5 Management Resolutions For 2012
Posted on January 5, 2012 by Baxter Dickson
What are your New Year’s resolutions? Despite the constant change of modern society, popular New Year’s resolutions are fairly consistent from year to year. Get fit. Lose weight. Stop smoking. Spend more time with family. Reduce stress. These resolutions are popular enough to be listed on the government’s holiday website.
It’s remarkable that, notwithstanding the extensive amount of time we dedicate to our careers, only one common resolution directly regarding the workplace appears on the government’s list: Find a better job. In order to boost office morale, here are five New Year’s resolutions for managers.
#1 Be Positive
As the new year begins, managers look for ways to improve. We did this wrong. That didn’t work. Excessive negativity undermines employees’ accomplishments and destroys their confidence. Instead, look back at what they did well. Highlight their successes and emphasize your faith in their ability to continually improve.
#2 Encourage Open Communication
As we’ve discussed in previous articles, open communication is rarely rewarded. An individual who criticizes a program is often accused of “not being a team player.” And whistleblowers get clobbered. When we raise this topic in workshops, clients regularly voice their desire for “open, honest communication, without fear.” You can change your culture by initiating discussion, actively listening to suggestions, and encouraging critiques. This will ensure that you get the best ideas possible—and the most productivity—from your employees.
#3 Communicate In Person
According to a recent study, at least fifty percent of emails are misinterpreted. People will interpret your message through your vocal intonation and your body language much more than hearing your words. And since emails lack these nonverbal signals, their recipients will fill in the blanks with their own interpretations, often to your detriment. To avoid confusion, communicate in person whenever possible. The connection you make with the other person will give both of you a much clearer picture than emotionless text on a computer screen.
#4 Pay Attention
Here are two scenarios:
Manager No. 1 avoids eye contact. He stares at his computer screen while you’re presenting your ideas. Throughout a meeting, he texts while others are talking. When it’s time for him to speak, he casts his eyes down and fumbles with his notes. You feel like you’re communicating with a brick wall.
Manager No. 2 watches you when you’re speaking. She keeps her eyes on the group, checking for their reactions and picking up on their silent cues. She nods, maintains eye contact, and responds to individuals so they feel heard and understood.
Which manager would you prefer to have? Which manager would you prefer to be? When you pay attention—and that includes eye contact—you’re letting your employees know you are truly listening and they are worth your time.
#5 Embrace Your Humanity
It’s hard to let your faults show. Many managers are afraid of looking weak and put on a mask of invincibility in their employees’ presence. Unfortunately, you won’t fool many people when you do this, except perhaps yourself. A key component of credibility is the willingness to appear vulnerable—to let your humanity show. So instead of living in dread of exposure, have the confidences to openly address your mistakes. Then correct them. Your employees will respect you far more if they can see you as a human being.
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Image provided by Duien
