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Archive for the ‘Management’ Category

It takes about a day in anyone’s world as an adult to realize that everybody is different. Yes, there are some similarities here and there, but for the most part, we are all very unique. From our background to our appearance to our experience to our personality, we are different. So, it makes all the sense in the world that a leader’s ability to be flexible MATTERS.

In fact, the analogy that comes to mind for me is this: We’d never call someone a chef [or even a decent cook for that matter] if they could only cook one dish. We’d deem someone a chef that has mastered the art of cooking. Now, that doesn’t mean that chefs can’t specialize in one cuisine over another, but the caliber of a chef sort of depends on one’s ability to improvise as needed, without compromising the quality of whatever is cooked. Well, the same is asked of leaders.

A leader can’t always pick and choose the sort of team, projects, environments, or crises that will come one’s way. If a leader can’t determine how to navigate the unpredictable waters, he or she will probably go down with the ship. To some extent, it’s really about going with the flow to adapt to what your followers need without forfeiting the things that matter.

Your team is going to vary by individual. The level of need, knowledge, experience, behavior and guidance will inevitably change by day by team member by project. That’s a lot of change. So, will you be the leader that refuses to make adjustments accordingly? Or will you be the one leading the pack through the unprecedented territory? Will you expect every member of your team to be on the same page as you at all times and become frustrated when one falls short? Or will you willingly and cooperatively work to understand the unique needs of each team member, so that you can effectively and collaboratively reach your goals together? Is it about you or is it about your team members?

Your approach as a leader must adapt to the needs of your followers. It cannot be all about you if you’re hoping to help your team reach success. For example, if you have team members who are struggling, the help you need to offer them would feel too handholding for a top performer. Yet, what you’d give the star on your team would be too overwhelming for a beginner. And really, the only way to adapt as needed is to KNOW YOUR TEAM. Ask questions, get to know what makes them tick, and determine the skill and will behind your employees – so that you can tailor your approach as much as possible.

As you seek to reach the ranks of good bosses if not superstar leaders, ask yourself these questions:

Do I know what makes each of my team members motivated? Discouraged?
Do I know the level of skill of each employee? Am I adapting to the abilities of each?
Am I creating an environment that encourages uniqueness and difference?
Am I suffocating others by making them feel like they have to be a certain way (“my way or the highway”)?
How am I utilizing each person to his or her utmost potential, regardless of how he or she compares to other team members?
Am I rigid and unable to adapt to needs and team members accordingly?
What am I doing to make progress in this strategy?

Awhile back, I came across this anonymous quote, which suits this strategy well. “Blessed are the flexible, for they shall not be bent out of shape.” It’s an excellent image to keep in mind as you’re hoping to become a better leader. It’s almost as if you’re completing one big puzzle. Each piece is unique, in order for the whole project to be complete. And just like putting together a puzzle, leading a team takes a lot of patience, resiliency, and versatility. You can’t know it all before you get started, but you can be open to figuring it out along the way based on what fits, what’s needed and what works.

An employee time tracking system is a key factor in any business organization. Companies, big or small, can now greatly benefit from this kind of software. Such system helps to monitor employee activities no matter where they are. It also assists in the elimination of non-productive and non-efficient employee habits.

The rapid advancement in technology has made it quite possible for companies to secure their businesses, money and time resources. This is aided through the competent and efficient tool that is employee time tracking system. Given that people are quickly changing away from the basic idea of the office setting, monitoring employees that work from home or in remote locations have become easier. The use of this program is really a significant asset to the company. It reduces hassles in gathering data. It lowers risks in error. It permits greater flexibility both for the employee and the management.

The software can be easily downloaded and launched onto every desktop computer and laptop device owned by the company. Computer technicians can incorporate this system so that every second of every minute and of every hour billed to the company is put to good use. But the most remarkable part is that this software can be downloaded onto smart phones for greater portability and flexibility. And because everyone has an access to a smart phone nowadays, obtaining and setting up the application is very smooth.

Through an installed time tracking software, every employee activity performed through his or her company-owned computer or phone is listed and can be viewed by the manager. The time he or she logged to work is immediately tracked. So there is no possible way employees can trick their supervisors and go on long lunch breaks and snack breaks. If they log in late for work, they will be paid according to the hours they have spent on work. Applications, gaming sites as well as social networking sites are kept tracked, too. Supervisors can now assess which employees are dedicated to real work. Statistical numbers also help the management see clearly who works productively and who lags in performance plainly.

Have you ever heard the old adage that the fish stinks from the head? Sometimes when a work team isn’t functioning well it’s not the fault of the individual members but more due to the management’s inability to lead.

If a team just can’t seem to get it together, assess the current manager’s ability to lead effectively by considering his technical skills, his social skills, and his conflict resolution skills. Effective managers are able to understand the technical aspects of a job while motivating their staff. Being a social butterfly that can’t complete deadlines doesn’t work nor does only focusing on project details and forgetting to hand out the occasional pat on the back. Knowing how to resolve conflict with competency is a necessary skill for keeping teams on track and producing. If the current manager is lacking in these areas, you may want to replace him with a better-equipped leader.

Once you’ve determined a change is in order, be mindful about the process.

First, consider the impact of new management. Upsetting even a troubled apple cart will cause reactions so as early as possible in the process let people know what will and will not change. Set expectations regarding their personal reactions to the change and discuss how each person is expected to put forward effort in making the team successful.

Decide how open you are to hiring from within. Even in healthy teams it’s difficult for a peer to step into a supervisory role, so unless you’ve learned in previous conversations that the team would really like one of the members to step up, plucking someone from a troubled team to lead the others may be a recipe for disaster.

Have frequent, short meetings to see how things are going. Both one-on-ones and group meetings will be important ways for individuals to process reactions and the new normal. The first few meetings can be somewhat lengthy while history and concerns are shared but then it will be time to move to shorter ones to focus the conversation.

Allow time for things to settle down; and then get back to work. Set the example by asking more questions about the work and fewer questions about the new situation.

Keep communication open throughout the entire process. Different people react differently to change and creating ways for individual personalities to share their perspective will help you know when to fine tune as well as when to celebrate success.