Some time back I spent about three hours writing and doing emails at one of our local malls. I love this place because there are lots of tables to sit at and the mall has free wireless access so I can be online all the time. As I was exiting the mall I noticed a woman about 20 feet away from the entrance heading into the mall. As I walked out the door I held the door open for this woman for a few seconds. As she walked by me into the mall she said "WOW!" She was surprised that I actually took three seconds out of my life to hold a door open for a complete stranger. Imagine what I could have done with those three seconds that I wasted :-).
A couple of years ago I did an interview on what a manager can do to regain trust when he or she has screwed up royally. I thought the points were particularly pertinent to many of my subscribers so I thought I'd print excerpts from the interview here:
It's happening more and more; managers are being asked to manage virtual teams of people that may or may not have a direct reporting relationship to the manager. Some find it easy to do, but many others find it difficult to garner the respect from team members who don't have to follow the manager. Get a few helpful tips to help you next time you're asked to manage a virtual team.
What we learned was more than what we had anticipated; not necessarily about their purchases, but about how they worked and the importance of urgency versus importance in their jobs.
So let's get right into this....
Ever known a manager who held great respect of his or her team but was not respected by his or her management? Or maybe you've had a manager that just couldn't get things done effectively because he or she just didn't know how to "work the system"? Or even still, are you are a manager who is continually frustrated because you can't get your manager to do what you need him or her to do? If any of these sound familiar to you, welcome to the world of ineffective upward management.
This part two of a three-part series on Mastering Credibility. Part one is It's What You Know and part three is It's How You Deliver Results.
Ever since childhood, Mark had been known as an in-your-face competitor...
Whether it be in sports, in the classroom, or in relationships, he wasn't happy unless he beat someone else at whatever he was doing. Being in competition to Mark meant that he was going to do whatever he could to ensure he won and that his competitor lost. Those on his team loved his competitive spirit and encouraged it; those not on his team feared him. His behavior was validated through the number of trophies and medals he received while growing up.
As an adult his competitive spirit didn't wane. He became a feared negotiator in his company's purchasing organization and became known as a pompous ass who would stop at nothing to ensure that his suppliers were giving up as much as possible so his company could get a better deal. Suppliers hated to deal with him, but his company was too big to ignore so they put up with him.
Within a few months of my open door policy, I saw my own productivity drop and my frustration level rise because I kept getting interrupted by people taking me up on my open-door policy. My open-door policy soon turned into a series of random interruptions that caused me to not get my stuff done. I came to recognize that I needed to be accessible to people but that I could control the accessibility through scheduled time. Open-door means be accessible, not come in whenever you want.
Excerpted from The Project Management Advisor - 18 Major Project Screw-Ups And How To Cut Them Off At The Pass (Prentice Hall, 2004)
So we've all been to the doctor. We know the feeling of getting marched into a sterile examination room, given a gown that only covers the front half of your body, aked to step on a scale, prodded with a thermometer, asked to pee in a cup. Then there's what seems like an eternity of sitting on an examination table with your hind quarters hanging out waiting for the doctor to come in the room. Then after what seems like an eternity the door bursts open and the doctor pronounces, "Hello, I'm Dr. Goofleblat..."
One of my most popular books is Why Don't They Follow Me? 12 Easy Lessons to Boost Your Leadership Skills.
Why Don't They Follow Me? gives you 12 simple to understand leadership lessons which cut through all the baloney and get you results fast. A quick read (many of my reviewers have told me they were able to get through in under two hours), Why Don't They Follow Me? cuts to the heart of leadership wisdom and gives you 47 take-aways that you can put into action right away.
Contact Lonnie about article reprints. Please specify article you wish to reprint.
See Lonnie's Amazon Author Page