I write about anything that can help leaders gain a snappy, specific set of skills for managing up and managing teams.
Most of us agree that building trust is essential at all levels of our careers.
And most of us don’t give much thought to how to go about building trust. We assume that people will see our work, see that we’re good at it, and then start to trust us. Bingo. Trust built!
That's far from how it works.
Building trust doesn’t have to be complicated, and it’s something you need to be aware of and be actively working to make happen. Since most of us are continuing to work from home, it’s even more important to ensure your employees know that you’re there still for them and that they can still rely on you.
During 2020 it was easy to think, “We just need to get through this year.” As a result, you might have put off some necessary and hard work around building trust with your team.
I get it! It was difficult for me to wrap my head around the fact that how we had to work in 2020 was the way we would be working in 2021.
Anyone remember this game?
A few years ago, my mom was going through my "things" (what she calls stuff in my childhood bedroom), and she brought me a bag of junk (what I call that stuff). And in that bag was the game of Perfection.
I have it in my office now. I just played it earlier this week (literally and symbolically).
I reminded myself how much I despise the game yet secretly love the name and love the ambition of perfection.
The race against the clicking clock to get all those pieces in the right places before the whole thing goes "POP!"
Many days I feel as if I’m going to pop.
Is it because I’m racing towards perfection? I don’t so think, but I do know I'm trying to put lots of pieces into tiny holes all over, and I feel rushed and confused.
The holes are (now) smaller, they look and feel strange, and they are harder to find. And the time is loud, clicking by. It's like a nightmare inspired by the game of Perfection . . . POP.
And some days, I do it. I pop.
Focused on Wednesday. Lost on Thursday. And each afternoon feels like a Friday.
It's hard to stay focused these days, right? I know it's not just me, as many of my coaching clients are saying the same. And my neighbors and my friends.
You might feel productive one day and then lost the next. The commute is gone, so, wow, you're "home" early, and it's nice and warm outside (for those of us in the Northern Hemisphere). Is it a Friday? Maybe. Not sure.
For this newsletter, I have a collection of links and ideas as well as updates on what I've been up to with Awesome Leader projects. They come together in a casual Friday-like manner.
My thoughts captured by Others: Mentions in the The Economist (Managing Up) and Lattice (Professional Development)
"Sycophants are suffering during this pandemic."
I've read and loved The Economist for years, and my thoughts are now in it. Sycophants are out of luck. Managing up = building and maintaining relationships...
As a manager, a huge part of your job is to work with all kinds of people, with all kinds of temperaments. An amazing manager is able to recognize and use the strengths of each employee, finding a way to make the varying skills and personalities that make up their team work in harmony. It feels right. It sounds right. Yet just like the wrong note played in a song can create dissonance, so too can having to manage an employee who seems to only bring negativity to work with them.
I’m sure you’ve encountered this type of person in your time as a manager: the naysayer, the person who shoots down every idea, the one who pushes back on everything asked of them. They complain about most everything and everyone.
This kind of behavior is much more than annoying. It’s obstructive and depleting to everyone who shares the environment. And maybe even more: it can be infectious, like the flu running wild through each team. It lowers the morale of an entire team and...
Have you seen this behavior in your workplace recently?
These are perfect examples of passive-aggressive behavior.
It’s maddening, underhanded, sneaky behavior.
I don’t think passive-aggressive behavior has a place in any work environment, but I see it all the time. We’ve all grown up, supposedly, but we hang on to childish behaviors we honed on the playground.
Why do people act this way?
The majority of people who exhibit passive-aggressive behavior have a negative reaction to something--a topic, a task, a person, something. They don’t like something....
Sign up below to get email notifications when I publish new posts that can help you lead with ease.
And get a copy of the free guide: The 5 Conversations for New Managers.
I have the conversations listed and sample questions to get you going today.
Even if you’re not a new manager, you may be surprised that you’ve never had some of these conversations. So, start talking, manager!
And don't worry, you can unsubscribe anytime you like.