Tag: management

I’m a peacock!!! (what to do when your boss won’t let you flap your wings and fly)

Development.  Growth.  Character building.  Resume expansion.  Skillz.

As employees, we are looking for more than a paycheck when we come to work.  We  hope the job is some sort of means to an end, whether it’s fulfilling our lifelong dream of being a CEO, or simply a chance to “pay our dues” or “learn something new” on the way to that mythical “perfect” job out there.

So when our manager keeps us from growing on the job, it gets us miffed.  Some might even say snippy. Or, in extreme cases, terribly vexed.

There’s data that support the general annoyance felt by employees whose growth has been stymied.  Engagement studies continue to indicate that career development is a key engagement factor for most employees.  In fact, less than half of all employees believe they have career opportunities with their current employer.  Interestingly enough, another key engagement factor is trust in leadership…so if you have a manager who lied about the development opportunities your position offers, you’re probably not terribly engaged at the moment.   And now we’re backed to being terribly vexed.

The good news is that you don’t need 100% buy-in from your manager in order to grow.  I happen to subscribe to the belief that employees should own their own development, and as such, it is up to us to find ways to demand a chance to flap our wings and fly.  (It’s a reference to The Other Guys.  You’re welcome.)

See? He's not flying. And he's sad.
See? He’s not flying. And he’s sad.

Without further ado, here are some suggestions on how you can “encourage” an uncooperative boss into helping you grow and develop:

  • Be specific about your requests: This is slightly more than just “ask for it” (which is still good advice, but may not work with this type of boss).  You need to know what it is you want to accomplish with your development.  If you say to me, “I want to develop.  Develop me.”, I wouldn’t want to help you either.  It’s too vague!  Get some specificity.  If you are looking for more budgeting experience, ask your boss if you can sit in on a financial review meeting.  If you want eventually to be a manager, volunteer to lead a few projects.  Just mapping out some specific development goals for yourself will help move you in the right direction.
  • Help your coworkers on projects outside of your skill set: This is an awesome way to grow…and to get brownie points for “teamwork”.  Yes, you’ll have to figure out the best way to prioritize your time so you still get your work done if your boss isn’t fully on board, but you’ll be amazed at how much you can learn from your teammates.  Each of us brings unique skills and experience to the table, and there is no cost to learning from each other.
  • Seek out a mentor in another department: Let’s face it – sometimes you take a job that isn’t the greatest because of the opportunity to work for a certain company.  But now you’re stuck in that department because your boss doesn’t care about your career development.  Unless you are physically chained to the desk, you can move about the office, building relationships in different departments and asking for advice and guidance from others.  (If you ARE physically chained to a desk, you may want to call HR.)  Seek out the people who already are what you want to be when you grow up and learn from them.
  • Volunteer with a local industry-specialized membership chapter: An excellent way to build your network within your industry is to belong to and volunteer with a local chapter of that industry’s organization (e.g., SHRM).  This will allow you to stay current in the latest and greatest within your chosen profession, you’ll meet lots of amazing people, make some great friends, and build your brand.  And you get to brag about the fact you volunteered.
  • Read: And that means more than just browsing the headlines on Yahoo! or glancing at your Twitter feed.  Pick a topic you’re interested in, that’s relevant to your development goals, and hunt down some great books…and commit to reading them!  (Here’s a list to get you started.)  I LOVE to read, so this one seems like a no brainer to me…but I know some folks would rather gouge their eyes out then sit still and read a book.  I get that.  So try an audio book (you can get them from libraries, iTunes, whatever).  If they make a movie from it, watch that (worked for Freakonomics).  Subscribe to some industry magazines.  Just find a way to stay up to date in a meaningful way that makes you think.

This is just a short list of things you can do to keep you growing and learning even if your boss seems determined to keep you stagnant.   Hopefully you see that it doesn’t take much to overcome the perceived obstacle of an uncooperative manager – each of us makes a choice about our own engagement.  Don’t settle for whining about your lack of growth – flap your own damn wings and fly!

Have a suggestion on how to harness your inner peacock?  Share in the comments!

10 (really!) things leaders do that make me happy…or at least not cry

In my last post(s), I shared a number of things that leaders do that make me cry.  I figured it would only be fair for me to spread a little love into the universe and share some of the good things that leaders do (believe it or not, good things DO happen in the workplace).

I’ll admit…it was tough to not just write the opposite of the last list.  So I tried to think of some unique behaviors that positively impact the business and its people.  Don’t agree with them?  Think I’m missing a few?  Let me know in the comments!!

  • Has the team’s back: A lot of times, all an employee wants to know is that their manager went to bat for them.  When a leader fights for their team (whether it’s to stand up for an idea, speak up against a questionable policy, or push back when someone else tries to throw an employee under the bus), the team notices.  It makes a difference…and it shows that a leader understands the impact he/she can have on the team.
  • Collaborates across departments: So much of climbing the corporate ladder seems to stem from building an empire and then protecting your little fiefdom.  That’s why it’s so refreshing to see leaders who throw all that aside and work for the betterment of the entire company by reaching out across functional lines and work together towards a common goal.  (*sniff* I promised myself I wouldn’t cry!)
  • Challenges their people…the right way: Since a big part of what I do focuses on people development, I am always so happy when I see a leader willing to take a chance and give an employee a stretch assignment with the right amount of support.  It shows the leader believes in the employee, and it also shows that the leader isn’t willing to let an employee settle for “okay”.  Yay, leader!
  • Listens more than they talk: This is so hard for most people.  We like to talk about ourselves and listen to how darn smart we are.  So a leader who has learned how to wait and truly listen is one worth knowing.  When you listen as a leader, you encourage creativity, build morale, and make yourself smarter becausehappy_kitty you’re allowing your brain some time to process the input it’s receiving.  It’s AMAZING how different a team meeting is when the leader shuts up.
  • Hires people smarter than they are: It’s often said that Bill Gates wasn’t the smartest guy in the room…but he was pretty darn smart at surrounding himself with people who were better than he was at certain things.  (Ballmer it NOT this.  Just so we’re clear.)  A leader who hires smart people shows he/she is knowledgable about his/her limitations and is comfortable with them.  It’s about success…not ego.
  • Has a personality: Sometimes it feels like somewhere along the way it was decided that “executive presence” means being boring.  How wonderfully inspiring – you’re going to bore your people to death, but gosh darn it, didn’t you do it professionally?  I like a leader who isn’t afraid to show you who they are.  It gives others the permission to do the same, and helps build an important rapport and trust that will get a team through the tough times.  So fly a little freak flag now and then!
  • Sets boundaries: Showing personality doesn’t mean hitting every happy hour with the crew and posting buddy pics on Instagram.  I have worked with a number of managers who I call my friend…but while we worked together, there were definite boundaries around what was on or off limits in discussions about work and/or liberties taken.  I respected the heck out of these people while I worked for them (and still do) because their ability to set boundaries protected both them AND me – I knew they wouldn’t try to exploit our friendliness for their gain, just as they knew that I would understand why they couldn’t share everything.
  • Knows the difference between ‘fair’ and ‘the same’: Some of the most effective leaders I’ve seen understand this.  ‘Fair’ means considering each situation on its own merits, and acting accordingly.  ‘The Same’ means managing to the lowest common denominator.  Yes – consistency is important (I think about 1000 HR ladies just fainted, so I need to be clear about this).  But is it fair to make some exceptions now and then for an outstanding employee who has always gone above and beyond and works 55 hours a week without complaint?  I think so.  And here’s a hint: smart leaders seem to instinctively know how to set expectations and hold people to them BEFORE making exceptions.  Interesting, don’t you think?
  • Shows humility: Remember when Barry Sanders (RB for Detroit, for those of you who actively avoid sports) would score a touchdown?  He handed the ball to the official and then walked to the sidelines.  He acted like he’d been there before, would probably be there again…and understood that getting a touchdown meant he was doing his job – no more, no less.  (For more on Barry’s approach, here’s a great article from ESPN.)  Leaders can learn a lot from a guy like Barry Sanders.  Yes, celebrate your wins!  You and your team both deserve a moment of rest and reflection.  But the best leaders are ones who thank those who did the leg work, appreciate those who lent support, and acknowledge that sometimes it’s about being in the right place at the right time.  Just be authentic when you do it, okay?  False humility can do more damage than outright boasting.
  • Brings cupcakes and/or other assorted snacks: People like food.  ‘Nuff said.

So there you have it.  An ACTUAL list of 10 things that leaders do that make me happy.  Agree?  Disagree?  Got something to say?  Share it in the comments!

The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.
~Theodore Roosevelt

10 (-ish) things leaders do that make me sad: Part 2

As I said in Part 1, I’m sure there are more than what’s on this list. But come on, I already had to break the post up into two articles because of the length – give me a break!

And now, the thrilling conclusion of my list (in no particular order):

  1. Ignore evidence: Sometimes super smart people can’t see the forest for the trees. Or they already have their mind made up and look for confirmatory “facts”. Or they refuse to admit that a pattern of circumstantial evidence trumps a smoking gun. Whatever it is, it can be very frustrating for a team that perceives its leader as someone who ignores what they see as “obvious” – this is how grumbling starts. Yes, I acknowledge that there is often evidence a leader has that can’t be shared with others. So tell them that. I’m more concerned with a leader who explains away evidence because it’s inconvenient to acknowledge it.
  2. Have trust issues: Ah, trust. That oh-so-important-yet-rarely-mastered element of a highly functioning team. When a leader trusts too much or too little, the balance of the organization can be completely thrown off. I tend to think that trusting too little is a bit more damaging as I’ve seen its impact first hand, but trusting too much can lead to a number of the other behaviors on this list and can also damage a leader’s credibility. Trust is a combination of character and competence – once you’ve figured that out, leaders, you can go from there.
  3. Busad-pandally others / allow bullying: Yes – bullies are often insecure and act out because of fear. I don’t care – they’re still jerks who harm others and kill a culture. If you are a bully, stop it. If you know a bully, stop them. I don’t care how great the results this person might bring to the organization – I can tell you that in the long run, it is NEVER worth it. (SHRM members, check out this article on why bullies thrive at work.)
  4. Think “me first”: One of the more difficult aspects of leadership to wrap one’d mind around is that it’s not about you and your abilities any more – it’s about your team and their results. Some leaders aren’t able to make that leap, and it makes me sad because it robs a team of an opportunity to spread its wings, and it limits a leader’s ability to positively impact a greater part of the organization. It should always be about the team and about the company for leaders. (Oh, and guess what – if you’re an executive, your team is the executive team…not your organization.)
  5. Focus too much on who likes them: The reality is that at any given time, there are dozens of people who don’t like you. In fact, it could be in the hundreds or more, depending on your company’s size and industry. Get over it. USA Today recently shared this fantastic quote from Eleanor Roosevelt – “Do what you feel in your heart to be right – for you’ll be criticized anyway.” You’re never going to get everyone to like you, so focus more on making the right decision and feel confident you can stand by it for the right reasons.
  6. Don’t develop their people: Shame on you. Your people hunger for growth and thirst for knowledge. You’re unwillingness to develop your people is either lazy, petty, or both. I’ve always told leaders that their job is to train their replacement and/or find a way to help their people reach their full potential. If you don’t want to do that, then don’t be a leader. (By the way, read this post by Mike Figliuolo on becoming a talent exporter – great stuff!)
  7. Play favorites: We know…you love all your children equally, blah blah blah. Oh please – we all have a favorite or two. Some employees are special and you want to help develop them. That’s okay. What’s not okay is BLATANT favoritism – especially when it’s unwarranted and/or based on personal friendship. Leaders who blatantly play favorites put the whole organization in jeopardy because the wrong people are sometimes promoted or otherwise rewarded…and the good employees see that and leave. And that makes me sad.

Well, there you have it. My Top Ten (-ish) Leadership Behaviors that make me sad. Agree? Disagree? Think I missed a few? Let me know! Share in the comments or send me a note.

[Sad Panda graphic respectfully grabbed off the internet because I LOVE that South Park episode!!]