tag:blogger.com,1999:blog-77375212017998950512024-03-13T18:12:09.057-04:00Managing ManagementA one-stop resource for emerging managers and future leadersUnknownnoreply@blogger.comBlogger10125tag:blogger.com,1999:blog-7737521201799895051.post-54069494058850374212014-09-01T09:20:00.000-04:002014-11-14T19:02:50.312-05:00Is the Salary Really Greener on the Other Side of the Fence?<i><span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="color: #0c0808; font-size: 14.5pt; letter-spacing: -0.1pt;">The right and wrong reasons to go from non-exempt to exempt</span></b></span></i><br />
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<span style="font-family: Arial,Helvetica,sans-serif;">As a department head and an HR professional, one of the most frustrating, yet all too common questions I’ve gotten from managers is the casual request to switch one of their employees from hourly (non-exempt) to salaried (exempt).</span><br />
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<span style="font-family: Arial,Helvetica,sans-serif;"><i><span style="color: #2f5597; font-size: 9pt;">Although often
used interchangeably, “salaried” and “exempt” are not the same thing, just as
“hourly” and “non-exempt” are not the same. For the purposes of this example,
the terms will be used to convey the common concepts – a more detailed
clarification appears at the end of the article.</span></i></span></div>
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<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Now, many managers (even many reading this) don’t understand why that simple request could lead to a frustrating exchange with human resources (“…<i> isn’t there just a form or something? …a payroll switch to click?</i>) Of course, management pros know exactly where this dialogue is headed. <br /><br />Imagine the conversation goes something like this…</span></span><span style="font-family: Arial,Helvetica,sans-serif;"> </span><br />
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<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>Team Supervisor: </b>Hey, you got a minute? </span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>Human Resources</b>: Sure, have a seat.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS:</b> (<i>remaining standing</i>) I just wanted to put in for Diane to go from hourly to salary. What do I need to do to make that happen?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: Oh ... are you promoting her to that floor manager job? </span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS:</b> No, no. We’re actually putting that on hold. I just want to make her salaried.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: Oh, so she’s taken on more responsibilities? Tell me about her new scope of work…</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: No, no, no. Same job, I just want to change her classification.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: I don’t understand. If you didn’t change her job and you didn’t change her scope of work or responsibilities, what’s prompting the need to change her pay classification?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: Well, I’m just tired of trying to work around the over-time thing. Our department is really busy right now but if I let her work over-time, we go over budget. If I make her go home, we get behind. She’s willing to put in the extra hours, I just can’t afford the extra pay. So if we make her salaried – problem solved, right?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: Well... </span></span><br />
<a name='more'></a><span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;">let me just make sure I heard you correctly. You’ve got a high performing employee that you rely on heavily for a high volume of work, right?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS:</b> Right.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: And her job level, scope of work and responsibilities aren’t any different, she’s just handling a much higher volume of the same exact work…</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: Right.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: And since your goal in this move is to stay within budget… what is she making now?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: She’s at $10.50 an hour and I’ve only budgeted for 40 hours a week so her weekly salary would come out to… what, $420 per week?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR:</b> You’re suggesting her new salary to be $420 per week? </span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: Exactly.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: So you have a top performer whose hard work and dedication you would like to reward by increasing her hours and cutting her pay.</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: Well, I wouldn’t look at it like that—</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: --don’t you think <i>she’s</i> going to look at it like that? …like your “thanks” for her willingness to put in the extra time to get the job done is to cheat her out of her overtime pay?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>TS</b>: Look, (<i>finally sitting</i>) I’m just trying to figure out how to get the job done and stay within budget. How would <i>you</i> suggest I do that?</span></span><br />
<span style="color: #666666;"><span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><b>HR</b>: Now if you had started with <i>that</i> question, we could have skipped ahead to the part where I help you solve your problem.</span></span></blockquote>
<span style="font-family: "Trebuchet MS",sans-serif;"></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">So how many red flags did you catch in that exchange? Communication styles aside, I count five. If you found less than five, quickly go back and review the scenario before reading on.</span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br />The five flags I’m identifying are 1) the supervisor’s</span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> lack of understanding that this is a regulatory issue, not a matter of choice, 2) the employee’s current pay level is too low to qualify for exemption, 3) the supervisor missing the “big picture” on the impact of the request, 4) taking advantage of or unfair treatment of the employee, and 5) lack of adequate training for the supervisor.</span></span><br />
<b><br /> <span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">It’s a regulatory issue</span></span></b><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Whether an employee qualifies for an “Exempt” status (meaning the employer is exempt from having to pay them overtime, referred to as “salaried” above) is determined by the regulations and definitions set forth by Department of Labor (DOL) through the Fair Labor Standards Act (FLSA). Although your HR staff are likely the most knowledgeable people in the organization about those regulations and are charged with interpreting and applying those regulations to the situations within the organization, they don’t actually have any control over those laws. Frankly, they may not even agree with some of the laws they are responsible to ensure the company complies with, but it’s their job nonetheless. They’re really not trying to make your life difficult, I promise. They’re trying to keep their company out of court. </span></span><br />
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<span style="color: #44546a; font-size: 16.0pt; mso-themecolor: text2;">Promotions or management titles
are <i style="mso-bidi-font-style: normal;">not</i> the key</span><span style="color: #44546a; font-size: 18.0pt; mso-themecolor: text2;"> </span><i style="mso-bidi-font-style: normal;"><span style="color: black; font-size: 10.0pt; mso-themecolor: text1;">– </span></i></div>
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<span style="color: black; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-themecolor: text1;">Although
the HR person asked whether the employee was being promoted to an identified
manager job, we’re going to assume that HR already know the manager job had
been correctly classified as exempt based on an evaluation of the scope of
work as compared to the FLSA definitions. But it is not a “given” that a job
with a management title actually qualifies as exempt. It’s not uncommon for
supervisors to think they can give an employee a “manager” title so they can
convert them from hourly/non-exempt to salaried/exempt, but it just doesn’t
work that way. </span></div>
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</span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">The reason the HR person asked the questions about the promotion and whether the scope of work or responsibilities had changed is because under the FLSA, the qualification for the overtime exemption is determined by the duties and scope of responsibilities as they define it, not by how the company, the supervisor or even HR may be defining it. While the employee’s job should be evaluated on its own merits to see if it qualifies for exemption, it’s generally safe to assume that, if the job was properly classified yesterday as non-exempt (hourly) and today the job is essentially the same, then today it’s still going to be classified as non-exempt.</span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /><i><b>Part one: The duties test</b></i> - The full regulations are filled with little exceptions and caveats, but the three main exemption categories that the general population of employees/jobs are going to be evaluated through are Executive, Administrative and Professional. Depending on the nature of your organization, the other two main categories (Computer and Outside Sales) may also apply. <br /><br /> The DOL has a very handy tool on their website (<a href="http://www.dol.gov/elaws/overtime.htm">http://www.dol.gov/elaws/overtime.htm</a>) to help guide you through determining if a position qualifies for an exemption, but here is my very basic, not-all-inclusive, hot-list that you can use as a barometer. You must be able to say “Yes” to all of the questions in a given category. If you answer “No” to any of the questions then, odds are, your request for exempt status will not be met with favor<b>.</b></span></span><br />
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">Executive Exemption</span></b></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Is the <i style="mso-bidi-font-style: normal;">primary</i> duty to <i style="mso-bidi-font-style: normal;">manage</i>
(versus executing tasks themselves)?</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Do they oversee a <i style="mso-bidi-font-style: normal;">customarily recognized</i> department/division (versus something made
up just to give them something to be in charge of)?</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Do they typically direct the work of two
or more employees? (an occasional reduction due to turnover would not warrant
a “No”)</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Do they have the authority (or have an
established weight in the decision making) to hire, fire, promote, demote or
change the pay of other employees? (this “weight” is more than just “I really
value their opinion,” think of it as a dotted line on the org chart)</span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">Administrative
Exemption</span></b></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Is the <i style="mso-bidi-font-style: normal;">primary</i> duty to perform office/non-manual work?</span></div>
<div class="MsoNormal" style="margin-bottom: 3.0pt; margin-left: .05in; margin-right: 0in; margin-top: 0in; text-indent: -3.75pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Are the <i style="mso-bidi-font-style: normal;">primary</i> duties related to the <i style="mso-bidi-font-style: normal;">management</i>
of the <i style="mso-bidi-font-style: normal;">general business operations</i>?
(versus that of a department, division or individual)</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Do the <i style="mso-bidi-font-style: normal;">primary</i> duty include the exercise of <i style="mso-bidi-font-style: normal;">discretion</i> and <i style="mso-bidi-font-style: normal;">independent</i>
judgment with respect to <i style="mso-bidi-font-style: normal;">matters of
significance</i>. (Do they <i style="mso-bidi-font-style: normal;">routinely </i>make
decisions <i style="mso-bidi-font-style: normal;">without</i> confirming or
asking permission that could have a <i style="mso-bidi-font-style: normal;">significant
negative impact</i> on the <i style="mso-bidi-font-style: normal;">whole</i>
organization if it turns out they made the wrong call?)</span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">Professional
(intellectual)</span></b></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Are the <i style="mso-bidi-font-style: normal;">primary</i> duties <i style="mso-bidi-font-style: normal;">predominantly</i>
intellectual in character, requiring the <i style="mso-bidi-font-style: normal;">consistent</i>
exercise of discretion and judgment?</span></div>
<div class="MsoNormal" style="margin-bottom: 3.0pt; margin-left: .05in; margin-right: 0in; margin-top: 0in; text-indent: -3.75pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Do the <i style="mso-bidi-font-style: normal;">primary</i> duties of the job require an <i style="mso-bidi-font-style: normal;">advanced level of knowledge</i>, customarily acquired by a <i style="mso-bidi-font-style: normal;">prolonged course of specialized
intellectual instruction</i>? (Do they have a degree or credential that they
couldn’t perform the specific duties of the job if they didn’t have <i style="mso-bidi-font-style: normal;">that</i> particular degree or credential?)</span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">Professional
(creative)</span></b></div>
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<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: dashed windowtext .5pt; mso-border-top-alt: dashed windowtext .5pt; padding: 4.3pt 4.3pt 4.3pt 4.3pt; width: 409.5pt;" valign="top" width="546"><div class="MsoNormal" style="margin-bottom: 3.0pt; margin-left: .05in; margin-right: 0in; margin-top: 0in; text-indent: -5.25pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Are the <i style="mso-bidi-font-style: normal;">primary</i> duties <i style="mso-bidi-font-style: normal;">predominantly</i>
creative in nature, requiring invention, imagination, originality or talent
in a <i style="mso-bidi-font-style: normal;">recognized</i> artistic field? </span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Does the nature of the creative work
contribute a unique interpretation or analysis, or express an opinion? (as
opposed to just assembling or packaging the original/creative contributions
of others, like reporters and editors do)</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 8.5pt;">▪ Are the final/completed creative products
free from “substantial control” by the employer? (Does the creator/employee
decide when the creation is a complete and finished work or does the
employer?)</span></div>
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</tbody></table>
</b></span></span><br />
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<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><br /></b></span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>
</b></span><span style="font-family: Arial,Helvetica,sans-serif;"><b>Part-two: Pay matters</b><br />Qualifying for exempt status is actually a two-part test - don’t worry, this second part is much easier. No complicated interpretation required, just simple math: the weekly pay (salary) must meet a minimum threshold set by the DOL, currently $455 per week.<br /><br />In our scenario, Diane’s regular weekly equivalent was $420 per week. Even if she had new responsibilities that qualified for the exemption, the “budgeted” pay of $420 per week doesn’t meet the standard and would have to be increased to $455. That’s an additional $1820 per year. The question the supervisor needs to answer next is, over the course of the next year, would Diane put in more than 116 hours of overtime? ($10.50 x 1 ½ x 116hrs=$1827) If the answer is yes, then (mathematically) it would be cheaper to make Diane salaried. If the answer is no, then he would be better off to keep her working on an hourly basis, even with the overtime expense. <br /><br /><b>Missing the forest for the trees</b><br />The supervisor’s solution to what may be a small or short term expense problem could actually lead to a few larger, long-term problems that are all, directly or indirectly, bigger expense issues.<br /><br />We’ve already determined that to meet the minimum pay threshold for exempt status, Diane’s base pay would have to be increased by $1820 per year. That’s a long term fixed expense increase versus the variable nature of overtime which, if necessary, can still be stopped if you accept that the work is going to slide. <br /><br />Additionally, come review time, Diane’s performance increase is now going to be calculated on a higher base wage than if the supervisor had just kept her as an hourly employee. Since she is a star performer, let’s say she would be in the 5% category. Her hourly rate of $10.50 would increase to $11.03, but her salary of $455 per week would increase to $477.75 (about 7% more annually).<br /><br />Of course, when Diane realizes that she’s now working more hours but earning less money, she will get frustrated, disengaged and eventually quit. The lost productivity during her disengagement period, the inevitable vacancy, and training period of the new hire, will cost the company multitudes more than the couple thousand dollars of overtime wages the supervisor didn’t want to pay her.</span></span><br />
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<span style="color: #44546a; font-size: 16.0pt; mso-themecolor: text2;">Exempt pay: 1938-2014</span></div>
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<span style="color: #222a35; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-themecolor: text2; mso-themeshade: 128;">In the first 11 years of tweaking
this new exemption concept (1938-1949), the national minimum hourly wage was
adjusted twice and the minimum weekly exempt pay was adjusted twice to reach
its peak differential of 470%. It was all downhill from there.<span style="mso-spacerun: yes;"> </span></span></div>
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<span style="color: #222a35; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-themecolor: text2; mso-themeshade: 128;">Over the next 64 years (1950-2014)
it would seem that the spirit of maintaining a substantial differential was
lost in the bureaucratic shuffle as the minimum hourly wage was adjusted 21
times (currently $7.25) yet the weekly salary threshold was only adjusted 5
times (currently $455) making our current differential 157% (although our
lowest point was in 1997 when the differential was 83%). If the adjustments
in the minimum salary threshold had kept pace with growth in the minimum
hourly wage, today, the weekly minimum salary for exempt positions would now
be $870 (nearly double).</span></div>
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<span style="color: #222a35; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-themecolor: text2; mso-themeshade: 128;">Recognizing that, at the low weekly
wage of $455, an exempt employee who puts in more than 63 hours in a given
week (not uncommon in some industries) would actually be making less than
minimum wage for their time worked, President Obama signed a memorandum on
March 13, 2014 that will start the ball rolling on a much needed overhaul of
the FLSA, including the need to widen that differential which would ensure a
greater number of workers would either receive overtime wages for hours
worked over 40, or when moving to a salary/exempt position their exempt
salary would be substantially higher and better compensate for the excess
hours that exempt employees regularly work.</span></div>
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<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">The</span></span><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> </span>greatest expense, however, will be in the wage-and-hour law suit that Diane files when she realizes that she’s been misclassified as salaried/exempt in an attempt to cheat her out of her overtime pay and wins a settlement amount of a couple million dollars. Think that’s an exaggeration? According to a recent study from NERA Economic Consulting, the average settlement paid out by an employer hit with a wage-and-hour claim was $4.5 million. Overtime violations make up 45% of all wage-and-hour claims. Paying out $2000 for a little OT is starting to look pretty good right now, isn’t it?</span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /><b>It’s called the (<u><i> What? </i></u>) Labor Standards Act?</b><br /> FAIR. The word you’re looking for there is fair. In the scenario above, our supervisor was more concerned about the budget than with the employee’s fair treatment. In reality, he has a responsibility to both, so finding the right balance between fair and reasonable is the key. And, of course, federal regulations always hold the trump card.</span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br />Back in 1938 when this concept of an creating an exemption from paying overtime to a qualified group of employees was developed, the differential they established between the minimum non-exempt hourly rate and the minimum exempt weekly salary was 300%. Meaning, the minimum salary was 300% higher than the minimum hourly rate. They created the duties tests to make sure it wasn’t just going to be applied to everyone, but the whole point of establishing a minimum salary was to protect an employee from being taken advantage of by “management.” Protecting the employee who is being asked to take on the greater responsibility of management from experiencing a negative financial impact when moving from hourly pay with overtime to a fixed weekly salary, regardless of how many additional hours it takes to get the job done. Otherwise, companies might have done just exactly what our supervisor tried to do with Diane’s pay.</span></span><span style="font-size: x-small;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /><b>You don’t know what you don’t know</b></span></span><br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">All of the first four flags could have been avoided if the company had provided adequate management training to supervisors, giving them a basic understanding of the FLSA (and other employment laws) as it applies to the people they manage. When an employee makes that first transition into supervision, there’s no way for them to know what they need to learn. It’s the responsibility of the human resources department and the new supervisor’s manager to proactively prepare a learning track that give them the knowledge they need to make good decisions for both the company and the employees they manage.<br /><br />Not every HR department or organization has the internal resources to provide the training and coaching managers need to be successful. There are many inexpensive, off-the-shelf training resources available these days and outsourced, custom training programs can be quite affordable as well. Add Managing Management to your training resources by subscribing below or email for pricing on custom development programs.</span></span><br />
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<tbody>
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<td style="padding: 0in 5.4pt 0in 5.4pt; width: 467.5pt;" valign="top" width="623"><div style="border-bottom: solid #5B9BD5 3.0pt; border-left: none; border-right: none; border-top: solid #5B9BD5 3.0pt; mso-border-bottom-themecolor: accent1; mso-border-top-themecolor: accent1; mso-element: para-border-div; padding: 8.0pt 0in 8.0pt 0in;">
<div class="MsoNormal" style="border: none; mso-border-bottom-alt: solid #5B9BD5 3.0pt; mso-border-bottom-themecolor: accent1; mso-border-top-alt: solid #5B9BD5 3.0pt; mso-border-top-themecolor: accent1; mso-padding-alt: 8.0pt 0in 8.0pt 0in; padding: 0in;">
<i><span style="color: #2f5597; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-style-textfill-fill-alpha: 100.0%; mso-style-textfill-fill-color: #2F5597; mso-style-textfill-fill-colortransforms: lumm=75000; mso-style-textfill-fill-themecolor: accent5; mso-themecolor: accent5; mso-themeshade: 191;">The terms Exempt
and Non-Exempt refer to the classifications, defined by the DOL under the
FLSA, determining whether or not a job might be Exempt from the requirement
to pay an employee at a time-and-a-half rate for any hours over 40 worked in
a given week. Those classifications are somewhat independent from the
decision to pay someone on an hourly or salary basis. To designate a position
as hourly, the employer is agreeing to pay an employee for each hour they
perform work, regardless of the number of hours that is. To designate a
position as salaried, the employer is agreeing to pay a fixed weekly amount
to the employee, regardless of the number of hours worked. This fixed weekly
amount, however, comes with many caveats and serves as a minimum, not
necessarily a maximum amount.</span></i></div>
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<br /></div>
<div class="MsoNormal" style="border: none; mso-border-bottom-alt: solid #5B9BD5 3.0pt; mso-border-bottom-themecolor: accent1; mso-border-top-alt: solid #5B9BD5 3.0pt; mso-border-top-themecolor: accent1; mso-padding-alt: 8.0pt 0in 8.0pt 0in; padding: 0in;">
<i><span style="color: #2f5597; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-style-textfill-fill-alpha: 100.0%; mso-style-textfill-fill-color: #2F5597; mso-style-textfill-fill-colortransforms: lumm=75000; mso-style-textfill-fill-themecolor: accent5; mso-themecolor: accent5; mso-themeshade: 191;">For simplicity’s
sake, it is most common for employer to classify positions as salaried/exempt
or hourly/non-exempt. However, there are no restrictions that would prohibit
an employer from paying an employee whose position qualifies as exempt, on an
hourly basis. </span></i></div>
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<div class="MsoNormal" style="border: none; mso-border-bottom-alt: solid #5B9BD5 3.0pt; mso-border-bottom-themecolor: accent1; mso-border-top-alt: solid #5B9BD5 3.0pt; mso-border-top-themecolor: accent1; mso-padding-alt: 8.0pt 0in 8.0pt 0in; padding: 0in;">
<i><span style="color: #2f5597; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-style-textfill-fill-alpha: 100.0%; mso-style-textfill-fill-color: #2F5597; mso-style-textfill-fill-colortransforms: lumm=75000; mso-style-textfill-fill-themecolor: accent5; mso-themecolor: accent5; mso-themeshade: 191;">If the employee
worked 38 hours, the employer would only have to pay the employee for 38
hours. Likewise, if they work 42 hours, they must be paid for the 42 hours
but the additional 2 hours can be paid at the regular rate since they are <u>exempt</u>
from the time-and-a half requirement. There are several industries where this
kind of classification makes sense to use but is still less common than the
two classic combinations.</span></i></div>
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<br /></div>
<div class="MsoNormal" style="border: none; mso-border-bottom-alt: solid #5B9BD5 3.0pt; mso-border-bottom-themecolor: accent1; mso-border-top-alt: solid #5B9BD5 3.0pt; mso-border-top-themecolor: accent1; mso-padding-alt: 8.0pt 0in 8.0pt 0in; padding: 0in;">
<i><span style="color: #2f5597; font-family: "Arial","sans-serif"; font-size: 9.0pt; mso-style-textfill-fill-alpha: 100.0%; mso-style-textfill-fill-color: #2F5597; mso-style-textfill-fill-colortransforms: lumm=75000; mso-style-textfill-fill-themecolor: accent5; mso-themecolor: accent5; mso-themeshade: 191;">It is just as
permissible but far less common for an employer should choose to pay a
non-exempt employee on a salaried basis, the employee would be paid the fixed
weekly amount as a minimum. If they worked 34 hours, the full salaried amount
must be paid to the employee, without reductions for the missed hours.
Conversely, if the non-exempt/salaried employee works more than 40 hours,
they must be paid the equivalent of their hourly rate at time-and-a-half pay
for each hour over 40. There are very few advantages to classifying a
position this way. </span></i></div>
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</tbody></table>
Lauren Yost - Managing Managementhttp://www.blogger.com/profile/02575506935100206950noreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-1146239613802585102014-08-01T19:54:00.000-04:002014-11-14T19:38:58.524-05:00Plagued by "They" and "Everyone" <div class="MsoNormal">
<i><span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="color: #0c0808; font-size: 14.5pt; letter-spacing: -0.1pt;">The Exponential Growth of Gossip</span></b></span></i><br />
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<a href="http://2.bp.blogspot.com/-ra5hm3mqLzU/VGagI08N0oI/AAAAAAAAAQQ/JZnwHwPRya8/s1600/Gossip_2014.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-ra5hm3mqLzU/VGagI08N0oI/AAAAAAAAAQQ/JZnwHwPRya8/s1600/Gossip_2014.png" height="433" width="800" /></a></div>
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<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">I recently watched an old program I had recorded years ago
and got a good chuckle out of these 2009 Chevy commercials with Howie Long that
I have a love-hate appreciation for. If you don’t remember these “They” and
“Everyone” parodies, do play they to refresh your memory (they're at least worth the laugh).</span></span><br />
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<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">I love these (and hate them) because they are so
representative of society at large and the contagious nature of misinformation
… especially bad or negative misinformation. The average workplace is all too
often plagued by this “They” and “Everyone” virus.</span></span><br />
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<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">One person will have a
problem with a new policy or idea that management puts out (something that 95%
of the staff are happy with or at least neutral about) and somehow this one
person’s water-cooler complaining turns into a panicked manager sitting in the
boss’s office bringing forward “concerns” that “everyone” is upset about this
new change and “they” are all complaining about it.</span></span><br />
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<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">However, trying to track down the actual unhappy people –
the “they” and “everyone” who make up this global discontent – so that you can
address their issues and explain the reasons behind it, you can’t actually find
a “them” to address.</span></span></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">
</span></span>
<br />
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">In your attempt to locate the sour source, “everyone” you
talk to says, <i>well I don’t feel that way
myself, I’m just passing along how so-and-so felt.</i> But <i>so-and-so</i>, tells you the exact same thing when you try to vet their
fret. When you reach the final <i>so-and-so</i>
(a person who really did have a problem or concern that deserved to be heard
and responded to) “they” turned out to be “the” and “everyone” … just “one.” But
they caused such a stir, in no time at all, one ornery observation turned into
“everyone feels that way.”</span></span></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">
</span></span>
<br />
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">I’ve seen it in the media, in workplaces, in churches – and
what’s most unfortunate is that a very small number of very loud naysayers can
prevent large organizations from making right, necessary changes toward
progress for fear of the “they” and “everyone” that get misrepresented as a
majority – they are not.</span></span></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">
</span></span>
<br />
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">Why doesn’t the same hold true with positive messages?
Consider this dream sequence … a corporation that employs mostly single men and
women makes a decision to close for the summer while schools are out. There
will be no pay for those months because no work is being performed, but it’s a
great benefit for those parents who want to spend time with their kids who are on
summer break. The one or two people who
think this is a great idea and will benefit from the decision start a
water-cooler stir that permeates the whole staff and before you know it
“everyone” thinks it is a great idea to close for the summer and “they” are
very happy with management’s decision… and then we all wake up.</span></span></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">
</span></span>
<br />
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">Well, we all know that’s not likely to happen (ever), so
what’s the solution?</span></span></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">
</span></span>
<br />
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">The next time someone complains to you about something that
1) you don’t actually have a problem with and 2) you do not have the power or
authority to change it, direct him or her to the person who IS empowered to
address it and then you, LET IT DROP.</span></span></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">
</span></span>
<br />
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;">Don’t contribute to the exponential growth of “they” and
“everyone” – be a part of the solution by not perpetuating the gossip. Better
yet, if you are happy with the decisions or changes, don't keep it a secret.
Your silence allows people to assume the opposite simply because of the company
you keep at the water cooler.</span></span></div>
<span style="font-size: small;">
</span></div>
</div>
<a href="https://www.pinterest.com/pin/create/extension/" style="background-color: transparent; background-image: url("data:image/png; border: medium none; cursor: pointer; display: none; height: 20px; left: 26px; opacity: 0.85; position: absolute; top: 42px; width: 40px; z-index: 8675309;"></a>Unknownnoreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-73136324741166722152014-07-01T14:45:00.000-04:002014-11-14T22:00:10.444-05:00Confidentiality in the Workplace<i><span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="color: #0c0808; font-size: 14.5pt; letter-spacing: -0.1pt;">Avoiding liability before, during, and after employment</span></b></span></i><br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://2.bp.blogspot.com/-RYlAboFJO_M/VGa_2rIRAjI/AAAAAAAAAQo/BrF5HB7-5l0/s1600/Confidentiality%2Bin%2Bthe%2BWorkplace_2014.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-RYlAboFJO_M/VGa_2rIRAjI/AAAAAAAAAQo/BrF5HB7-5l0/s1600/Confidentiality%2Bin%2Bthe%2BWorkplace_2014.png" height="438" width="800" /></a></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<span style="color: #0b5394;"><span style="font-size: large;"><span style="font-weight: normal;"><span style="font-family: Arial,Helvetica,sans-serif;"><i></i></span></span></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">The topic of confidentiality is always one of great
interest, controversy and confusion. In
2007, I wrote a three-part series on Workplace Confidentiality for <i>Parks & Recreation</i> but recent court
decisions are worthy of renewed attention.</span></span><br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">The cliché “loose lips sink ships” is a bit ironic, if you
think about it. The overstatement aside, equating the legal disaster of
breaching a confidentiality with the human disaster of the <i>Titanic</i>, it was actually the failure to disclose information that
led to the sinking of the Titanic. Just as ironic, there are also workplace
situations where <i>not</i> disclosing a
(perceived) confidentiality could also create a legal liability.</span></span><br />
<br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Knowing what you can’t disclose, can disclose, and <i>must</i> disclose is important for every
manager. In the last 15 years, an increasing number of high courts are
affirming that importance through their judgments against organizations and
individual managers for disclosure-related employment violations.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><i>Wait – back up – did
you say individual managers are being sued?</i></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">YES! A disgruntled employee may initially go after the
company, but if the company can demonstrate clear and well communicated
policies specifying the manager’s responsibilities to maintain
confidentialities, yet the manager disregarded them, the attorney will turn
their attentions to the individual manager. Most companies do have EPLI (liability)
policies, but they won’t extend protections to a non-executive named in a suit
– the named manager (and their assets) are hung out to dry. You may be in the
right, but you don’t have to be wrong to be sued. Even if you win, you lose if it
cost you hundreds of thousands of dollars to defend yourself.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Rather than alarming you, let’s focus on arming you with
strong management practices that will keep you from sinking in to the
treacherous cold waters of liability.</span></span><br />
<a name='more'></a></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b>Before, During and After</b></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Not limited to the people who currently report to us, the
protection of confidentiality applies before, during and after employment. Liability
landmines exist with applicants that apply for our jobs, employees that fill
our jobs and former/exiting employees who leave our jobs.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b>Before: Interviewing IN Confidence … WITH Confidence</b></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">As a manager, you’ve reviewed many resumes during the hiring
process and most of those applicants were probably employed at the time. Whether
or not it’s directly expressed in their cover letter, applicants have an
expectation that they are applying “in confidence.” They expect that you would
never discuss their submission with anyone that could mention it to someone
else who might then mention it to their current employer, jeopardizing their current
employment. If they get fired for disloyalty, are you prepared for the
liability of their lost future wages?</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">How do you know if an applicant is applying confidentially?
It doesn’t matter. Whether expressed or not, their submission is
confidential. Extending that further, if
you engage other staff in an interviewing process, you should reinforce the
confidential nature of the interviewing process with them as well.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b>During: loose lips and email slips</b></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><i><u>The Water Cooler
Disclosure</u></i></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Consider this casual exchange between two supervisors:</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal" style="margin-left: 0.5in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">A: “So where’s Jane today?”</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal" style="margin-left: 0.5in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">B: “Oh, she had an all-day doctor’s
appointment.”</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal" style="margin-left: 0.5in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">A: “Is everything okay?”</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal" style="margin-left: 0.5in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">B: “Yes, yes. She and her husband
are doing the Invitro-thing. They’ve been trying to get pregnant for a while
now. I sure hope they have better luck this time.”</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">It’s an innocent exchange. Jane’s supervisor was well
intended in reassuring supervisor “A” that Jane was not ill, but sharing that
information was a breach of confidentiality.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">What’s the liability?</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Two months from now, Jane is the top candidate for a
promotion working for supervisor A who, recalling that Jane is trying to become
pregnant, chooses a less qualified candidate to avoid hiring someone who may
take leave in the next year.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Supervisor B’s breach of confidentiality facilitated the
opportunity for Supervisor A to discriminate. Jane’s supervisor could have just
said she had the day off and reduced the liability significantly.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">People talk about their co-worker’s ailments all the time but
doesn’t make it appropriate. As a manager, you need to make smarter choices to
protect yourself and the company from exposure.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><i><u>Forward: Forward:
Reply: Reply: Forward:</u></i></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">We’ve all done it: you hit reply when you meant to hit
forward and the sensitive response you intended for one person inadvertently
goes to another. Reply-all email conversations can be an effective way to
accomplish some quick brainstorming, but controlling the trail of information
retained in multiple forwards and replies is a proverbial <i><u>iceberg, right ahead!</u></i></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Before you hit “Reply All” and “Send,” double check that <u>all</u>
the parties that were automatically populated in the “To” line are appropriate
to receive the information you just added to the conversation. Better yet, “<i>never put anything in email that you
wouldn’t want on the front page of the Times.” </i>Even if YOU don’t include the wrong person,
the next recipient might!</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b>After:
References – the double-edged sword</b></span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">What you <u>shouldn’t </u>say…</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">More than 20 states have passed legislation to give former
employers <u>partial</u> immunity from defamation lawsuits caused by
unfavorable employee references, yet the courts continue to up hold these
cases. Even when an employer can prove that their statements are true, a case
can be reinstated (Robinson v. Shell Oil Co.) under federal laws as a
retaliation claim under title VII if the former employee can raise question as
to the employer’s motivate (pretext) to give the poor reference.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Most companies have resorted to a “name, rank and serial
number” policy but even providing that limited information can trigger a
defamation suit, as one employer discovered when the Florida court of appeals
reinstated the employee’s case. The former employer stated that the employee
was not eligible for rehire but their assignment of “not eligible” was
inconsistent with the written policy which misrepresented the employee’s
conditions of departure.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">What you <u>should</u> say …</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">A case came before the California Supreme court because of
what an employer didn’t say when they provided a favorable reference for a
former employee who had received complaints of sexual misconduct. The omission resulted
in a new victim with the new employer and the former employer was liable for
their failure to disclose. The California ruling forces employers to disclose
all key information when they choose to provide references.</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">What your <u>mother</u> would say…</span></span></div>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span></span><br />
<div class="MsoNormal">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">References that are not entirely accurate or cannot be
proven to a reasonable jury can result in defamation cases. References that are
accurate, but not made in good faith or made with malice can result in
retaliation suits. And references that are incomplete result in liability
cases. It’s rare that you’ll get the green light to “pass the buck” but if you’re
concerned about what you might have to say (or not say) when you’re asked to
give a reference, transfer the call to your Human Resources department and let
them handle it because like Mama said, “If you can’t say anything nice, don’t
say anything at all!”</span></span></div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-67714289716644101622014-06-01T11:38:00.000-04:002014-10-10T14:50:03.227-04:00Wait! Stop! Don't Go! (Unabridged)<b><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 14.5pt; letter-spacing: -.1pt;">Identifying the right strategies to hold on to the right employees for the right reasons</span></i></b><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 6.0pt;"> </span><br />
<span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 6.0pt;">W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: -.15pt;"> </span>.<span style="letter-spacing: .2pt;"> </span><span style="letter-spacing: .4pt;">N</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>P<span style="letter-spacing: -.2pt;"> </span>A<span style="letter-spacing: .2pt;"> </span>.<span style="letter-spacing: .25pt;"> </span>O<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>G<span style="mso-spacerun: yes;"> </span>|<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span><span style="letter-spacing: .4pt;">J U N E</span><span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;">2</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .3pt;">0</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .3pt;">1</span><span style="letter-spacing: -.1pt;"> 4</span><span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .25pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt; letter-spacing: .05pt;">Parks</span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt; letter-spacing: -.3pt;"> </span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt;">&<span style="letter-spacing: -.45pt;"> </span><span style="letter-spacing: .1pt;">Recreation</span></span></b><br />
<span style="color: #0b5394; font-size: large;"><iframe height="300" src="http://origin.misc.pagesuite.com/pdfdownload/c07870f3-704e-4cf9-90d8-94f5cf9627eb.pdf" width="100%"></iframe>
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<![endif]--><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">For nearly a decade
in the early part of my career I worked for a prominent executive
recruiting/ consulting firm. During my first week on the job, I remember the
Director explaining the firm’s clientele standards by saying, “if they’ve had
more than three jobs in twenty years, just file their resume in the trash.” He
was of the Baby Boomer generation so he viewed longevity as a badge of honor if
not its own measure of career success.</span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">Retention
Evolution </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Fast forward a few
decades - Forbes publishes an article in 2012 declaring that <i>Job Hopping is
the New Normal </i>and the entire definition and expectations of employee
retention has been upended. By a Millennial’s assessment, a resume with <i>only
</i>three jobs in twenty years probably wouldn’t signify dedication, depth and
perseverance but rather a deficit of skill, will or creativity. </span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">In 2012, the Bureau
of Labor Statistics reported that the average job-stay had devolved to 4.4
years. Just two years later, current reports suggest that the tenure of the
teens and young adults entering the workforce today will actually be about half
that. That could amount to more than twenty employers in a single career!
Organizations still trying to measure their workforce successes by Boomer
retention standards will need to brace themselves for frequent frustration if
not disappointment and defeat.</span></span><br />
<a name='more'></a></div>
<br />
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">Engagement - the
new Black </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Savvy employers have
already caught on that a direct focus on retention (for retention’s sake) is
last season’s fashion. Whether driven by generational preferences, economic
shifts or just the nature of a given industry, a focus on engagement will have
much greater return for both the organization and the employee. Increased
retention will be a natural byproduct and benefit of creating an effective
engagement environment. And while “employee engagement” has the media earmarks
of being “trendy,” the tangible effectiveness suggests the concept has more
staying power than yesterday’s failed fads of Matrix Management or parachute
pants.</span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">What’s the
difference? </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Retention strategies
are characterized as more reactive, short-term, immediate and
structure-oriented (pay incentives, reward programs, title changes) whereas
engagement strategies are more proactive, long-term, developmental and
relationship-oriented (professional development, process empowerment,
flexibility). For me, the distinction is found in the answers to… <i>what am I
trying to accomplish? - </i>and <i>- why am I trying to accomplish it?</i></span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">What’s the Point? </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">That’s what you
should be asking yourself… what’s the point? Are you tracking retention and
implementing programs to reduce turnover because you are focused on a number –
an arbitrary percentage you are charged to stay below because that number, in
and of itself, is perceived to equate to top performance organization-wide? Or
are you evaluating retention and developing improvement strategies because
turnover is creating a measurable performance deficit in key areas? If it’s the
former, I say, <i>Hogwash! </i>Some turnover is inevitable and some turnover is
beneficial. It’s important to get very clear about the results you are trying to
achieve, why you are trying to achieve it, what areas are impacted the most, in
what situations can you actually effect change and, with limited time and
resources, where are your efforts going to have the greatest impact?</span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">Churchill’s
Challenge </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><i><span style="font-size: 10.5pt;">“However beautiful
the strategy, you should occasionally look at the results.” </span></i><span style="font-size: 10.5pt;">A great reminder from dear Winston that you can’t be
afraid to walk away from that meticulously developed masterpiece if it’s not
yielding the needed results. </span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="MsoNormal">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Now before you pull your hair
out over the idea of having to re-writing all those retention practices you
labored developing to implement a new “engagement” strategy, <i>Stop! </i>Your
most successful retention strategies are probably really engagement strategies
– just a rose by another name. The greater caution is that you don’t allow the
enthusiasm for a new solution to take a credible strategy and implement it like
it’s a fad or it may be received like a fad and only have the effectiveness of
a fad, no matter how sound.</span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpFirst">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">One Size Does Not
Fit All </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">There’s no
one-right-solution that will work for all employees in all cases. The best
answer for you may be a targeted but blended approach – engagement strategies
for this group, traditional retention strategies for that group. The key is…what’s
working and what’s not? As parks and recreation agencies across the U.S. now
enter a peak season in needing temporary and seasonal staff support, it will
take more than one approach to create a successful employment environment for
those traditionally high-turnover positions.</span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="font-size: 10.5pt;">NRPA Members Have
GREAT IDEAS </span></b></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">In a recent
discussion on the NRPA Connect “Open Forum,” Meagan Leatherbury, Natural
Resource Program Manager for Howard Co Recreation & Parks Department, challenged
her fellow park and recreation peers for creative solutions for her colleague
in the Aquatics Department to “retain his best workers and prevent him from
being in never-ending interviews.” The responses were rich with <b><i>Great
Ideas </i></b>that were both retention and engagement oriented.</span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">On the retention
side, Darren Hoff, Recreation Program Coordinator for Brookings Parks,
Recreation and Forestry Department said that for seasonal/part-time staff they
offer a $0.25 raise for every 500 hours worked. “We also pay an additional
$0.25 for every hour worked during the summer for lifeguards as a bonus for the
end of the summer if they make 5 or fewer schedule changes and work until the
end of the summer.”</span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">City of McMinnville’s
Parks & Recreation Department Aquatic Center Manager Robert Porter offered
the sound advice that “the most important way to retain staff is to be a
positive and involved supervisor … give them appropriate and timely praise for
good work [and] when they make mistakes… they need to know that their
supervisors will give them "constructive" criticism and see them as
real people with feelings.”</span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Ryan Brookes,
Youth/Family Director for McLean Community Center offers a success formula for
employee engagement which has resulted in the retention of all 13 part-time
employees at his Teen Center for a minimum of 3 years, some as long as 5 years.
</span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Here is a snapshot of
Ryan’s keys to success:</span></span></div>
<blockquote class="tr_bq">
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">1. <b>Praise and
recognition</b>. As often as possible, and publicly when appropriate. </span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">2. <b>Empowerment. </b>Make
it more than just a buzz word. Ask them often for their ideas …. When people
(of all ages) see their ideas taken seriously, and actually implemented, they
feel a deep sense of satisfaction, and it encourages more. </span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">3. <b>Offer growth. </b>Talk
to the staff about their interests. Recognize their strengths in the workplace.
Give them tasks [that] build them up. Make leaders out of them. </span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">4. <b>Accountability.
</b>This is a big one. The quickest way to lose great staff is to allow others
to loaf … It's not fair, and it will kill moral, and great staff will leave,
leaving you with a stable full of slackers… If you do the items 1-3 well, you
won't have too much trouble with number </span></span></div>
</blockquote>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">There are many more <i>Great
Ideas </i>posted by these and other NRPA members on NRPA Connect and I’m sure
you have some of your own that are worth sharing. To see more on this topic or
add your own <i>Great Ideas</i>, visit <a href="http://nrpaconnect.org/viewcommunitydiscussions/viewthread/?GroupId=31&MID=1448">http://nrpaconnect.org/viewcommunitydiscussions/viewthread/?GroupId=31&MID=1448</a>.</span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="DefaultCxSpMiddle">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">Special thanks to
Meagan Leatherbury, Darren Hoff, Robert Porter and Ryan Brookes for your
contributions on NRPA Connect and for your permission to republish them.</span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<div class="MsoNormal">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: 10.5pt;">If you have a management
topic that you would like Managing Management to address, don’t be shy. Please
email me at <a href="mailto:LaurenYost@ManagingManagement.us">LaurenYost@ManagingManagement.us</a>
with your suggestions, questions or (even better) awkward situations that are
just a part of this challenge to lead.</span></span></div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-69933224459729593522014-01-01T21:42:00.000-05:002014-10-10T16:27:10.295-04:00Micromanagement (Part Three)<b><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 14.5pt; letter-spacing: -.1pt;">It’s not me…. It’s you!</span></i></b><span style="color: #38761d;"> </span><br />
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<span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 6.0pt;">W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: -.15pt;"> </span>.<span style="letter-spacing: .2pt;"> </span><span style="letter-spacing: .4pt;">N</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>P<span style="letter-spacing: -.2pt;"> </span>A<span style="letter-spacing: .2pt;"> </span>.<span style="letter-spacing: .25pt;"> </span>O<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>G<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .35pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span><span style="letter-spacing: .4pt;">J A N
U A R Y</span><span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span>2</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .3pt;">0</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .3pt;">1</span><span style="letter-spacing: -.1pt;"> 4</span><span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .25pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt; letter-spacing: .05pt;">Parks</span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt; letter-spacing: -.3pt;"> </span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt;">&<span style="letter-spacing: -.45pt;"> </span><span style="letter-spacing: .1pt;">Recreation</span></span></b></div>
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</span></span></b><span style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt;"><span style="letter-spacing: .1pt;"></span></span></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If you’ve followed along with <a href="http://www.managingmanagement.us/2013/11/micromanagement-part-one.html">Part One</a> and <a href="http://www.managingmanagement.us/2013/12/micromanagement-part-two.html">Part Two</a> of this
mini-series,
then you understand the difference between effective, directive management and
true, debilitating micromanagement. If you’ve been under the thumb of a
micromanager, then you now have a solid 7-step action plan to neutralize those
micromanaging ways by <i>managing up</i>. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">But what if the problem is <i>you</i>? If you’re reading this
article because it’s been torn out and slipped under your office door, resist
the urge to crumple and toss it. You may not be a true micromanager (refer back
to Part One), but some minor adjustments may ease the misplaced perception of
this lone, desperate employee who is simply eager to have a better, more productive
relationship with you. So while your employee works on his or her skills to
manage up, perhaps you could refresh your skills to manage right.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Managing Right</span></b></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">There’s a fading sign on my office door that says “Encourage,
Empower, Expect.” It’s one of my favorite management mantras because it’s simple
yet on target. To be complete, however, it needs three more Es— Engage, Equip
and Entrust. Although our emphasis is on replacing those micromanaging
practices with more effective ones, these six Es are an easy way for any
manager to remember the basics of effective management.</span></div>
<div class="MsoNormal">
<br />
<a name='more'></a><br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Engage</span></i></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Similar to the concepts in Steps 4 and 5 noted in Part Two, the
manager bears the responsibility of building a vision for the department and
communicating the bigger picture that the tasks are supporting. The assignments
you give represent the “what,” but it’s the “why” that will gain confidence and
buy-in from your staff. If you have clearly communicated what’s important and
what success looks like to you, you should be able to leave the “how” to them. Also,
asking for their input at this initial stage has multiple benefits. They will
not only take more interest and ownership of their work, but this will also
help you identify if you’ve described the goal clearly enough for you to trust
the direction that will go.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Equip</span></i></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">You can’t hold your employees accountable to accomplish something
if you never gave them the tools to be successful. That may mean providing a
formal training program, or it may mean taking the time to show them yourself.
And yes, that may cross into showing them the “how,” but if you remember to be
open to their suggestions for changing the process for the better, you will steer
clear of the “M” word.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Encourage</span></i></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If it takes 10 positives to erase a negative, you may have a lot
of ground to make up for if you’ve been micromanaging. Never be disingenuous, but
make sure your employees hear your appreciation for the things they do well and
champion the things they want to try. They need to know you will fully support
them in accomplishing what you’ve asked of them (without doing it for them) and
make sure you are praising where praise is due. Specifically, if they do
something that increases your confidence in them and comfort level with letting
go, celebrate that behavior to encourage a repeat performance.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Entrust</span></i></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">This is my “E” word for <i>delegate</i>. Turning over an entire
project to an employee, rather than just bits and pieces, will help them understand
the bigger picture of how their work fits in and give them the context to catch
the missing pieces that can suck you into micro-manager mode. Yes, there are
parts of that project that need to be done by you — so let them assign them to
you. And there are parts of the project that would be done better or faster by
you — let it go. Offer your wisdom and experiences to inform their approach,
but just like you spent years developing your winning process, their years need
to start somewhere or they’ll never catch up with you. The patience you invest now
will pay off tenfold in the future. <i>Never </i>take back a delegated task.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Empower</span></i></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Develop a culture of smart risk taking and decision making.
There are always going to be things that require the boss’s final approval, but
in areas where that isn’t the case, encourage your staff to run with it.
Sometimes that line is hard to see or define, so the next time they come to you
with a decision that clearly could have been theirs to make, don’t answer. Ask
them: If it were their decision, what would they do? Then tell them they don’t
need you for those kinds of decisions and to just go for it. If their
suggestion doesn’t make sense or align with your expectations, don’t reveal
that with your contradicting suggestion. Instead ask how they arrived at that
decision. The goal is to ask enough questions that they either arrive at a
better solution, or that they reveal your next area of development so you can
trust them to make this decision next time.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Expect</span></i></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If you have clearly communicated your expectations, then you
should expect results that meet those expectations. If you are engaging,
equipping, encouraging, entrusting and empowering your staff, those results
will often exceed your expectations. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Unfortunately, some recovering micromanagers swing the pendulum
way too far in the opposite direction to make up for their hyper-oversight and
let the team just run with everything, giving no real direction at all. When
these managers’ expectations aren’t met, they feel paralyzed to coach or
correct because clear expectations were never set. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">At the end of the day, a manager is hired to manage — so manage. If
you’re giving employees the tools to be successful, don’t be afraid to expect
them to deliver. If they’re not meeting your expectations, ask yourself if
you’ve really given them the tools. If they are meeting your expectations
today, how are you preparing them to meet your future expectations down the road?
If you’re giving them all the support and empowerment they need and they are
still not meeting your expectations, don’t labor too long on what more you
could be doing. Sometimes, it isn’t you. It’s them. Part of being a manager is making
a difficult decision when it’s needed. That’s the one task you just can’t
delegate.</span><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt;"><span style="letter-spacing: .1pt;"> </span></span></b>Lauren Yost - Managing Managementhttp://www.blogger.com/profile/02575506935100206950noreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-75113547872832206892013-12-01T21:01:00.000-05:002014-10-11T21:19:51.672-04:00Micromanagement (Part Two)<!--[if gte mso 9]><xml>
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
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<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
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<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
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<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
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<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
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<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
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<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
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<![endif]--><b><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 14.5pt; letter-spacing: -.1pt;">Neutralizing the micromanager — the one you
work for, or the one inside you</span></i></b><br />
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<span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 6.0pt;">W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: -.15pt;"> </span>.<span style="letter-spacing: .2pt;"> </span><span style="letter-spacing: .4pt;">N</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>P<span style="letter-spacing: -.2pt;"> </span>A<span style="letter-spacing: .2pt;"> </span>.<span style="letter-spacing: .25pt;"> </span>O<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>G<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .35pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span><span style="letter-spacing: .4pt;">D E C
E</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .4pt;">M</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">B</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .4pt;">E</span><span style="letter-spacing: -.1pt;"> </span>R<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span>2</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .3pt;">0</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .3pt;">1</span><span style="letter-spacing: -.1pt;"> </span>3<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .25pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;">
</span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt; letter-spacing: .05pt;">Parks</span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt; letter-spacing: -.3pt;"> </span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #38761d; font-family: "Myriad Pro","sans-serif"; font-size: 8.0pt;">&<span style="letter-spacing: -.45pt;"> </span><span style="letter-spacing: .1pt;">Recreation </span></span></b></div>
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<![endif]--><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">No matter</span><span style="font-size: small;"> <span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">how outstanding the organization, resources or team, a manager’s
style can make or break its success. As discussed in “Micromanagement (Part
One)” (<a href="http://www.managingmanagement.us/2013/11/micromanagement-part-one.html">http://www.managingmanagement.us/2013/11/micromanagement-part-one.html</a>),
a micromanager can inadvertently breed lack of engagement, low morale and poor
productivity for both staff and the organization.</span></span>
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<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If employees feel that they are not trusted to do the job they
were hired for or that their experience and knowledge are constantly being dismissed
and or trumped by their manager’s actions, eventually those employees will stop
taking initiative or making decisions. The most organized, deadline-driven
employee will suddenly seem to procrastinate — after all, what’s the point of
completing a projector task in a timely manner when history indicates the micromanaging
boss will take it over or assert a different direction before the employee is
done anyway? Or worse, the boss will discard a completed work and redo the
whole thing him- or herself. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If the descriptions above seem all too familiar, you may be one
of the frustrated and disengaged, wondering why you keep coming back each day.
Oh, wait…right — you love this job. You don’t want to leave; you just wish you
could get your boss to change his or her destructive ways. </span></div>
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<br />
<a name='more'></a><br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Managing Up </span></b></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Authentic change in your micromanaging boss may or may not be possible
but there are steps you can take to minimize the impact and block the bad
behaviors before they happen. Broadly, these steps could be characterized as
<i>managing up</i>, which, even if you don’t have a micromanaging boss, are great
techniques to make the most of your boss’s interactions with you and make <i>you</i> a
more valuable asset to him or her. </span></div>
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<br /></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 12.0pt; mso-bidi-font-family: "Calisto MT"; mso-fareast-font-family: "Calisto MT";"><span style="font-size: large;"><b>Step 1: Look in the Mirror</b></span> </span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">“Are you doing anything that could give your manager cause for concern?”
asks Martin Webster, a leadership consultant and owner of www.leadershipthoughts.com.
You may feel micromanaged because your boss reviews every one of your press releases
before they go out, but if you’ve made more than a couple of mistakes in the
past (or perhaps just one big one), he or she has not only a right, but also an
obligation to ensure the information is correct. The question is: What are you doing
to regain your boss’s trust? </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Rachel Radwinsky of Transformation Associates asks, “Is it
because you just don’t like being managed?” or feel you are “above” being
managed? Independent personality types, people who have never had to manage others
or people who have been in higher positions than their current one could easily
fall into that trap. The reality, however, is that everyone in the organization
has someone he or she is accountable to, even a CEO. It may not be
<i>micro</i>management that’s bothering you, just management. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If your self-reflection is blemish-free, the rest of these steps
will provide tools to defuse the classic micromanager. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Step 2: Do Your Job Well </span></b></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Meeting deadlines and producing quality work are the strongest
antidotes to micromanagement. Building your boss’s trust and confidence that
you can be counted on is paramount to loosening the leash. Demonstrate
consistently that there is nothing there to pick at, and the nitpicking will stop.
</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Step 3: Look for Patterns </span></b></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Being a student of human behavior will help you at least
recognize, if not predict, a micromanaging moment. It’s probably not everything,
just certain things that push your boss’s buttons and incite the interference.
Make note and make them a priority. Or it may not be your work that’s the
problem, but something else that winds your boss up with doubt, and you are collateral
damage. Get to know your boss’s stressors so you can help ease them, rather
than suffer through them. </span></div>
<div class="MsoNormal">
</div>
<span style="font-size: large;">
</span><br />
<div class="MsoNormal">
<b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 12.0pt; mso-bidi-font-family: "Calisto MT"; mso-fareast-font-family: "Calisto MT";"><span style="font-size: large;">Step 4: Understand Your Manager</span> </span></b></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Taking the time to understand your boss’s needs and what he or
she is trying to achieve may uncover the reason why he or she holds so tightly to
certain things and expects perfection from others. Ensuring you’re pursuing
common goals and not working on separate agendas will help build trust and buy
you more freedom. Acknowledging the pressure your boss is under to meet demands
from above and showing empathy will inspire confidence that you understand
what’s important to your supervisor. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 12.0pt; mso-bidi-font-family: "Calisto MT"; mso-fareast-font-family: "Calisto MT";"><span style="font-size: large;">Step 5: Communicate Early and Often</span> </span></b></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">The more work you do in the beginning to determine what your
boss is really looking for — not just what, but why — the easier it will be for
you to deliver results that meet expectations and for your boss to leave the
“how” up to you. Establish at the onset when he or she will want check-ins and
progress reports, and make sure you stay on top of them (if not pre-empt them).
Keeping your boss in the loop will build confidence that you have everything
under control, and the required check-ins will become fewer and fewer. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Step 6: Ask How You’re Doing</span></b></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">The micromanaging boss may not realize his or her uber-oversight
equates to negative feedback to the employee. Each exchange is nullifying any positive
feedback the supervisor may be giving. Regularly asking your boss how you’re
doing not only gives the two of you the opportunity to identify and address any
needed course corrections, but if things are on track, you get to shift the
balance of the positive-to-negative feedback ratio. More importantly, it forces
your boss to hear his or her own voice affirm “you’ve got this.” The more he or
she says it, the more your boss will begin to believe it and feel more comfortable
in pulling back. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: large;"><b><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">Step 7: Speak Up, But Cautiously</span></b></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">If you’ve exhausted all of the tactics above and you’re still experiencing
the acute control freak, try addressing the behavior head-on — with respect.
Avoid being confrontational or using the “M-word,” but instead, describe what
your boss is doing (second-guessing you) and tell him or her how it makes you
feel (mistrusted). If that doesn’t seem to go anywhere, reach out to others who
report to your boss. Odds are, you’re not the only one experiencing this
behavior and getting them all on board with steps two through six may help. If
you <i>are</i> the only one experiencing your boss as a micromanager, you may want to go
back and review step one. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Obviously, the responsibility does not rest on the shoulders of
the employee to “fix” a micromanaging boss, but if these steps can help improve
the relationship, it may at least fix your frequent urge to call in sick or
update your resume. Where the responsibility does lie is squarely on the
shoulders of the manager whose crushing style is having a negative impact on
not just staff, but likely the whole organization. </span></div>
<div class="MsoNormal">
<span style="font-size: small;"><br /></span></div>
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Look for the conclusion of this three-part series in the January issue,
which will provide six tips for shedding the “micro” without weakening the
management.<br clear="all" style="page-break-before: always;" />
</span>Lauren Yost - Managing Managementhttp://www.blogger.com/profile/02575506935100206950noreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-86794722371721089382013-11-01T19:11:00.000-04:002014-10-11T21:21:42.319-04:00Micromanagement (Part One)<i><span style="font-family: "Trebuchet MS",sans-serif;"><b><span style="color: #0c0808; font-size: 14.5pt; letter-spacing: -0.1pt;">What</span></b><b><span style="color: #0c0808; font-size: 14.5pt; letter-spacing: 0.2pt;"> </span></b><b><span style="color: #0c0808; font-size: 14.5pt;">it<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: -.1pt;">is,</span><span style="letter-spacing: .2pt;"> </span><span style="letter-spacing: -.05pt;">what</span><span style="letter-spacing: .25pt;"> </span>it<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: -.15pt;">isn’t</span><span style="letter-spacing: .2pt;"> </span>and<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: -.05pt;">what</span><span style="letter-spacing: .2pt;"> </span><span style="letter-spacing: -.05pt;">to</span><span style="letter-spacing: .25pt;"> </span>do<span style="letter-spacing: .25pt;"> </span>about<span style="letter-spacing: .2pt;"> </span>it</span></b></span></i><br />
<div class="MsoNormal">
<span style="color: #38761d;"> <span style="font-family: "Myriad Pro","sans-serif"; font-size: 6pt;">W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: .35pt;"> </span>W<span style="letter-spacing: -.15pt;"> </span>.<span style="letter-spacing: .2pt;"> </span><span style="letter-spacing: .4pt;">N</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>P<span style="letter-spacing: -.2pt;"> </span>A<span style="letter-spacing: .2pt;"> </span>.<span style="letter-spacing: .25pt;"> </span>O<span style="letter-spacing: .25pt;"> </span><span style="letter-spacing: .4pt;">R</span><span style="letter-spacing: -.15pt;"> </span>G<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .35pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;">
</span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span><span style="letter-spacing: .4pt;">N</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">O</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .4pt;">V</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">E</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .4pt;">M</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .4pt;">B</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .4pt;">E</span><span style="letter-spacing: -.1pt;"> </span>R<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span>2</span><span style="letter-spacing: -.1pt;"> </span><span style="letter-spacing: .3pt;">0</span><span style="letter-spacing: -.15pt;"> </span><span style="letter-spacing: .3pt;">1</span><span style="letter-spacing: -.1pt;"> </span>3<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .25pt;"><span style="mso-spacerun: yes;"> </span></span>|<span style="mso-spacerun: yes;"> </span><span style="letter-spacing: .3pt;"><span style="mso-spacerun: yes;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-family: "Myriad Pro","sans-serif"; font-size: 8pt; letter-spacing: 0.05pt;">Parks</span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "Myriad Pro","sans-serif"; font-size: 8pt; letter-spacing: -0.3pt;"> </span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "Myriad Pro","sans-serif"; font-size: 8pt;">&<span style="letter-spacing: -.45pt;"> </span><span style="letter-spacing: .1pt;">Recreation</span></span></b></span></div>
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<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 12.0pt; mso-bidi-font-family: "Calisto MT"; mso-fareast-font-family: "Calisto MT";"><a href="http://4.bp.blogspot.com/-fyPqwj-gpPc/VDR1WUO1d6I/AAAAAAAAADc/oaAM-veVHag/s1600/Micromanagement%2BCover%2B1.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-fyPqwj-gpPc/VDR1WUO1d6I/AAAAAAAAADc/oaAM-veVHag/s1600/Micromanagement%2BCover%2B1.png" /></a></span></div>
<br />
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Micromanagement is the latest dirty word of the workplace and the
subject of many management articles. Not a new phenomenon, it was referenced by
Theodore Roosevelt when he said, “The best executive is the one who has sense
enough to pick good men to do what he wants done, and self-restraint to keep
from meddling with them while they do it.”</span></div>
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<span style="font-size: small;"><br /></span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">The
elevated attention and sensitivity to micromanagement, however, has infused the
term with weapon-like power when wielded by an underperforming employee, hurled
at the supervisor who dares to hold them accountable to quality or timely work.</span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="font-size: small;"></span><br />
<a name='more'></a><span style="font-size: small;"><br /></span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">“I take issue with the way in which micromanagement
has become synonymous with directive management,” says Paul Gillard, Ph.D., executive
business consultant and founder of Transformation Associates Inc. “While micromanagement
is almost always wrong, directive management is appropriate in specific situations.”</span><span style="font-family: "Trebuchet MS","sans-serif"; font-size: 12.0pt; mso-bidi-font-family: "Calisto MT";"></span></div>
<h1 style="margin-left: 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: 12.0pt;"></span></h1>
<br />
<span style="font-size: large;"><b><span style="font-family: "Trebuchet MS",sans-serif;">What It Is</span></b></span><br />
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Name="Note Heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Block Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Hyperlink"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Document Map"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation subject"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Theme"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 6"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 6"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 6"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="46" Name="List Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="List Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="List Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 6"/>
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<![endif]--><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Leadership consultant </span><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Martin Webster identifies micromanagers
by their over-involvement in the work they’ve assigned to others, getting involved
in that work without consulting them and “monitoring what’s least important and
expecting regular reports on miscellany.” Gillard adds that the micromanager “tells
direct reports what to do, how to do it and when to do it, giving no latitude to
the employee.” Delegation (if used at all) is dysfunctional at best. Only task-level
“parts” of an initiative are delegated rather than the whole project, leaving the
employee disengaged from the meaning or big picture.</span>
<br />
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Obviously, the effects of this approach to management
can have widespread negative effects. It stunts the employee’s growth, leaving tomorrow’s
managers completely unprepared to lead, but it also stunts the manager’s growth.
Mired in the process and details of work when they should only be concerning themselves
with the results, they are never able to step far enough away to develop their strategy
skills and work from the big-picture prospective.</span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">It
also creates unbearable workloads for both the employee and</span><span style="font-family: "Trebuchet MS","sans-serif"; font-size: small;"> <span style="color: #0c0808;">manager. “Direct reports spend more time reporting on progress
than making progress,” says Gillard. Meanwhile, the manager still has his or her
own full workload, plus the portions of their subordinate’s job they are scrutinizing
or redoing.</span></span></div>
<div class="MsoBodyText" style="margin: 0in 0.1pt 0in 0in; text-align: justify;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoBodyText" style="margin: 0in 0.1pt 0in 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Teamwork
is impossible to achieve because each individual employee has to invest all available
energies into the micromanager’s volume of ineffective tasks, leaving no time to
collaborate on more effective solutions. Perfectly captured in Bob Blackney’s article,
</span><span style="font-size: small;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">The Debilitating Effects of Micromanagement, </span></i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">“I
have heard work groups say, ‘What’s the use of getting together to plan; we will
just have to change it all.’”</span></span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoBodyText" style="margin-left: 0in; text-align: justify;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">The
ultimate result is low morale. The constant second-guessing, perceived lack of trust,
and essentially dismissing the experience and knowledge of the staff actually assigned
the work will eventually cause that staff to stop making decisions or even taking
initiative. What it costs the employee and manager is merely a fraction of what
it costs the organization in productivity and effectiveness.</span><span style="font-family: "Trebuchet MS","sans-serif"; font-size: small;"></span></div>
<div class="MsoNormal">
<br /></div>
<span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><br /><span style="font-size: large;"><b>What It Isn’t </b></span></span></span><br />
<span style="font-family: "Trebuchet MS",sans-serif; font-size: small;"><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">In</span></span><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;"> contrast, a key component of effective management is... </span><span style="font-size: small;"><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">management</span></i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">.
Yes, you do need to </span><i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">manage </span></i><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif";">your employees. Going to
the opposite extreme to avoid being a micromanager is not effective either. “The
pendulum has swung too far in the anti-management direction,” Gillard says. “Managers
should never be afraid to manage… I think in the past two decades, we have lost
sight of the need for strong directive management.”</span></span>
<br />
<div class="MsoBodyText" style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 0in; margin-right: .1pt; margin-top: 0in; text-align: justify;">
<br /></div>
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<a href="http://4.bp.blogspot.com/-gkg_favERkw/VDRuuvR7ASI/AAAAAAAAADE/zMIuveYx9k4/s1600/Micromanagement.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-gkg_favERkw/VDRuuvR7ASI/AAAAAAAAADE/zMIuveYx9k4/s1600/Micromanagement.png" height="320" width="263" /></a><span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">Management includes the
concepts of directing and controlling. While that may sound a bit like a
contradiction, the important distinction is making sure you direct and control
the right things at the appropriate level. “It is a manager’s job to help push
the work of the team along — instructing, motivating, guiding, directing,
prompting, reminding and yes, sometimes even doing the work him/herself,” says
Rachel Radwinsky, Ph.D., vice president of consulting services at
Transformation Associates. “The difference lies in whether all that effort is really
adding value to the final output or not.” </span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">The truth of the matter is
that managers are responsible for the work of their employees — including the
details. An effective manager needs to stay focused on the big picture and hold
their employees accountable for the results of their work, not the process to
achieve those results. But if the results miss the mark, you can’t just tell
your boss, “Sorry, I have no idea what data or method my team used to arrive at
this conclusion.” You are accountable for what your team produces. </span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">“Asking questions of an
operating nature is not in itself micromanaging,” says Blythe McGarvie, author of
Shaking the Globe: Courageous Decision-Making in a Changing World. “As long as
the questions lead to insights about issues like strategy, performance, [etc.].”
If the details being scrutinized or questions being asked serve only to
demonstrate superior knowledge that adds no value or offer an alternate opinion
that does not change the outcome, then micromanagement is at play.</span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">While micromanagement is
never the right approach, it shouldn’t be mistaken for effective, directive management.
That’s not to say that directive management is always the right approach
either. As discussed in August’s column, Battlefield Leadership, in recognizing
that each of your employees is different and that each situation is also
different, the most effective manager will develop the skills to adapt his or
her management approach as each situation dictates. </span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="font-size: small;"><br /></span></div>
<div class="MsoNormal" style="margin-right: 0.15pt;">
<span style="color: #0c0808; font-family: "Trebuchet MS","sans-serif"; font-size: small;">So if are being managed
by a micromanager, or you just realized <i>you
are</i> a micromanager, what can you do to change or improve that situation? Check
out <a href="http://www.managingmanagement.us/2013/12/micromanagement-part-two.html">December</a> and <a href="http://www.managingmanagement.us/2014/01/micromanagement-part-three.html">January</a>’s Managing Management columns for tips on dealing with a
micromanager or steps you can take to overcome your own micromanagement
tendencies.</span></div>
Lauren Yost - Managing Managementhttp://www.blogger.com/profile/02575506935100206950noreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-88075268850403829162013-09-01T00:18:00.000-04:002014-07-08T16:01:14.089-04:00From "One of the Guys" to "The Man"<iframe height="300" src="http://origin.misc.pagesuite.com/pdfdownload/5748c5cf-d48a-4371-8f05-b85ded3688cd.pdf" width="100%"></iframe>
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<![endif]--><span style="color: #073763;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #0b5394;"><span style="font-size: large;"><i><span style="font-family: Arial,Helvetica,sans-serif;"><span style="line-height: 115%;">Making a smooth transition from peer to boss</span></span></i></span></span><span style="font-size: 10.0pt; line-height: 115%;"> </span></span></span><br />
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<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">If you’re like
the average American who reportedly works 50 or more hours a week, then you’re
probably also like the one-third of surveyed American workers who said they
meet the majority of their friends at work. Your shared experiences – good and
bad - create a natural bond. People who work with friends report higher levels
of job satisfaction, productivity and engagement. Higher levels of engagement
increase the average length of stay at an organization. When you enjoy the
people you work with, you naturally want to keep working with them. But what
happens when it’s time to move up in your career?</span></span></span></div>
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<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">You’re ready for
that next step up the ladder -- are your work friends? <span style="mso-spacerun: yes;"> </span>If you should get the opportunity to move up in
your own organization (and don’t have to leave to achieve advancement), your
friendships will be different. Period. "The dynamics completely change, “
says Robert Sutton, author of <i style="mso-bidi-font-style: normal;">Good Boss,
Bad Boss</i>. "People start to watch you more than ever before." Michael
Watkins, author of <i style="mso-bidi-font-style: normal;">Your Next Move</i> says
that being promoted to a position that manages your former peers,
"combines the challenges of any promotion with the additional challenge of
people having to recalibrate their relationship with you."</span></span></span></div>
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<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">When you are
promoted to be their supervisor, you can’t just abandon your work friends, but
how you handle the transition from buddy to boss may determine if they abandon
you. Here are some steps you can take to clear a few common hurdles with grace.</span></span></span></div>
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<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Acknowledge the elephant in the room</span></b><span style="font-size: 10.0pt; line-height: 115%;"> – There are going to be more than a few awkward
moments. Be candid about it. Tell your team that you expect those clumsy
uncomfortable moments to happen and give them permission to call you out, let
them know you’ll be doing the same. Invite them to give you feedback on what
they think a good transition would look like and how to make that happen. You
will get some great insight into what they need from you as a supervisor and
they will appreciate the fact that you even asked.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: .5in; margin-right: 0in; margin-top: 6.0pt; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">2.<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Redefine and reintroduce yourself</span></b><span style="font-size: 10.0pt; line-height: 115%;"> – It’s important to establish early on what your new role is…
and isn’t. If you’re carrying over some responsibilities from your previous
position, it may delay or muddy their recognition of you as “boss” rather than
their regular co-worker. On the flip-side, if you are retaining none of your old
responsibilities and this new management role is completely different from the
expertise and competencies you’ve already established with them as a peer, be
prepared that you may have to “prove yourself” to them all over again as skilled
and competent as their manager too.<span style="mso-spacerun: yes;"> </span>Part
of this reintroduction should include communicating your expectations of how
you all will work together and of setting boundaries for what can no longer be
a part of your dynamic.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: .75in; margin-right: 0in; margin-top: 6.0pt; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10pt; line-height: 115%;"><span style="mso-list: Ignore;">·<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Boundaries.</span></b><span style="font-size: 10.0pt; line-height: 115%;"> <span style="mso-spacerun: yes;"> </span>There are some conversations that used to be
commonplace that just aren’t going to happen anymore. Both you and they know
this. But the clearer you can be about which ones and why, the easier it will
be to maintain the conversations you DO want to keep having and not feel like you’ve
just cut each other out completely.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 6.0pt; mso-list: l0 level3 lfo1; text-indent: -9.0pt;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10pt; line-height: 115%;"><span style="mso-list: Ignore;">-<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Grumbling about management.</span></b><span style="font-size: 10.0pt; line-height: 115%;"> When the urge to gripe strikes, it may take them a while to
remember that you ARE management. When you were “one of the guys” you might all
complain to each other about a decision or policy made by “the man”, but now
that you <i style="mso-bidi-font-style: normal;">are</i> “the man”, your first duty
is to the company, not your friends. You should let them know up front that you
<u>do</u> want to hear from them if they have concerns or complaints but that
you won’t be engaging in (or condoning) a gripe-fest. Telling them that upfront
will save you and them from misunderstandings later when you have to cut them
off and remind them your role is different now.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 6.0pt;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">It’s also
a good idea to just warn them now that some of their complaints will be met
with your validation and explanation of those policies or decisions and not an agreement
as they might have expected. <span style="mso-spacerun: yes;"> </span>Your job as
manager is to support organizational decisions and help your employees to do
the same. If you don’t have a good answer for why the company made the decision
it did (whether you really agreed with it or not), you need affirm for them that
they have offered reasonable feedback and questions and that you’ll have to ask
a few more yourself to help everyone understand the new direction. <span style="mso-spacerun: yes;"> </span>If you do, in fact, have issue with something
going on, the group to seek feedback from (or commiserate with) is your NEW
peer group, the other managers.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 6.0pt; mso-list: l0 level3 lfo1; text-indent: -9.0pt;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10pt; line-height: 115%;"><span style="mso-list: Ignore;">-<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Confidential Information.</span></b><span style="font-size: 10.0pt; line-height: 115%;"> There are pitfalls to privilege. You will be privy to
management level information that is not appropriate to share or discuss and
all of you know this. Ask your team up front not to pry or pressure you into discussing
things with them that all sides know are not appropriate (coworker’s wages, why
someone was let go, who’s getting the promotion, if layoffs are coming, etc.).
You’ll probably have to remind them (and catch yourself) from time to time, but
it’s going to come up. Just call it out with the other elephant.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 6.0pt;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">A less
obvious breech may start with the conversations that you’ve had for years that,
as peers, were based on common
observations combined with personal opinion but now are no longer appropriate.
Example: you and Judy would frequently share your frustration with Fred’s
constant early exits, late arrivals and unplanned days off and lament about the
impact it has on the rest of the team. You’d ask each other why “management” was
so oblivious or elected to ignore it. Now that both Judy and Fred are reporting
to you, you may have more context as to why Fred seems to come and go and miss
more work than the average employee. Let’s say Fred has an ADA accommodation or
is taking protected intermittent leave under FMLA. You cannot disclose those
things to Judy. So when Judy complains to you that Fred’s missed another
deadline and it’s putting her behind, you can’t make excuses for Fred and you
can’t tell Judy why it continues to be accepted from him and not others.
Welcome to management! Thank Judy for letting you know and assure her that
you’ll extend her deadline because of Fred’s delay. You’ll have a separate conversation
with Fred about his own deadlines but you can’t discuss one employee’s
performance with another employee, no matter how obvious and observable.</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: .5in; margin-right: 0in; margin-top: 6.0pt; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">3.<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Watch out for favoritism or over-compensation</span></b><span style="font-size: 10.0pt; line-height: 115%;"> – You may already be watching that
you don’t give the best assignments or the highest scores to those one or two
people on your team who were your friends before you were promoted. Believe me,
you aren’t watching nearly as closely as the <i style="mso-bidi-font-style: normal;">other </i>people on your team. On the other hand, you want to make sure
you don’t lean too far in the other direction either and over compensate for that
friendship by being tougher on them than everyone else. You’ve got to strike a
balance and distance yourself a bit to gain objectivity. When possible, rely on
existing policies and processes to level the playing field (i.e. when two
people ask for the same week of vacation, who, according to <u>policy</u>, gets
preference? Seniority? First come, first serve?).</span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 6.0pt; margin-left: .5in; margin-right: 0in; margin-top: 6.0pt; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">4.<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; line-height: 115%;">Give it and Get it – </span></b><span style="font-size: 10.0pt; line-height: 115%;">Remember the reason you were promoted in the first place and give to your
team the proper supervision and leadership they need and expect. If this is your
first time supervising, don’t expect yourself to intuitively “just know” what
to do in every situation. Get some training, read some books and rely on your
new peer group – other managers. But also remember to <u>get</u> the
supervision you need from your own boss. You can’t be expected to be perfect
and self-sufficient on day-one and your boss is a good resource to coach you
through situation and ensure they handled the way he or she would have
preferred.</span></span></span></div>
<div class="MsoNormal" style="margin-bottom: 6.0pt; margin-left: 0in; margin-right: 0in; margin-top: 6.0pt;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">Supervisors
and managers can make or break a company. Employees will walk away from
extraordinary pay, doing a job they love because of a bad boss. Employees will also
stick with a so-so job, making so-so pay, because of a great boss. What makes a great
boss? Being their “friend” did not make the list. Employees want their boss to
set clear expectations and goals, to recognize accomplishments, to have open
communication, to provide growth opportunities, to be someone they can trust
and respect and to have enough trust in them to empower them to do their job.
Maintaining their friendships won’t accomplish any of those things. Of course,
it would be hard to be successful at any of those things if you aren’t at least
friendly, but that’s different from being their friend.</span></span></span></div>
<div class="MsoNormal" style="margin-bottom: 6.0pt; margin-left: 0in; margin-right: 0in; margin-top: 6.0pt;">
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 10.0pt; line-height: 115%;">If you want to
step up and take on the responsibility of management, but that move will
require supervising your friends and peers, you’ll need to accept that your
workplace friends don’t have to become enemies but the relationship will take
on completely different characteristics. If you handle the transition well and
commit to doing what it takes to be a good boss, those old friends will
appreciate you even more, just for different reasons. </span></span></span></div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-8665243566711595372013-08-01T01:44:00.000-04:002014-07-08T16:23:27.489-04:00Battlefield Leadership (Unabridged)<iframe height="300" src="http://origin.misc.pagesuite.com/pdfdownload/ac3abd26-9ee0-41c6-9c6e-d51edf77f279.pdf" width="100%"></iframe>
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<![endif]--><span style="color: #0b5394;"><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>A Civil War General’s
insights into managing in today’s workplace trenches</i></span></span></span><br />
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">As amateur historians, my family has been visiting civil war
battlefields for decades. Nothing says family fun like thousands of reenactors
in three layers of wool replica uniforms shooting replica civil war muskets at
each other between cannon fire, right? My youngest was four when he saw his
first reenactment at Olustee Battlefield State Park (yes, there were actually
civil war battles as far south as Florida) and a passion for history was
ensured for at least one more generation.</span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">The battle of Gettysburg is definitely our favorite point of
study in civil war history, rich with lessons in leadership from both Union and
Confederate Commanders. One of the most commonly named heroes of
Gettysburg is Col. Joshua L. Chamberlain
who, against overwhelming odds, led the 20<sup>th</sup> Maine to victory on
Little Round Top on day two – the turning point of the battle and ultimately
the war. Many modern-day business gurus have written about and drawn parallels from
Chamberlain’s military success to contemporary leadership practices and, I’ll
confess, Chamberlain has always been a personal favorite.</span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">But just to prove that old dogs <i>can</i> learn new tricks, I may just have a new favorite point of study
and model for modern-day leadership: General George Meade. Of course, as the commander of the Army of
the Potomac at Gettysburg, Meade was responsible for leading Union the victory
at Gettysburg, and his name and military successes were no secret. Yet, here
was a man who was Lincoln’s <i>second</i>choice for the job, a man who would be handed the leadership of the Army of the
Potomac just three days before an unplanned encounter that became a the
three-day battle which would be commonly characterized as the turning point of
the civil war, yet Lincoln considered Meade a failure after Gettysburg. What I found interesting was that several of
Meade’s command decisions, which were criticized by some as “weak”, were not
only the very things that enabled him to succeed where others had failed in
beating Lee, but are also the antecedents of today’s principles of Management
by Style( MBS ), Collaborative Leadership and Situational Leadership. </span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Management by Style
(MBS)</b></span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Last year Dr. Kevin Weddle, Director of War and Military
Strategy at the US Army War College, presented a lecture <i>The</i> <i>Gettysburg Strategic
Leadership Brief</i> to the USAWC class of 2012. I listened to Weddle describe
the path that shaped this man who would lead the Union to Victory at
Gettysburg. Referring to how he was with his men, Weddle described Meade as
“much like Patton… he knows which ones needed a kick in the pants and which
ones needed an arm around the shoulder.” This is a great characterization of
Management by Style. Good managers know that, what motivates one employee is
not necessarily going to be the same for another employee. Everyone (including
the manager) has a unique personality type. The different hard-wiring and life
experiences we each bring to a situation influences how we respond to the
people, actions and demands in our environment. Knowing those nuances about
each of your employees gives you a great advantage in bringing out the top
performance of the individuals on your team. A great way to learn how to
recognize those differences and the distinctive needs of different type of
personalities is through the Myers-Briggs Type Indicator (MBTI). To get a good overview of the MBTI and its
applications to management and leadership, check out NRPA’s Supervisors Management
School in November. Using the MBTI can help elevate you past the Golden Rule
(treat others the way you’d like to be treated) up to the Platinum Rule: treat
others the way <i>they’d </i>like to be
treated.</span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Collaborative
Leadership</b></span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">General Robert E. Lee was known for being a strong and aggressive
leader. Far from collaborative, Lee had always had a strong “number two” who
was his main collaborator and sole sounding board on military strategy. Up until
Gettysburg, that number two was Stonewall Jackson. But Lee and Stonewall were
so single-minded that Lee never really had to clarify what he meant or what he
wanted when he issued orders. Jackson was already on the same page with him.
Unfortunately for Lee, Jackson was mortally wounded at Chancellorsville and
Gettysburg would be Lee’s first engagement without his trusted partner and
confidant. This is where Meade’s Collaborative Leadership style gave him a
distinct advantage over Lee. Although Meade was criticized at the time for
gathering his “senior team” (his Corp commanders) at the end of Day 1 to
determine the standing of each commander’s troops, take stock of the movements,
losses and intelligence each had to report, this collaborative approach to
determine what the next day’s battle strategy should be was exactly what this
moment in time required to secure the victory. While Meade would demonstrate
this collaborative leadership style throughout his career, I don’t know that he
would have had much of a choice, having only been on the job three days and
showing up to the party a little late. If Lee had taken this collaborative
approach, recognizing that Jackson’s death and absence left him far more
exposed than he might have expected, he may have obtained better intelligence
and made better decisions (and there may never have been a Pickett’s Charge to haunt
him through history). A collaborative Leadership style, while it may have been
viewed as weak and insecure compared to Lee’s commanding independent leadership
style, it built the confidence of Meade’s new team and helped gain buy-in going
into the next day’s battle and ultimate victory over Lee.</span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>Situational
Leadership</b></span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">The natural leadership extension of Management by Style is
Situational Leadership. A departure from the process-driven, one-size fits-all
style of leadership that penetrated corporate culture through the growth of an
industrial economy in the last century, Situational Leadership is now gaining
popularity. Why? Because it’s effective. Much for the same reasons that MBS is
effective in helping individuals achieve maximum results, having the ability to
read a situation and recognize that, while it may look the same on the surface,
a number of circumstantial factors make it dissimilar enough that applying a
previously successful tactic or solution to this seemingly similar situation
may not result in the same success. Meade’s Situational Leadership skills play out
after the day-three victory at Gettysburg. Against President Lincoln’s strong urging
to “follow up and attack General Lee as soon as possible before he can cross
the river,” Meade pursued Lee’s army enough to “drive the invaders from our
soil” but knew the situation was not as Lincoln perceived it, just because the numbers
reported to him might indicate a decisive victory was possible. After all the battle’s
losses, Meade may have had still had 20,000 more men than Lee, but Meade had
lost 11 of the Corp commanders he had when the battle began. Seven days into
his command, three-quarters of his new senior team was brand new again. He knew
he would need to learn the personalities and styles of these new commanders as
individuals before he could lead them as a team in a successful attack (and
would need them to do that with confidence soon enough). Meade also knew better
than to press a poor position on the move. This was not the high ground he had
at Gettysburg. This situation required a
different approach than the last time he had these same odds and Meade knew
different action was required. Of course, that decision practically penned his
pick-slip, but his career survived, if not thrived, under the leadership of
General Ulysses S. Grant. </span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><b>A Successful Demotion</b></span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Despite Meade’s victory at Gettysburg and several other
successful engagements, Lincoln’s bitter disappointment with Meade’s caution in
pursuing Lee’s troops to “crush” them as they retreated from Gettysburg
eventually led Lincoln’s decision to create a position between himself and
Meade that elevated Grant to the rank of lieutenant general and named him
general-in-chief of the Armies of the United States. Essentially he went from
being Meade’s peer to being his immediate boss. Though Meade didn’t actually
lose rank or title, he recognized the potential volatility of the situation
offered to resign. Grant saw this as such an honorable and humble move, he
asked Meade to stay on. Over time, the two would prove to be a strong pairing.
Grant was as determined and relentless as Lee was to take the fight to the
opponent and win, no matter the cost. Balanced with Meade’s cautious, strategic
analysis their styles complemented each other well and resulted in success.
That’s not to say they got along, but Meade had a healthy respect for the
situation and the man who was now his boss and, while he may confront and
disagree with Grant in private, Meade was known for showing the appropriate
respect and support for Grant’s decisions, presenting unification in front of the
troops.</span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">I think Denis McLaughlin said it best in his article <i>Is There a Best Theory of Leadership?</i></span></span></span></div>
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">“Over the last hundred years or so,
there have been many advances in our understanding of the theory of leadership.
In many ways I believe when we moved into the industrial age around the 1900’s
there was much that seemed to be forgotten from the thousands of years of
leadership lessons in the family, on the farm, and in past civilizations that
had to be re-learned. “</span></span></span></div>
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</span></span></span><br />
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<span style="color: #444444;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">While there are certainly some great emerging leadership experts
today, identifying new trends in leadership and management techniques, perhaps
we need not look much further than our American history books to find the tried
and true practices reemerging as “new” and “innovative” styles of leading our
corporate troops to business victory.</span></span></span></div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-7737521201799895051.post-42678576350714606462013-05-01T19:18:00.000-04:002014-10-08T11:46:55.112-04:00Death in the Workplace (Unabridged)<iframe height="300" src="http://origin.misc.pagesuite.com/pdfdownload/0068817b-8fd4-49af-890a-6b05338203bc.pdf" width="100%"></iframe>
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<w:LsdException Locked="false" Priority="46"
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<![endif]--><!--[if gte mso 9]><xml>
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<br />
<div class="MsoNormal" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;">
<br /></div>
<div class="MsoNormal">
<span style="color: #0b5394;"><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i><span style="line-height: 115%;">balancing compassion with compliance</span></i></span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> </span></span></div>
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><br />
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">In my career, I’ve worked along size many coworkers who were
grieving the loss of a loved one. It’s fairly common. Actually, it’s
unavoidable. Death does not care that there’s a big meeting next week or that
the tickets for the family vacation are already paid in full (and
non-refundable) – death happens.</span></span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">For a manager, it’s often awkward and uncomfortable trying
to balance the sensitivity to an employee’s grieving process with the reality
that there are still expectations that must be met. Keep in mind, however, that the employee is
keenly aware and just as uncomfortable with those competing concerns, but they
have the added stress of dealing with the personal loss as well.</span></span></span></div>
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<a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="file:///C:/Users/MICHAE~1/AppData/Local/Temp/msohtmlclip1/01/clip_image001.gif" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">Not quite as common is when the workplace grief is due to
the death of a co-worker. The questions of what the manager needs to balance goes
from two issues to six:</span></span></span></div>
<ul>
<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">How do you deal with the feelings of loss that
the other employees may be experiencing?</span></span></span></li>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">
</span></span></span>
<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">With several (if not all) of the staff
experiencing some level of grief, how severe will the impact be on the business
operations?</span></span></span></li>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">
</span></span></span>
<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">How will employees deal with the disruption of
business operations and potentially increased workload? </span></span></span></li>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">
</span></span></span>
<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">What is the best way for the manager or
organization to express compassion to the deceased employee’s family during
this time?</span></span></span></li>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">
</span></span></span>
<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">Are there legal or logistic issues the manger is
responsible for? <i>(and last, but
certainly not least)</i></span></span></span></li>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">
</span></span></span>
<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="color: #444444;"><span style="font-size: small;">How are YOU coping with the loss?</span></span></span></li>
</ul>
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<i><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img align="left" alt="According to a 2003 study conducted for the Grief Recovery Institute Educational Foundation, Inc. the financial impact to the employer of grief in the workplace is estimated to be more than $75 billion. Today, that cost would be much higher." border="0" height="200" hspace="12" src="file:///C:\Users\MICHAE~1\AppData\Local\Temp\msohtmlclip1\01\clip_image001.gif" style="cursor: move;" title="" width="200" /></a></i><span style="font-size: small;"><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;">We spend as many or more waking hours with
our coworkers than with our closest friends or, in some cases, even our family.
It’s important not to under estimate the emotional impact that the death of a
coworker can have on staff and the business. Most companies have bereavement
policies that give an employee anywhere from 1 to 5 days of paid leave for the
death of a family member. But when few will extend beyond blood relatives to
even include close friends, fewer still (none I’ve experienced) will include
language or scenarios about time off to deal with the grief associated with a
workplace death. </span></span></span></div>
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
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<a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="file:///C:/Users/MICHAE~1/AppData/Local/Temp/msohtmlclip1/01/clip_image001.gif" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="file:///C:/Users/MICHAE~1/AppData/Local/Temp/msohtmlclip1/01/clip_image001.gif" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">The reality is, while it may very well be an emotional
necessity to give the staff a few days off, business necessities will likely
make that impossible. Rather than trying to create a policy that covers every
unpredictable variable in that situation, work with other managers to come up
with a preparedness checklist that will guide you through certain steps that
you should take and prompt a dialog to help you make decisions about how your
organization wants to respond in certain situations ahead of time. The
following lists are not all inclusive but should give you a starting place to
begin building your workplace death preparedness checklist.</span></span></span></div>
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<b><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Initial Communication and Response</span></span></span></b></div>
<ul>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Know
your organization's policy on bereavement and personal time and be ready to
explain the policy to the employee. Have the contact/policy information for you
company EAP on hand (attach handouts or summaries of each to this preparedness
checklist)</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">As
soon as possible after you learn of the loss, notify Human Resources and inform
those with the most critical need to know first and then communicate to
employees</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Expect
sadness and tears. Extend the offer for counseling for employees through the
EAP</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Respect
the confidentiality the deceased’s personal or medical information unless permission
has been given by the family to share it. Be sure to ask the family explicitly
what can be shared and what is confidential</span></span></span></li>
</ul>
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">Keeping Business Moving</span></b><span style="font-size: small;"> </span><span style="font-size: small;">
</span></span></span><br />
<ul>
<a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="file:///C:/Users/MICHAE~1/AppData/Local/Temp/msohtmlclip1/01/clip_image001.gif" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=7737521201799895051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="file:///C:/Users/MICHAE~1/AppData/Local/Temp/msohtmlclip1/01/clip_image001.gif" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Expect
the best from grieving employees, but be prepared to accept less for a short time</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">As
work shifts to other employees, remember to thank those employees for taking on
the additional work</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Ask
what you can do to help: Time off? Schedule adjustment? Help with the extra
work?</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Ensure
that phone calls, voicemails, e-mail messages and other communications are intercepted
re-directed appropriately</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Contact
direct relationship of the deceased and reassign them to others;</span></span></span></li>
</ul>
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: small;">Making Arrangements and Preparing for Services:</span></b><span style="font-size: small;">
</span><span style="font-size: small;">
</span></span></span><br />
<ul>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">As
sensitively as possible ask the family for a single contact person who can
provide funeral details, answer questions about the arrangements and be the
designee benefits procedures when it’s
time for paperwork to be completed </span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Designate
a single internal contact person (likely HR) for employees to go to with questions
or concerns about arrangement to prevent employees from trying to contact the
family directly</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Help
organize a group acknowledgment for the family (a group card, flowers, group
attendance at the funeral, etc.).</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Determine
where flowers or other preferred offerings are to be sent as consistent with
the family’s wishes; communicate to
employees as appropriate;</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Considering
the impact on business, recognize that many employees may feel a need to attend
the services and be as flexible as possible;</span></span></span></li>
</ul>
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">
</span><b><span style="font-size: small;">Following the Funeral:</span></b><span style="font-size: small;">
</span></span></span><br />
<ul>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Check
with Human Resources on your state law regarding final pay for deceased
employees and provide them with whatever necessary to calculate final pay and
close out benefits</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Follow
the normal termination checklist to ensure equipment, keys, credit cards, etc.
are accounted for and security issues are addressed</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Ask
family how they want to retrieve/receive the personal belongings of their loved
one; offer to do it for them. The family may not want to be involved</span></span></span></li>
<li><span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Keep
in touch with family as appropriate.</span></span></span></li>
</ul>
<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> </span><span style="font-size: small;">Just thinking about each of those questions can be
overwhelming enough in the hypothetical. When the situation becomes real, being
prepared will give you a sense of control when you’ll need it most. </span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><br />
<br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><b><span style="color: #0b5394;">Web only special:</span></b></span></span><br />
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<span style="color: #444444;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">You know that you’re supposed to say or write something
thoughtful, yet business-appropriate to the grieving family of your recently
departed staff member but finding those words can be challenging. While
personalization is important, here is a sample letter that can guide you
through the right sentiment. </span></span></span></div>
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</div>
<blockquote class="tr_bq">
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<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">Dear ________________:</span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">The news of Parker’s death found us unprepared for the loss
of a valued colleague. The business relationship and personal friendship many
of us had with Parker have been a pleasure and source of enrichment to all of
us. We shall miss Parker greatly.</span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">Parker was held in the highest regard by our employees and
by others in our industry. Parker set an example that will continue to be an
inspiration to us all. Please accept our sincere sympathy for your loss.</span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">Sometime soon your family will receive benefit information, forms
and other paperwork to facilitate closure around Parker’s job with us. In the
meantime, please call me if you have any questions or if we may be of
assistance.</span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">Sincerely,</span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">(name and title)</span></span></div>
</blockquote>
Lauren Yost - Managing Managementhttp://www.blogger.com/profile/02575506935100206950noreply@blogger.com