Friday, July 20, 2018

When You’re Put on the Spot in a Meeting, Don’t Panic

Being put on the spot during a meeting can be an unwelcome surprise. But if you’re prepared to speak up and say something useful, you can turn it into an opportunity to show your expertise. Before your next meeting, look through the agenda and write some notes about questions you have and any points you might raise. If you’re called on in the meeting, speak slowly and confidently, and introduce your comments with some context so that colleagues know where you are headed. Of course, if someone asks you a question that catches you off guard, don’t be afraid to say you don’t know the answer. Practice some simple responses for these moments: “I don’t have that information, but I will get it to you by 1 PM.” And always end by asking, “Did I answer your question?”

Tuesday, July 10, 2018

Leadership versus Management Decisions

What is leadership decision-making versus management decision-making?

Leadership and management decisions need to coexist as a team even though management decisions specifically effect the employees, while leadership decisions effect the employees, customers, stakeholders, and the organization as a whole. Managers get to directly impact employees by keeping them clear on the business policies, performance levels and possible personal issues. Leaders have the responsibility of effecting the entire organization, customers and stakeholders through their actions, beliefs and values. Both roles are important, but one is much larger than the other. Managers have the responsibility of focusing on employees, while leaders have the responsibility of focusing on everybody involved. Managers help initiate employees into the business and help them keep the rules and their performance in tact. Leaders have the ability to provide a stronger environment by personal interactions, influencing others with a strong belief system and promoting a better future.
According to Rodriguez (2017), leaders value input from their employees and let them in on the decision making process which makes them feel important and included. Rodriguez (2017) explained management decision making as a dictatorship that did not allow for employee input, just putting new policies into place and expecting people to follow them. Rock Star Leadership (2015) provided the strengths that management positions can hold and that includes looking after staff, understanding the business, translating business information to the staff, and performance and management counseling. Managers need to keep the staff on track, and if they do not the cause could be employees leaving the business. Films Media Group (2014) includes the important roles of managers by explaining that they need to provide employees confidence to value their jobs, put the job in context for them, give positive examples and focus on the importance of the job. Rock Star Leadership (2015) provides a larger list of duties needed to be provided from the leader of the organization, and some of those include constant personal communication, being a role model of important behaviors and values, providing everybody the chance to share their ideas, translating others behaviors, focusing on the health and welfare of the organization, and the entire time all of their cares and information trickles down to others. The leader not only has to impact all of the employees, customers and stakeholders but also the culture of the organization. Leaders provide the direction of the organization. Business News Daily (2017) shares that leaders need to be effective while having an impact on employees, customers and the marketplace. It sounds like managers have a specific list of job duties that effect employees while leaders have to make constant and multiple decisions in different areas that effect everything.
In a previous department that I worked in, the department manager made sure we knew our job description, told us often the importance of our job and doing it correctly, and about the changes that were occurring. My co-workers and I worked closely as a team and were the most hands on with the customers compared to anybody else. We were never involved in any of the decision making and that wore us down. We knew what was best for the customers and the organization and the manager would make changes that either had a negative effect, or just provided extra work. There was a large turn over rate in that department and they all claimed to human resources that it was because of the negative impact of the manager. The department I work in now has a department leader. She comes in every morning, asks about how things are going and asks us about our ideas on process changes. We feel included in everything and know that we have a say in things any time we feel the need for a change. The people that work in this department have been there for years. The environment is more positive and employees seem more at ease. Also, the department leader constantly shows herself to be a good role model and she makes others want to be better themselves. She is also know by many others as a good person and leader because of the role model that she is. Whenever I mention who I work under people have nothing but good things to say about her.
References

Featured Post

Johns Hopkins Aramco Healthcare Business Case Study

Business Case:   Johns Hopkins Aramco Healthcare    Operations Management Report   Table of Content...

Translate