Are You Valued As A Manager? – 3

A key element of being valued as a manager is to value your self. Past posts in this series have focused on finding an organization that values your unique strengths and assessing to what degree your organization values you. Today, the focus is within.

Your self – confidence and belief in yourself will go far in encouraging others’ confidence in you. With self – confidence comes appreciation of your own abilities and what you have to offer to your team and organization. No one is perfect – self – confidence is not about that. Self – confidence can thrive, even while you accept failure and acknowledge there is room for improvement.

How confident are you? Do you look to others for approval? Do you judge yourself too harshly? Do you feel timid or unsure? Putting some focus on developing self – confidence and affirming your own value will go far in assuring your organization values you as a manager.

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10 Ways To Boost Your Manager Mojo in 2014

Mojo: a power that may seem magical and that allows someone to be very effective and successful – Merriam Webster Dictionary

1. Put yourself first

2. Honor and use your unique talents and strengths

3. Be at your physical best

4. Balance your life among things that you love

5. Continuously improve your management skills

6. Let go of things that no longer serve you

7. Banish negativity

8. Identify what drains your energy and change it

9. Listen to your emotions

10. Reach for the stars

Wishing you a fabulous 2014 at your managing best! Thanks for being a part of The Managers Hub community.

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Communication Breakdown

As a manager, communicating is a mainstay of your work. Frequently, communications can go awry. But what do you do when communications totally break down?

I was coaching a client who worked in a political campaign. Pressure was high and internal competition was fierce. The campaign environment did not have space for discord or drama. He was working with another person, his peer, who insisted on berating him and criticizing what he did in e mails and copying them widely to other members of the campaign. It was a game and very irritating. At one point, he thought these communications could do him significant harm.

It was time to deal with it. First, he set some boundaries, calling the person on their inaccuracies and tactics. It didn’t work. So, he went to his manager and instead of complaining, he calmly told his manager that he was not going to work this way and set his boundaries. His manager responded, told the other person to lay off on the e mails and it was done. Sometimes things can be worked out and sometimes they can’t. In this case, the action taken by the manager allowed my client to get back to work and get the job done.

 

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When It Is Time To Wait No More

There are many ways that a manager can be waiting – for a promotion or raise, for a team member to cooperate, for needed resources, for promises to be kept. While patience is a virtue, it behooves you to discern when it is time to wait no more.

When that time comes, what are your options? Simply, to continue waiting or stop waiting. There are considerations for each. If you continue waiting, identify what the potential consequences are. Can you live with them? Be aware of consequences both to your work and you personally. There may be a price to pay. Will that price harm you in any way? If it is time for you to stop waiting, considerations center on what you will do. How will you approach the issue? What will the downsides be? Are you ready to draw a line – how far will you go?

Waiting has a double face. Sometimes it works to your advantage. Other times, it works to your disadvantage. Know when it is time to wait no more.

 

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What Are Your Values as a Manager?

Values guide us in many areas of our lives. What are your values as a manager? Here are some questions to help you begin identifying them.

• How would you like for others to describe you as a manager?

• What is important to you regarding the way others treat you in the workplace or market?

• Which of your personal values transfer to your work as a manager? How are they different, if at all, when you bring them into the workplace?

• What kind of work environment do you want to create for your team?

Values are an important foundation for your work as a manager. Know your values. Let them guide you

 

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Manager Dysfunction

Dysfunction can be many things. Where do your dysfunctions lie? On the surface, dysfunction can involve how you present yourself to others, communication with your team, your outward moods and mannerisms. Going deeper, dysfunction can involve inner discontent, personal “baggage” you inappropriately bring into your work, impaired functioning of some manner. Leadership is personal. You cannot leave yourself behind as you perform your work; you bring who you are along with you. Awareness of your dysfunctions allows you to sharpen your skills and effectiveness. So many of the troubles in our workplaces result from manager dysfunction. Heed the maxim, “know thyself” and you will be better for it.

 

 

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R&R

How much time have you taken for yourself this summer season? As our military recognizes the need for rest and recuperation, so should managers. You are expending energy, experiencing stress and thinking on your feet every day. Somewhere in there, you need to refuel. Otherwise, your energy dwindles, bit by bit, until you are slowly dragging through your days-mentally, physically and emotionally.

Make rest and recuperation a regular practice and you will stay at the top of your game.

 

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When You’ve Had It

It does not serve you or others to lose it. What’s important is not whether you are justified or unjustified in losing it. As a manager, you face more than enough situations where you have every reason to lose it. What’s important is that losing it has consequences. It can harm your reputation, hurt others, set back your progress on projects, or worse.

When you’ve had it, get away before you lose it, so you can gain perspective on the situation. Sometimes, it is good to get away fast.

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