Murray Robinson的动态

The Power of Leadership: Why Choosing the Right Manager Matters More Than the Job While many people focus on the job title, salary, or company culture when accepting a role, the truth is that your manager has the most significant influence on your work experience. A manager determines not only your career progression but also your mental health, work-life balance, and overall satisfaction. However, discovering a manager’s true character and style takes time and daily interactions. The Challenge of Knowing Your Manager Early On When starting a new role, understanding your manager’s leadership style can be difficult. During the interview process, they may present their best qualities, and it’s often only through working with them that you see how they handle challenges, give feedback, and support their team. A manager’s character—whether they are empathetic, fair, and encouraging or demanding, critical, and disengaged—can profoundly shape your experience. Daily Interactions Reveal True Leadership As you work with your manager day-to-day, their managing style becomes clearer. You’ll notice how they communicate, handle conflicts, support career development, and manage team dynamics. A great manager will encourage your growth, advocate for your success, and create a positive work environment. On the other hand, a toxic manager can stifle your potential, leading to frustration, burnout, or even the desire to leave. Why Managers Drive Retention The old saying, “People don’t leave jobs; they leave managers,” remains true. A supportive manager who prioritizes your professional growth and well-being can make even a challenging role enjoyable, while a toxic one can make even the dreamiest job feel unbearable. Your decision to stay or leave a company often hinges on this relationship. Making the Right Choice When evaluating a new opportunity, don’t just consider the paycheck or job description. Instead, pay close attention to the leadership style and values of the person who will directly impact your career. Ask thoughtful questions during interviews, observe how they interact with others, and trust your instincts. Remember, a great manager not only builds your career but also preserves your mental, physical, and emotional well-being. Choosing a manager isn’t just about finding someone who aligns with your work preferences—it’s about ensuring your professional and personal growth in a supportive environment. After all, the right leader can turn any job into a meaningful and fulfilling experience.

How To Build A Strong Relationship With Your Manager Building a strong professional relationship with your manager is not a one-way street. What often gets overlooked is the employees’ responsibility in developing a strong and supportive relationship with their manager. Taking an active role in developing a healthy and supportive relationship with your manager is essential for your performance, well-being, and career growth.? ? 1) Recurring Development Conversations If you and your manager do not have ongoing conversations about your career development, then it is your responsibility to initiate these conversations. Ask your manager if you can set up quarterly meetings to focus on conversations about your ongoing development. Show up prepared to engage with them about your performance, future development, and career aspirations. ? 2) Advocate For Yourself The unfortunate truth is judgments that managers make about an employee’s performance are often inaccurate. This is why it is important to clearly show the value you bring to the companies’ success. It is okay for you to be an advocate for yourself as long as it is balanced by acknowledging the work others have done. ? 3) Seek Feedback The benefits of receiving feedback include increased self-awareness and improved performance. Unfortunately, giving feedback is risky, even for managers, because of the potential for defensiveness and relationship damage. To help minimize these risks, employees should: ? Ask for Feedback Often ? Be Specific about the Feedback You Desire ? Avoid Defensiveness To learn more about this post read my LinkedIn newsletter article, Two Relationships That Are Proven To Advance Your Career Goals: https://lnkd.in/eZTRV7fH What are other ways to develop a healthy relationship with your immediate manager? Share your COMMENTS below. ?? Click the ?? on my profile to be notified when I post | Tony Gambill #careers #leadership #management

I think these key points should be the on both sides of the desk.The customer is a consultant as a boss in a supervisor communication keys Is pleasant not stressful That makes sense And resource. S should be the team members that you work and you surround yourself with success

?? Managing Up: When your manager seems ineffective Let's address a universal workplace challenge that many face but few know how to handle constructively: working with a manager who seems ineffective. Do you recognize these signs: ??Inconsistent decision-making ??Lack of team support ??Frequent absence or disengagement ??Poor resource management ??Communication misalignments ??Credit-taking rather than credit-sharing ??Misalignment between team and upper management communication Most of us have experienced some version of this. Often, we vent to colleagues and friends, but shy away from addressing it constructively with our manager. Why? Because it's challenging - yet addressing it can transform the relationship to mutual respect, collaboration, and support. Ineffectiveness has many origins: ??Personal struggles or stress ??Hidden organizational pressures ??Self-confidence challenges ??Communication barriers ??Complex relationships with their own leadership ??Work-life balance challenges The crucial insight: while we cannot control our manager's behavior, we CAN take ownership of our response: ?? Reflect Strategically - What specific behaviors impact our work most? - Which issues are professional vs. emotional? - What assumptions might we be making? - Is this temporary or a pattern? - Are our expectations realistic? - What positive elements exist to build upon? - How might we be contributing to the dynamic? ?? Set our boundaries - Define and communicate our work scope clearly - Establish effective communication routines - Learn to say "no" constructively with alternatives - Protect our energy and growth - Set realistic response expectations ?? Take ownership - Design our independent career roadmap - Build relationships across the organization - Document achievements systematically - Seek diverse mentorship opportunities and most importantly ?? Initiate a constructive dialogue - Choose appropriate timing and setting - Prepare specific examples - Frame messages solution-focused and use "I" statements - Focus on mutual benefits - Stay professionally neutral - Document agreements and follow up ?? Important to remember: our primary responsibility is to manage ourselves effectively. - Be kind - we rarely know someone else's full story - Year-end reviews can be natural moments for feedback and start positively: "How can we support each other better?" - Have realistic expectations - change takes time - Focus on what we can influence For the feedback dialogue take a kook at the feedback grid: https://lnkd.in/eRbzV_4q Our career growth is not dependent on one person's management style. By taking ownership, setting boundaries, and keeping developing professionally we can thrive. Have you ever thought about how you are perceived by your team? Ask them for feedback. #Leadership #CareerGrowth #Management #WorkplaceEffectiveness

The employee-employer relationship is a two-way street. Sure, there may be times that the path is one directional (from either side) but those times do not define the entire relationship and they should be infrequent. Creating space for feedback loops and open dialogue nurtures growth and fosters trust and collaboration. Listen to your team and truly hear what they are saying. If you find yourself surprised by what you learn, this article is for you. https://lnkd.in/e5p43BxP

?? The Unsung Heroes of Workplace Well-being: Managers (and What to Look for When Switching Jobs) Managers are pivotal in shaping a workplace where employees can thrive. A great manager creates an environment where teams feel supported, motivated, and valued. However, a bad manager can have the opposite effect—leading to stress, disengagement, and burnout. A bad manager can: ?? Create a toxic work environment, leading to stress and burnout ?? Undermine trust and morale by micromanaging or being inconsistent. ??Overlook employees’ strengths and career growth, stalling professional development. ?? Neglect open communication, leaving employees feeling unheard or undervalued. The ripple effects of poor management are significant — impacting not just individual well-being but team dynamics, productivity, and overall organizational culture. As you navigate career opportunities and consider switching jobs, here’s something critical to keep in mind: The quality of your manager matters just as much as the job itself. Why? Because a manager can: ? Empower your growth or limit your potential. ? Foster psychological safety or create a toxic environment. ? Recognize and champion your strengths—or overlook them entirely. When evaluating a new role, don’t just focus on the job description or salary. Ask yourself and the hiring team: 1?? What is the manager’s leadership style? 2?? How do they support employee development and well-being? 3?? Can you speak with team members about their experience working with this person? And if you’re currently in a tough spot with a manager: - Document specific challenges. - Speak up to HR or leadership about the impact and solutions. - Know that you’re not alone—feedback can lead to change. Switching jobs can be an opportunity to prioritize what matters most to your career and well-being. Choosing the right manager isn’t just about your current role—it’s about building a long-term foundation for success. A great manager isn’t just a boss—they’re your ally, advocate, and guide. Choose wisely, and watch your career soar. ?? #Leadership #CareerGrowth #SwitchingJobs #WorkplaceCulture #EmployeeWellBeing #Leadership #ToxicWorkplaces #SpeakUp #WorkplaceCulture

Recently, I’ve had my head down, working on content for a new line management course. Reflecting on the most successful working relationships I've had over the years—and the more challenging ones—has been eye-opening. Many factors play a role, but one key component stands out. Trust. Trust is often undervalued as a fundamental aspect of effective relationships at work, yet it’s a quality a lot of us seek in our personal lives. So why should professional relationships be any different? ?? Think about the relationship you have with your current line manager / direct reports / colleagues. How would you rate the level of trust between you? What does this look like? And how is this impacting the progress towards your key objectives? For me, trust is something that must be earned and demonstrated. As they say, “actions speak louder than words.” The Trust Equation, developed by Maister, Green, and Galford, explains this beautifully: Trustworthiness = Credibility + Reliability + Intimacy / Self-Orientation For me, this means: Credibility: Relates to our words and the expertise we bring. Be authentic and knowledgeable. Reliability: Focuses on our actions and consistency. Be dependable and follow through on promises. Intimacy: Involves the safety and security in relationships. Create a comfortable environment for sharing thoughts. Self-Orientation: Measures the focus on ourselves versus others. Lower self-orientation means focusing on others' needs. Understanding and applying the trust equation can transform the workplace: ?? Building strong relationships: Foster collaboration, innovation, and unity. Consistently demonstrating credibility, reliability, and intimacy while keeping self-orientation low builds trust and encourages teamwork. ?? Compassionate leadership: Create a supportive and inclusive culture. Leaders who focus on intimacy and low self-orientation make team members feel valued and supported, enhancing emotional intelligence and empathy in the workplace. ?? Empowering and holding to account: Set clear expectations and follow through on commitments. Trusting relationships empower team members to take initiative and excel, while accountability ensures reliability and consistency. ??? Effective communication: Enhance open dialogue for better problem-solving and team cohesion. High credibility and intimacy make team members feel safe to express ideas and concerns, leading to improved decision-making. ?? Creating a positive culture: Celebrate diversity, prioritise inclusion, and foster a sense of belonging. Leaders who embody the trust equation drive respect, transparency, and collaboration, boosting morale and productivity. When I reflect on more challenging times, at least one component of the trust equation has been missing. In my most successful (and enjoyable) roles, these components have been strengths. My big takeaway: Trust in my working relationships is just as important as in my personal ones. ??

Today, I wanted to talk about a tricky situation that we leaders will likely face at some point or another. It's one of those challenging situations that require honest, sometimes uncomfortable discussions. Whether addressing performance issues, investigating misconduct, or mediating conflicts, these conversations are crucial for maintaining a healthy work environment. ???? I'm talking about what might be called 'difficult situations'. I think that might be the official term. These involve things like owning up to mistakes, providing direct feedback, reporting misconduct, establishing professional boundaries, and even asking for a pay rise or promotion. It also includes talking with those who aren't hitting their targets. No one enjoys delivering negative feedback like that, but avoiding it only leads to bigger problems down the line. These conversations can be daunting, to say the least. But they're an essential part of leadership. Having them helps build trust and transparency, improves both performance and productivity and helps create something you're always driving for - a culture of open communication. Obviously, they also help you address issues before they escalate, and encourages personal and professional growth, too. ?? At this point, you're probably with me in agreeing they need to happen. But you're thinking how we can have these positive discussions? Here are some of my tips: 1?? Prepare thoroughly: Review performance data, gather specific examples, and anticipate potential questions or objections. Plan your talking points, but there's no need to write a speech. 2?? Choose the right time and place: Schedule a private meeting in a neutral space, like a conference room, rather than your office. 3?? Start with empathy: "I know this might be difficult to discuss, but I appreciate your contribution and want to help you succeed." 4?? Be clear and specific: Instead of saying "Your work isn't good enough," try "In the last quarter, you've missed your target by an average of 1K." Focus on facts so you can both look at the issue objectively. 5?? Listen actively: Ask open-ended questions like "What are your thoughts on this?" and rephrase back to them to confirm that you understand. 6?? Offer support: "Let's work together to create a plan that addresses these challenges. What resources do you think you need?" 7?? Follow up: Schedule a check-in meeting, maybe a week or two later, to review any progress and provide additional support if they need it. Remember, avoiding difficult conversations often leads to more significant problems. By tackling issues head-on, we're helping to make our team stronger and more resilient. Do you have any further tips for tackling tough situations? I'm keen to hear your thoughts in the comment section. ?? #LeadershipSkills #WorkplaceCommunication #ProfessionalDevelopment #HonestConversations #DifficultConversationsAtWork

We came across a candidate who shared that he’s seeking a career change because his subordinates aren’t cooperating with him. This is a common challenge faced by many who transition into managerial roles. The shift from being a peer to being a leader can create friction if not handled with the right approach. So, how do you overcome this issue? Here are some tips to help you manage your team more effectively: 1. Build Trust Through Open Communication The first step to gaining cooperation from your team is to establish trust. Encourage open and honest communication. Let your team know that their opinions and ideas matter. When people feel heard, they’re more likely to support your leadership and collaborate willingly. Regular check-ins and an open-door policy can go a long way in building this trust. 2. Set Clear Expectations Often, lack of cooperation stems from unclear expectations. Ensure that each team member knows what is expected of them and how their role contributes to the team’s overall success. Clear, measurable goals help align everyone’s efforts and reduce misunderstandings that can lead to resistance. 3. Lead by Example Your behavior sets the tone for the entire team. Demonstrate the work ethic, attitude, and respect you expect from your subordinates. When they see you embodying the values you promote, they’re more likely to follow suit. Consistency in your actions builds credibility and encourages others to cooperate. 4. Address Conflicts Early and Fairly Conflicts are inevitable in any team, but how you handle them can make or break your leadership. Address issues as soon as they arise, and ensure you’re fair and impartial. Create an environment where conflicts are resolved constructively, focusing on solutions rather than assigning blame. This approach helps maintain harmony and keeps the team working together smoothly. 5. Empower Your Team Sometimes, resistance comes from feeling micromanaged or undervalued. Empower your team by delegating responsibilities and giving them the autonomy to make decisions within their roles. When subordinates feel trusted and valued, they’re more likely to take ownership of their work and collaborate more effectively. Transitioning to a managerial role isn’t without its challenges, but with these strategies, you can create a cooperative and productive team environment. Remember, leadership is a journey of continuous learning and improvement. By fostering trust, clarity, and respect, you’ll not only overcome resistance but also inspire your team to achieve great things together. #LeadershipTips #ManagementSkills #CareerTransition #TeamManagement #ProfessionalGrowth www.vhrconsultancy.com VHR Consultancy? #vhrasia #vhrcreatesvalue? #welearnwesharewecreatevalue? #fangkailow

Managing a situation where you have a manager with only the title and no management skills, coupled with favoritism towards their close circle, can be deeply frustrating. Such an environment can result in low morale, inequality, and a lack of direction. Here’s how you might approach navigating and addressing this situation: 1. Recognize the Impact of Favoritism - Acknowledge the problem: Favoritism can cause resentment and disengagement within a team. It often leads to unequal opportunities, unfair treatment, and a toxic work culture. - Understand the manager’s behavior: Sometimes managers fall into favoritism 2. Maintain Professionalism and Integrity - Stay focused on your work: Despite the favoritism, maintain a high standard in your work. - Avoid getting drawn into drama 3. Communicate Proactively with Your Manager - Request feedback: Even if the manager shows favoritism, it’s important to proactively request feedback on your performance. - Clarify expectations 4. Document Unfair Treatment - Keep records: If you feel that favoritism or unfairness is affecting your work or advancement, document the instances. - Focus on facts: If you do document an issue, stick to the facts. 5. Seek Support from Trusted Colleagues or Mentors - Build a network of allies: Reach out to colleagues who share your concerns or have experienced similar issues. - Find a mentor: Seek out someone more experienced in the company 6. Consider Constructive Feedback for the Manager - Approach with caution: If you feel it’s safe and appropriate, consider offering constructive feedback to the manager. - Timing matters 7. Escalate the Issue (If Necessary) - Speak to HR, ONLY IF Genuine : If favoritism or other negative behaviors are impacting your work, it may be time to escalate the issue to Human Resources (HR). - Frame the conversation carefully 8. Look for Growth Opportunities Elsewhere - Evaluate the long-term impact: If the situation doesn’t improve and the manager’s behavior continues to negatively affect your career prospects Consider leaving: If the toxic environment is irreparable and continues to hinder your personal and professional growth, it may be best to seek a new role. 9. Focus on Personal Development - Develop leadership skills: Regardless of the challenges with your current manager, use this time to focus on developing your leadership, communication, and management skills. - Stay patient but proactive Conclusion - ealing with a manager who holds the title but lacks management skills, and exhibits favoritism, is undoubtedly difficult. By maintaining professionalism, seeking support, and documenting any issues, you can navigate the situation with integrity. At the same time, focusing on personal development and knowing when to escalate or seek new opportunities will ultimately help you achieve long-term career success. Stay resilient, and always prioritize environments where you feel valued and treated fairly.