic split between those who take discussions related to work personally, and those who are able to completely separate themselves from the work in order to problem solve.
- It is amazing how much one person can set a company back by simply not following up on the tasks they're assigned, and more amazing that even after some of those responsibilities are taken away, they still just won't focus enough on what's left, losing out on great opportunities to prove themselves for some short-term fun.
- There's a surprising amount of hypocrisy among people who complain about how others around them act, and fail to see that they often act exactly the same way.
- People who fight through their differences turn into stronger workers than those who sugarcoat them, nod and pretend they don't exist, or otherwise avoid dealing with issues they have with one another.
- A well-placed line is a far more effective critique than a 10-minute talk.
- A well-placed comment and thank you is a far more appreciated compliment than a big pump-up talk and thank you.
- Management involves a lot of delegation; it does not and should not result in only delegation. Most of management work involves reading, studying, and preparing; the rest is rolling up your sleeves and actually working. Those who don't understand this or are unwilling to do it will never move up further and the people under them will end up passing them by.
- Another key to management is believing in the people below you, showing them as much, understanding their strengths and how to focus them, and directing them appropriately. It is surprising how many people focus on what the people below them can't do instead of on what they can.
- The best way to get something across is via a headfake. (V'hamaven yavin)
- There is always something to do. There's no such thing as waiting: Prepare for the next step, push what you can to the edge and show it's ready to go, show that you're prepared for all the steps ahead, and if all else fails, find another project to start on. Or of course, go help someone else on their project.
- People hate being sat on. Of course, those are the same people who don't work unless someone is sitting on them, however much they think the opposite is true. This is one of the most difficult things to show a person.
- Perhaps the most difficult part of management is when you're dealing with factors that are not meant for staff, but they are pressing (properly) to move forward or to do things a certain way but you have to hold them back anyway. Balancing doing what's right but still maintaining that trust and reliability is almost impossible, yet necessary. To some extent, you're forced to rely on their ability to look back later and understand why you did something a certain way even if now they're going to be upset and frustrated. This is especially true when you're trying to also keep everyone motivated and positive.
- Working with (and being forced to manage) friends and neighbors comes with a ridiculous set of difficulties, multiplying everything above by an incredible factor.
- Managing people who are substantially older and who have many years of experience comes with another set of difficulties, but it's surprisingly far less of an issue than one might expect. Perhaps this comes from some of the advantages of an older generation: They are more likely to work regardless of what they like or dislike, they are far less likely to be distracted with other things (especially online), and they are far more cognizant of what is and isn't appropriate. They also recognize better where their strengths and weaknesses lie and are happier to pass along responsibility they're not comfortable with to others while taking ownership of the areas where they are.
- There are some people who love to step up when things are rough or need to get done; there are others who love to step up when things are going well and take things to another level. But it's the people who step up when everything is just plain old normal who are the most valuable to a company: They make sure that things never get rough, and they create the opportunities for things to go well.
- One of the interesting aspects of management is demonstrating to people what their strengths and weaknesses are - not necessarily so much to work on the weaknesses as to focus on the strengths and utilize them appropriately. Better to have lots of people who are good at specific tasks than lots of people who are okay at everything.
- Basic psychology courses would probably be advantageous for people to take prior to managing. Advanced psychology courses could sometimes also be helpful. (V'hamaven yavin)
Can't wait to hear your thoughts on corporate finance.ReplyDelete
You remind me of a Rebbe giving a Shalom Bayis shuir. The entire shuir and all of his advice was based on his marriage, which was very shaky. It had no resemblance to a real working marriage.It was just his own expriance which he though everyone hadReplyDelete
This is a great post. Really important lessons, both for work and for life. Thanks for sharing them, Ezzie!ReplyDelete
Anon1 - LOL! :)ReplyDelete
Anon2 - We all only have our own experiences to base it on to an extent, but talking it over with people who are far more experienced has gotten a lot of agreement.
Erachet - Thanks!
As a senior manager for a large company, I agree with most of what you said and it was stated well. However, I wonder if a public forum was the smartest place to post comments that most of your employees could eaily interpret as being about them... Let us know if you get any backlash.ReplyDelete
Also, re: your comment about delegating to people older than you with more experience. You are in a rare situation - usually the older ones with more experience would be delegating to you! Do you own your own company? If so, I can tell you from my experience, it is infinitely more valuable to both yourself and your company for you to learn from such people, rather than try to micromanage them. There is nothing more valuable than experience, especially if it is in a field that you don't have personal knowledge of. For example, I've hired people with backgrounds in areas I know nothing about, and I just let them run their own divisions and just poke my head in on occasion. They all come highly recommended and have proven track records, so who am I to get in the way? Besides, when I started, I hired many friends as employees because they needed work and I needed cheap labor but now that my company has grown, I've brought in more qualified people. I've made it clear to the "younger generation" that they should be listening to their "subordinates" instead of trying to tell them how to their jobs. Sadly, not everyone gets it and I have had to let people go.
Anonymous 2, I agree with Ezzie and it happens to be that the issues raised are relatively global.
Anon3 - No backlash. I was aware that a handful of employees would see it, and if anything, they found it interesting; they don't normally get to see things from the other point of view. There was a bit more in the post for them that aren't clear to most readers, but that's okay as well.ReplyDelete
I don't own the company, but am in a higher management position. Absolutely agree with most aspects of allowing them to do their own thing; the biggest difference is when it comes to utilizing technology (from Excel to the internet, etc.). While they often have a better grasp of what should/needs to be done, the techniques they're used to using, the tracking abilities, the research, etc. are things which can be done far faster by the "younger generation" due to their better grasp of technology. Combining the two works quite nicely - helps get the best of both worlds.
So far, both sides have done a good job of deferring where appropriate and speaking up when necessary.
Anon 3 here. Couldn't agree more with your response. I forgot to take technology into account. One of my biggest project investments was contracting an IT company that would come in and teach the basics of MS Office and even basic computers and internet research. It makes life so much easier when you don't have to teach it yourself!ReplyDelete