Surviving Poor Management 21: Focus on What Matters

This continues our series on how to survive poor management at work and grow

Margaret shared advice with one of her colleagues. She highlighted the need to focus on what matters. She highlighted how easy unimportant or non-essential issues distract us from what matters most. She follows her own advice and became one of the top 4 producing operations in 120 operation chain. Her focus allowed her to out produce operations with four times the potential clients as her market. Focusing on what matters most also helped her survive the frustrations of poor management.

Identify What Matters Most

A key to surviving poor management will require you to focus on what matters most, rather than those things related to the poor management. Each company, each project team, will define what matters most for them. The company culture also influences what matters most. For example, some organization may perceive the following as what matters most:

• Honor may matter more than sales or success
• Protecting client relationships and goodwill may matter more than revenues
• Courteous, kind interactions with co-workers, management, and subordinates
• Providing the best possible service or product at the lowest possible cost
• Innovation and creativity in product development, research and design
• Moral and ethical leadership and practices may take priority over profits
• Sales, revenues, and profits may matter more than any other issue

Your mentor, supervisor, network of contacts can provide guidance and help you identify what matters most. You should establish charts, graphs, discussions, and other prompts to keep you focused on what matters most.

Avoid Distractions from What Matters Most

Distractions appear in every business and every situation. You may think that the majority of distractions will clearly declare themselves as low priority issues preventing you from focusing on what matters most. Occasionally, that may be. Frequently, distractions carry their own priority. For example:

• Procedural changes or requirements established by management may demand your attention
• Clients require attention that will not lead to immediate sales or success, but take your time and attention

Monday, October 7, we begin a new series about improving yourself to improve your career

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 20: Too Much Passion Hurts

This continues our series on how to survive poor management at work and grow

Sam developed a good characteristic for working in a company with poor management. He did not allow problems to bother him. His pleasing personality did not mean that he did not care or passionately want to improve service and productivity. He stayed focused on what truly mattered. He gained respect and a reputation for mediating tense situations. As a result, he received assignments to key project teams that developed strategy for the entire company.

Healthy Harmonious Passion

A well-balanced, or even-keeled, temperament helps you cope with poor management. The Harvard Business Review published an excellent article titled Why Your Passion for Work Could Ruin Your Career. In the article Scott Barry Kaufman describes two kinds of passion: harmonious or obsessive. He writes

“Those with harmonious passion engage in their work because it brings them intrinsic joy. They have a sense of control of their work, and their work is in harmony with their other activities in life. At the same time, they know when to disengage, and are better at turning off the work switch when they wish to enjoy other activities or when further engagement becomes too risky. As a result, their work doesn’t conflict with the other areas of their lives. When they are at the opera, for instance, or spending time with their children, they aren’t constantly thinking of work, and they don’t report feeling guilty that they aren’t working. ”

Obstacles of Obsessive Passion

Kaufman continues “In contrast, those with obsessive passion display higher levels of negative affect over time and display more maladaptive behaviors. They report higher levels of negative affect during and after activity engagement; they can hardly ever stop thinking about their work, and they get quite frustrated when they are prevented from working. They also persist when it’s risky to do so (just like a pathological gambler). A reason for this is that their work forms a very large part of their self-concept.”

Friday we share how staying focused on what matters most helps with poor management

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 19: Why Stay Unhappy?

This continues our series on how to survive poor management at work and grow

Madge had a good friend working in the same company as she did. This friend repeatedly expressed frustration with the management and direction of the company. She watched his attitude, and his health, deteriorate over four years. He began to negatively influence others within the company. Madge, as a good friend and colleague, intervened with her friend. She met with him a few times to vent his concerns and help him work through his frustration. Finally, she asked why he continued to work in a place that clearly did not enjoy. He intervention helped him begin reevaluating his employment and decide to find something that would make him happy.

Returning to Your Options

In earlier posts we shared options for coping with poor management. We explored the following options:

• Improve management within the company
• Accept management and press forward
• Leave and find a new job
• Leave and start your own company

Reasons People Stay in Unhappy Situations

Today, we wish to examine leaving the company for a new job from a different view. Why would you accept being unhappy, frustrated, or angry on your job.

You may stay in an unhappy situation for several reasons, including:

• Fear of the unknown future situations
• Aversion to most risks
• Cannot envision a different future
• Still harbor hope that it will return to the good you remember
• Appreciate your co-workers, clients, and vendors
• Tied to medical and other benefits at your current job

But, Really Why Stay in a Job That Makes You Unhappy

All of those reasons seem valid. However, at some point you must ask if all of those things really compensate for the unhappiness you feel. If not, why are you staying in a job that distresses and frustrates you? You should move to something that will not degrade your health, depress your spirits, or upset your family.

Sometimes, you don’t know all the reasons, but stay anyway. Your reason may even be irrational.

Wednesday we explore additional thoughts as we summarize how to survive poor management

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 18: Don’t Canker Your Soul

This continues our series on how to survive poor management at work and grow

Saul had his own very successful business for more than 20 years. He decided to give something back to the world in his later years. He went to work for a nonprofit organization using his skills to improve the populations of third world countries. Unfortunately, the organization suffered from some very poor management. Saul experienced a lack of support and forced to work a lot of overtime. He tried to get relief from upper management, but was ignored. He let the problem canker his soul. He became bitter and angry. Today, almost 15 years after retiring, he still gets angry and tells relations and others about his horrible experience with poor management.

Do Not Suffer as a Victim

We work with thousands of people every year who feel compelled to repeatedly share the story of how they were misused or neglected by management . The need to inform people of how they were wronged by poor managements creates a victimization. They cannot move beyond the tragic events to improve their lives.

A speaker  recently  told how, when we allow perceived injustices to fester, they injure us more than those we blame. He encouraged us to follow Christ’s teachings and forgive those whose management makes our life harder.

Pray for Them That Despitefully Use You

The speaker cited Jesus Christ’s words from Luke 6:27-28 (King James Translation)

“But I say unto you which hear, Love your enemies, do good to them which hate you, Bless them that curse you, and pray for them which despitefully use you.”

The effort to “pray for those who despitefully use you”, to wish them well instead of ill, lifts the heart. It brightens the countenance. Victor Frankel highlighted the beneficial impact on prisoners of war who found a way to forgive their jailers. Letting go of hurts is not the same as ignoring them. You must process your feelings through the anger and hurt—to let them go—until you feel better. 

Monday we begin closing this series with concluding observations and examples

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 17: When You’re the Problem

This continues our series on how to survive poor management at work and grow

Brad worked for a company that he felt suffered from poor management. He frequently listed all the  reasons that he did not appreciate upper management. His continual criticisms and negativity affected co-workers and reduced morale. Imagine his surprise and embarrassment when his research into poor management highlighted several traits that Brad possessed. He began  changing his attitude, behavior, and management skills. It took years, but Brad transformed poor management skills into good management skills.

You May Be the Poor Manager

As you read the previous posts in this series, you may have recognized that you possess some of the traits of a poor manager outlined in the articles. We recognize that no one perfects management. Even the best managers make mistakes.

You may use several methods to explore your flaws:

• Read the articles listed in previous blogs and compare your behavior to the articles
• Make a list of traits outlined in the articles and conduct your own 360 evaluation by asking others to give you feedback
  • Co-workers or peers
  • Subordinates
  • Supervisors and managers
  • Clients or vendors

How Can You Fix your Own Poor Management

We affirm that everyone may change, at any age. Your mistakes today do not define your mistakes tomorrow. As Santana said “He that does not learn from his past is doomed to repeat it.” You may learn from your mistakes. You may change.

Several excellent researchers can teach you how to change to fix your poor management. We found the following books very helpful:

• The Influencer and Change Anything by the authors at VitalSmarts
• Leadership and the Art of Self-Deception by the Arbinger Institute
• Speed of Trust by Stephen M. R. Covey
• True North by Bill George

We also recommend Benjamin Franklin’s method of implementing a characteristic. He recounted how he focused on a trait for a week at a time. He found a week’s effort improved the virtue within his life. You may do the same.

Friday we summarize how to survive poor management at work and still grow your career

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 16: More Options to Consider

This continues our series on how to survive poor management at work and grow

Ron worked for the same company for 33 years. He managed one of the highest producing branches of the company. He adhered to certain foundational principles. He perfected collaborative processes that assured success and outstanding performance. During the last decade the organization abandoned the foundational principles. Upper management even accused Ron of falsifying his reports because they rejected the principles. Ron decided to take early retirement after two accusations by upper management were proven false.

Leave for a New Organization with Better Management

One option for surviving poor management remains to leave the organization and find one with better management. You enhance the probability that you will find greater satisfaction and better management with a few key steps:

• Identify the poor management practices that bothers you most
• Identify the effective management practices that you appreciate most
• Prioritize, in writing, the practices you desire most and the ones you want to avoid
• Prepare questions that will discover how well opportunities will meet your desires
• Research about companies and management practices before you accept a new job

Without these preliminary steps, you may accept a job with a company just like, or worse than, the one your are leaving.

Create Your Own Company with Better Management

You may consider creating your own company as another option related to leaving your current job. In the past, starting a business required large expenditures of capital, thus preventing many people from starting a business. In the last few years, you can start a business with much less money.

However, you should consider the following ideas before starting your business:

• Your business idea can succeed based on solid market research and assessment
• You will provide better management than the poor management you are escaping
• You possess the technical skills to provide a good product or service
• You will cover your financial needs, including your current non-salary benefits
• Your business plan outlines sold marketing and sales strategies and campaigns

Wednesday we highlight options when you discover you are the source of poor management

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 15: Options to Compensate

This continues our series on how to survive poor management at work and grow

Sam worked for a poor manager. His manager tended to become defensive when he perceived someone challenged his thinking or authority. His passion for what he did frequently led him to speak too harshly and bluntly in an effort to convince others to accept his opinion as their own. Sam observed this behavior and worried for his boss. Sam, with great delicacy and tact, informed his boss of his observations in such a way that the boss listened and tried to change. Sam’s courage and tact helped improve both his supervisor and his workplace.

Improve Management within the Organization

You may try to improve the management within the organization as one option for surviving poor management. You may select a variety of methods to try and improve management:

• Discuss possible improvements with your supervisor (use techniques outlined in Crucial Conversations, Crucial Confrontations, The Influencer, and Change Anything by the authors and consultants from VitalSmarts)
• Study good management skills and begin to implement them in your own work, within your responsibilities. In other words, work to improve your own management
• Work behind the scenes to improve management within the organization without acting overtly or drawing attention to yourself
• Collaborate with your mentor and network of internal contacts to change the organization from within from multiple sources

Accept Management and Press Forward

You may also follow another option: accept poor management practices and continue working in the organization. This option possesses several advantages:

• Don’t risk offending management or others by highlighting poor management
• Reduce distractions the could arise by focusing on the poor practices
• Ignore the problems and stay focused on the job at hand

As with all options, negative consequences may also arise from ignoring poor management:

• The company struggles, and possibly even fails, due to unaddressed poor management
• Persistent flaws build animosity and distracts you from doing your job
• Unresolved stress may affect your health and create ulcers
• Accepting poor management leads to apathy and not caring

Monday we discuss two other options for compensating

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 14: Yours May Not Be So Bad

This continues our series on how to survive poor management at work and grow

Glen worked for a company with bad management. A friend of his wanted to change jobs to escape what he perceived as manipulative management. Glen hesitated because he didn’t think his friend would want to work in their poor environment, but gave his friend 4 names to contact. His friend reported back about how everyone complained about management. Then, he said “Your contacts thought they worked for poor management. Poor management is when your boss tells you at 4:55 on Halloween night. ‘Some of you may want to go home early to be with your family for Halloween. But the company will lay off 195 this Friday. So, you better reconsider what would be best for your family.’”

You Think You Have It Bad…

We’ve spent the last few posts reviewing indications and symptoms of poor management. Today, we want to examine how you can recognize that your management may not be so bad.

The old adage declares that “familiarity breeds contempt.” In other words, the more you get to know someone, the more you see the negative or bad things about them. We find this when consulting people about applying for internal promotions. Management tends to discuss the weaknesses of internal candidates and discuss the strengths of external candidates.

You, therefore, may observe the flaws of your management team more than their good traits. Continued exposure in the on-going workplace may highlight the blemishes and may enhance your frustration.

…It Could Be Worse

Yet, you may want to compare your management with others in today’s chaotic workplace. You may find—when you really explore deeply—that you are

• Ignoring strengths in your management
• Breeding more frustrations by your complaining and fault-finding
• Exhibiting more traits of bad managers than your managers do

In addition, you may find that management in other companies possess more:

• Confusion, chaos, and disorganization
• Disrespect, abuse, and overwork of their employees
• Divisive and contentious workplace
• Harsh, cool, aloof, or strained environment

Friday we explore how to change poor management into good, if you can

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 12: 5 Critical Mgt. Derailers

This continues our series to help all of you working under poorly managed companies

Profiles International posted a great presentation on SlideShare. They titled the presentation, Five Critical Management Derailers: Symptoms and Remedies. We recommend you read the entire presentation for yourself. Nevertheless, we will summarize the remedies and let you study the symptoms of an “At Risk"” manager on your own. The ideas expressed in today’s post come directly from the SlideShare.

1. Poor Interpersonal and Communication Skills

Symptoms

• Always seem to be feuding or polarizing the organization
• Authoritarian, cold, aloof, arrogant, or insensitive

Remedies

• Understand the true root cause of conflict
• Understand the manager’s management style and motivation
• Help the manager understand his own management and communication style

2. Inadequate Leadership Skills

Symptoms

• Team consistently fails to meet expected goals
• Team members are disengaged, frustrated, and quit

Remedies

• Clarify the team’s purpose and goals with the manager
• Help the manager understand his people
• Help the manager understand his leadership style and motivation
• Provide feedback from multiple constituents

3. Resistant to Change

Symptoms

• Manager expresses frustration and skepticism about change
• Manager doesn’t change the attitude even after concerns are addressed
• Manager reminisces about the “way it was” & does things the “old way”

Remedies

• Understand the manager’s appetite for change
• Help the manager understand his natural aversion to change
• Ensure that the manager is focused on the new priorities

4. Inability to Deliver the Expected Results

Symptoms

• Results are consistently below goal, especially measurable ones
• Manager blames others or avoids discussions about goals
• Team unaware of how they contribute to the organization’s goals

Remedies

• Clarify expected results and goals
• Understand the manager
• Inspect what you expect

5. Inability to see beyond their functional silo

Symptoms

• Unwilling to communicate outside the unit
• Makes decisions that benefit his/her unit but hurt the organization
• Hoards information that might benefit others outside his unit

Remedies

• Establish clarity
• Include the manager in at least one cross-functional team
• Establish at least one cross-functional goal for the manager
• Monitor the manager’s progress

Wednesday we highlight how you can see even poor managers in a better light

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 12: 10 Signs of a Bad Boss

This continues our series on how to survive poor management at work and grow

Sophia worked for a small advertising company with 35 employees. The quality of the firms work received awards in multiple states. Nevertheless, Sophia recognized the firm was in trouble. She identified the problem as the owner.  He excelled in creating outstanding advertising campaigns. Unfortunately, he managed poorly. He didn’t trust his staff. He micromanaged his team. He rarely delegated responsibilities, and retook delegated tasks back from his employees.

10 Signs You’ve Got a Bad Boss

Kelly Eggers wrote an article last year, 10 Signs You’ve Got a Bad Boss ,that we share with you. We like it because it expands the concept of poor management from one boss, to a culture of poor management. Recommend you read the entire article on Jobs.AOL.com.

Eggers describes the following problems that create a poor management culture within the organizations:

• Bad Communication: Poor or secretive communication creates problems and rumor
• Leading by (Very Specific) Example: Micromanaging or telling employees there is only one way to do things kills morale and creativity
• Team Building that Isn’t team building: Get to know your employees in social settings as well as at work. Jared and Sarah Stewart suggest creating pools
• Little or No Training: Companies that are not willing to invest in their employees fail to keep their best employees
• Ineffective Training: Training that does not achieve the desired result could be worse than no training at all—it could reduce existing productivity, results, & profits
• Poorly executed performance reviews: Many companies use obsolete or ineffective methods for evaluating performance. Bad performance appraisals lead to poor awards
• Stifled Mobility: Managers who fail to recognize—and take advantage of—their employees best skills and strengths cannot help them achieve their potential
• Preventing Follow-Through: Not allowing employees to feel the satisfaction of completing a good job or project kills their motivation to do well
• Obstacle-Course Applications: Unclear job descriptions and convoluted application processes stifle hiring the best people
• Hiring for Skills, Not Competencies: Ignoring competency for keywords

Monday we review symptoms and remedies for five critical management problems

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 11: Incompetent Managers

This continues our series on how to survive poor management at work and grow

Rachel worked for a small company with 20-25 employees for 10 years. She worked hard for the company, but never felt appreciated by the owner. He constantly criticized her, gave her assignments just before quitting time and told her she had to stay until they were finished. She went 4 years without receiving a raise. In retrospect, Rachel recognized 7 of the traits outlined by Margaret Heffernan. Rachel finally had to leave the company when they closed their doors due to poor management.

10 Signs of Incompetent Managers

Toni Bowers referred to an article written by Margaret Heffernan listing 10 traits shared by poor managers. Heffernan outlines the following characteristics:

• Bias against action because they constantly analyze problems
• Secrecy becomes a shield bad manager use to hide what they do
• Over-sensitivity that inhibits them from facing the brutal facts
• Love of procedure may mask a problem with prioritizing
• Preference for weak candidates because strong ones threaten them
• Focus on small tasks instead of the most important and effective ones
• Inability to hire former employees because they won’t work for them
• Allergy to deadlines indicates an inability to set and fulfill milestones
• Addiction to consultants to defer making decisions themselves
• Long hours because they cannot prioritize work or get it done in time

What to Do If You Work for a Bad Boss

Most workers today learn how to adjust to poor management in one way or another.

• Study materials about good management
• Implement good management practices quietly without fanfare
• Help your manager implement better management practices
• Stay out of sight

Occasionally, you cannot adjust or adapt to bad management. In those cases, you may need to explore options:

• Go to work for another company. (Research to ensure do not find another bad boss)
• Explore how you can help your boss manage more effectively
• Stay aware of poor management and consequences to the organization
• Accept the poor management and find satisfaction in other pursuits

Friday we review Kelly Eggers article 10 Signs You’ve Got a Bad Boss

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.

Surviving Poor Management 10: High Turnover/Low Morale

This continues our series on how to survive poor management at work and grow

Bernard worked for the same nonprofit organization for more than 30 years. Several people began working for the same organization at the same time as Bernard. They grew close meeting at conferences and sharing best practices to improve the organization. The organization experienced multiple changes in division directorship in the last 5 years. Each new director requested a strategic analysis and redirection. The uncertainty, confusion, and frequent strategic changes affected the organization resulting in a 45% turnover of staff in 3 years.

Importance of Consistency and High Morale

Consistency and high morale engender

• Increased productivity because workers enjoy their work and get along as a long-established team
• Intrinsic motivation from high morale requires less external motivation
• Better efficiency and quality from an enthusiastic staff with esprit-de-corps
• Smoother processes by experienced staff with less glitches from inexperience

Consequences of High Turnover and Low Morale

Companies suffer when they have high turnover or low morale. Some of the consequences include:

• Lost time and money transitioning new employees into positions
• Lower production due to the inexperience of the new employees
• Reduced cohesiveness among the team because they hesitate to build short relationships
• Uncertainty experienced by other workers, and possibly clients and vendors
• Loss of corporate memory and culture
• Less loyalty to the organization, management, or co-workers
• Workers perform the minimum required, but are not inclined to give more
• Grumbling and complaining to co-workers on- or off-site distracts time and attention from productive work
• Less ownership of the organization’s success or failure

Compensating for High Turnover and Low Morale

You may compensate for the high turnover and low morale within the organization that results from poor management in several ways:

• Build relationships quickly, with the intent of staying in touch beyond current jobs
• Find your own internal motivation for the work in spite of poor management
• Mentor new employees so they adapt quickly and feel part of the organization
• Avoid griping, complaining, or listening to negativity from others

Wednesday we will discuss Toni Bowers article 10 Signs of Incompetent Management

This blog will improve as you submit comments, questions, and experiences. We will answer your questions in future blog posts. Please submit your comments and questions so we can answer them.