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Tuesday, March 8, 2022

Act Like a Manager

     It’s not public relations exactly, although it’s closely allied. It’s the manner and behavior we instantly associate with The Boss.

     The boss is the person whose directives are to be followed (and, sometimes, the one to be blamed for whatever is disagreeable in our workplace.) 

     “PR” has become something of a familiar cliché in modern America. We toss it out as a verbal sneer at anything we consider phony and hollow in the utterances of prominent people. Too bad, because real PR is an important and valuable element in our public discourse. It’s how we extend the value of good things by telling people about them.

     True, that telling can be exaggerated, distorted or false, but most of what we see and hear in such promotion is reasonably honest and true. Also, our critical thinking skills enable us to sort out the value from the trash – when we exercise our duty to do so.

     So, back to the workplace. You have an opinion of your boss as a manager, the person ultimately responsible for the results of your group's work.

     However, the manager is not solely responsible. In a healthy organization, each of us must carry a share of that responsibility. It is extremely important, vitally important, that the individual and the manager understand and practice their roles in this form of partnership.

     The manager must be personally clear on what the organization is to accomplish and how it is to function . . . and must share with each staff member an equally clear picture of how that person fits. And, of course, what that means for the actions and behavior of that person.

      Each of us staff people must also be clear -- within ourselves and with others -- on the actions and behavior that fulfill our obligations in the organization.

     “Being clear” is an abstract expression for a complex set of communication actions that involve talking, listening, watching and demonstrating for the purpose of equipping the staff member to do certain things, and convincing that staff member to do those things correctly and dependably. If I were to see a video clip of myself on the job, would I see myself doing those things?

     It is incumbent on both parties to set up and conduct the process with the minimally necessary amount of continuing contact between the two. Collaboration and communication are essential, but too much of either wastes the valuable resource of individual contribution.

     The manager sets the tone and carries the major weight. The manager walks and talks with confidence in the relationship of mutual respect and defined responsibility. Just look and listen, and you can tell.

     The manager acts like a manager.


 SEE ALSO: Management Power, Management Behavior      http://jimmillikenproject.blogspot.com/2018/04/management-power-management-behavior.html