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Other Added - Put On Your Leaders Hat And Watch Their Attitude Change
It has never been an easier task than getting your hands on a preschool job! That is if you are performing a good online job search. The Internet is full of job opportunities, that almost all of us can find an opening that suits his or her needs.Looking at the advantages for both the employers and the employees, the first one to be mentioned is the fact that finding potential employees or employers in this manner saves a lot of time and money! Employers
So far most wind car designs for modern automobiles are pretty much on the drawing board, yet soon they will be ready for mass production. Wind Cars are the ultimate in alternative energy running on wind power or a combination hybrid running on wind and another type of propulsion such as fuel cells or ethanol blended fuels. Recently the product phase of such a concept came up in an online think tank and one UK reporter asked us;“How are you going to go a
Let’s face it, not all staff have attitudes that are productive. So how do you change their attitude? You start by changing yours. If you change your attitude to them, you will change their attitude to work!
Let’s take a look at some typical workplace attitudes of managers and show you how they have an affect on the productivity and profitability of your organisation.
What hat are you wearing?
There are 4 basic attitudes that managers can take. See if you can recognise yourself or others in these descriptions. I know I’ve had all these types of managers in my career.
Do as I say not as I do – the crown
I like to think of this as the Royal attitude. There is one set of rules for management and another set of rules for the staff. Royal decrees are made from up high and the subjects are expected to comply.
This type of manager uses their position to gain loyalty and force staff to comply or maybe it’s off with your head! The result is people start to act like helpless subjects, loosing the ability to make decisions.
Do as you are told – the hard hat
The manager is in charge and simply tells the labour what to do. They take on all the responsibility for decision making, hence the need for the hard hat for when things start to fall down around them. They use fear to get the job done and on the surface it appears to work but consider this. In his book “Emotional Intelligence”, Daniel Goleman found that 7 out of 10 American workers are afraid to question their manager even when they know they are wrong and could cause the company to waste money. When people act out of fear they make more mistakes and spend time trying to hide them.
Do what you think is right – the mask
On the surface it seems like a great idea to give staff more responsibility but if overdone it’s not managing or leading, it’s showing you don’t care. This manager shows no emotion and never lets people know what is going on. Their favourite saying is “come and see me if you have any problems”. There is a major lack of communication as they hide behind the mask (or the closed door). Some managers justify their behaviour by saying their team are all professionals and know what they are doing. This approach doesn’t work because even trained professionals like some feedback on th
A mission statement is simply an encapsulation of the mission of a particular organization – its purpose, its goals and how to achieve them. A mission statement may also be considered a blueprint for success, streamlining the efforts of an organization’s executives as all decide the direction the organization must head, delineating the perceived best paths towards objective fulfillment.It is not an easy exercise to target, define and create a mission sta
Let’s take a look at some typical workplace attitudes of managers and show you how they have an affect on the productivity and profitability of your organisation.
What hat are you wearing?
There are 4 basic attitudes that managers can take. See if you can recognise yourself or others in these descriptions. I know I’ve had all these types of managers in my career.
Do as I say not as I do – the crown
I like to think of this as the Royal attitude. There is one set of rules for management and another set of rules for the staff. Royal decrees are made from up high and the subjects are expected to comply.
This type of manager uses their position to gain loyalty and force staff to comply or maybe it’s off with your head! The result is people start to act like helpless subjects, loosing the ability to make decisions.
Do as you are told – the hard hat
The manager is in charge and simply tells the labour what to do. They take on all the responsibility for decision making, hence the need for the hard hat for when things start to fall down around them. They use fear to get the job done and on the surface it appears to work but consider this. In his book “Emotional Intelligence”, Daniel Goleman found that 7 out of 10 American workers are afraid to question their manager even when they know they are wrong and could cause the company to waste money. When people act out of fear they make more mistakes and spend time trying to hide them.
Do what you think is right – the mask
On the surface it seems like a great idea to give staff more responsibility but if overdone it’s not managing or leading, it’s showing you don’t care. This manager shows no emotion and never lets people know what is going on. Their favourite saying is “come and see me if you have any problems”. There is a major lack of communication as they hide behind the mask (or the closed door). Some managers justify their behaviour by saying their team are all professionals and know what they are doing. This approach doesn’t work because even trained professionals like some feedback on t
People generally have a difficult time tooting their own horns. Normally, modesty is a commendable trait; but on a job search it could be deadly. And that is where letters of recommendation can help. Why brag about how great you are when you can get someone else to do it for you? Letters of recommendation are basically testimonials from satisfied "customers." And they can be a lot more believable than resumes since they come from obje
This type of manager uses their position to gain loyalty and force staff to comply or maybe it’s off with your head! The result is people start to act like helpless subjects, loosing the ability to make decisions.
Do as you are told – the hard hat
The manager is in charge and simply tells the labour what to do. They take on all the responsibility for decision making, hence the need for the hard hat for when things start to fall down around them. They use fear to get the job done and on the surface it appears to work but consider this. In his book “Emotional Intelligence”, Daniel Goleman found that 7 out of 10 American workers are afraid to question their manager even when they know they are wrong and could cause the company to waste money. When people act out of fear they make more mistakes and spend time trying to hide them.
Do what you think is right – the mask
On the surface it seems like a great idea to give staff more responsibility but if overdone it’s not managing or leading, it’s showing you don’t care. This manager shows no emotion and never lets people know what is going on. Their favourite saying is “come and see me if you have any problems”. There is a major lack of communication as they hide behind the mask (or the closed door). Some managers justify their behaviour by saying their team are all professionals and know what they are doing. This approach doesn’t work because even trained professionals like some feedback on t
Angel Investors are considered by many to be the best type of investor in your business. Angels are usually successful business owners and entrepreneurs who can also bring you valuable industry experience, executive knowledge, creative ideas and contacts. They can usually afford to indulge their love or risk and are often seeking new business challenges. To be an angel in the USA, one must be an "accredited investor," which the Securities and Exchange Commiss
Do what you think is right – the mask
On the surface it seems like a great idea to give staff more responsibility but if overdone it’s not managing or leading, it’s showing you don’t care. This manager shows no emotion and never lets people know what is going on. Their favourite saying is “come and see me if you have any problems”. There is a major lack of communication as they hide behind the mask (or the closed door). Some managers justify their behaviour by saying their team are all professionals and know what they are doing. This approach doesn’t work because even trained professionals like some feedback on t
Many years ago, when I was a young job-searching greenhorn, I ventured to New York City to take a bite out of the big apple of opportunity.When it came to finding a job in a crowded city of millions, I quickly learned that it’s much easier on one’s sanity to sign up with one of the many employment agencies which helps job seekers looking for work.I scoured the newspaper and found a large ad for one such well-known employment agency. True to their
Let’s do it together – the baseball cap
These managers have the attitude that it’s a team effort. They are the coach and their people are the players who get the real job done. The coach knows you can’t be successful without making the best use of your players. They see their role as making sure the team is free of distractions that might get in the way of winning the game and keeping their motivation to win at a high.
On the other hand, they know enough about the game that they can jump in and become one of the players where necessary. Their staff appreciate their willingness to pitch in and help when required.
Conclusion
I believe that the right management attitudes are vital to the success of any organisation. The first step in developing the right attitude is recognising your behaviour patterns and modifying them where necessary.
So tomorrow morning when you get ready to go to work, put on your leaders hat . . .and watch out for a change in the attitude of your staff!
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