Dreamcrafters Management的动态

Managing people is hard. Managing ‘difficult’ people is harder (and frustrating). You've seen them all: - the overly aggressive - the passive-aggressive - the highly skilled but lone riders - the eager but attention-seeker ones It's like a jigsaw puzzle with mismatched pieces. While there’s no universal fix for different persons, these 5 tactics have proven their value when it comes to managing even the most difficult ones: 1/ Approach delicate employee ‘issues’ positively. Think of it as an intriguing puzzle to solve. Listen to your gut. 2/ If you sense trouble brewing, trust that feeling. It's time to strategize an effective way forward or (if necessary) a graceful exit. 3/ Don’t say "I understand". It makes things worse. Say, “Tell me more so I can understand better.” 4/ Look for the hidden need. What is this person secretly trying to gain? What is this person trying to avoid? 5/ Don’t return anger with anger. It only adds fuel to an already heated situation. Wait until the person takes a breath and then speak. ?? PS. What’s the sixth one? ?? Follow Yiorgos Tzirtzilakis, I help you go from ‘surviving’ to ‘thriving’ at work.

NOVEMBER 20, 2024: HOW TO DEAL WITH A BOSS WHO MICROMANAGES? Dealing with a boss who micromanages starts with understanding their perspective. Often, micromanagement stems from anxiety about meeting goals or a lack of trust in their team. Show them you are reliable by consistently delivering quality work on time. Proactively update them on your progress so they feel informed without needing to check in constantly. This helps build their confidence in your ability to handle tasks independently. When the opportunity arises, gently communicate your willingness to take on more responsibility. For instance, ask if you can handle a specific task without constant oversight, assuring them you will keep them updated. Frame it as a way to save their time and improve efficiency. Over time, small steps like these can shift the dynamic toward a more trusting and collaborative working relationship. LEARN MORE: https://cesreview.net

So, your boss is a micromanager? We feel your pain. The micromanager will be on your every mom, red pen in hand, ready to correct, oversee, and improve everything. Here's how to handle a micromanager. https://bit.ly/3mcOcvB

No one likes to be micromanaged! This article written by Rebecca Knight has some useful ideas for handling your micromanaging boss. #managingup #micromanagement

Proper communication helps management better understand the goals and needs of employees, what motivates them, and what is causing trouble in their work environment. Every employee needs to work for the growth of the organization. Charismatic managers are essentialy required to help motivate the staff. Managing staff mistakes would surely put a breather in the organization to empower the strength, which helps to grow on a mutual benefit scale. The tasks needs to be created and should be accomplished even if the flow of customers is lesser. Every now and then the relationship between staff and management needs to be easier than what that was earlier. The more easy communication, the more easy the?tasks could be reached. https://lnkd.in/eTDcM5CT

I've been wondering Part 2. ?? Micromanagement and Rules. Does micromanagement lead to people quiting? I am thinking yes, and I believe only the people that are guilty of something would leave once micromanagement is set in a company. If someone does the bare minimum of his job, obviously he wouldn't like being micromanaged. This is my opinion. The reason I added "Rules": Rules in a company is what keeps the workflow stable, organized, transparent and many more reasons. Is there a reason for someone to quit because of rules? I will say YES!! There is one and only reason for me personally, that I would excuse someone deciding to leave because of "rules". That reason is, when rules do NOT apply to everyone. To all companies out there, if you have rules in your company, make sure that they apply to everyone up to the CEO. You cannot have a healthy working environment if Dimitris cannot do "this" because its against company rules, but Jason can do it, because he is the manager, or because he is the brother of the CEO's wife etc. ?? What is your opinion on this? ??

Had an insightful discussion with a former colleague who sought advice on managing fault finders and speed breaker employees in a corporate setting. Dealing with these challenges can be demanding, but here are some strategies and thoughts to effectively handle them: Fault Finders - Constantly point out mistakes without offering solutions. - Strategies: 1. Encourage Constructive Criticism. 2. Provide Positive Feedback. 3. Set Clear Expectations. 4. Engage in Active Listening. 5. Develop Their Skills. Speed Breaker Employees - Slow down processes and may resist change. - Strategies: 1. Identify the Root Cause. 2. Set Realistic Deadlines. 3. Offer Support and Training. 4. Encourage Collaboration. 5. Recognize and Reward Efficiency. In both cases, effective communication, clear expectations, and supportive management play crucial roles in turning these challenges into opportunities for growth and improvement within the organization.

Mastering the Art of Leading Up: Building a strong and productive relationship with your boss is pivotal to your success and professional growth. Understanding how to effectively support and communicate with your superior can lead to a harmonious and efficient working environment. The following strategies can help you navigate this dynamic, ensuring mutual respect and shared success. ?? Understanding Your Boss: Understanding your boss's preferences, priorities, and work style is the foundation of a productive relationship. By anticipating their needs, you can provide better support and contribute more effectively to your team's goals. ?? Communication: Effective communication is crucial. Regular, clear, and concise communication ensures that you and your boss are always aligned. Keeping them well-informed helps in maintaining a smooth workflow and avoiding misunderstandings. ?? Proactivity: Taking initiative and being proactive in solving problems before they escalate is central to effective support. By being resourceful and thinking ahead, you can anticipate challenges and seize opportunities, showcasing your reliability and foresight. ?? Adaptability: Adjusting your working style to align with your boss's preferences can create a more harmonious and productive working relationship. Flexibility in your approach can make collaborations smoother and more efficient. ?? Building Trust: Trust is fundamental in any relationship. Building and maintaining trust with your boss involves demonstrating reliability, integrity, and consistent performance. This trust forms the bedrock of a strong professional relationship. ?? Managing Expectations: Setting and managing expectations is key to avoiding misunderstandings and disappointments. Clear agreements on goals, deadlines, and responsibilities help in maintaining a smooth workflow and ensuring mutual accountability. ?? Handling Conflict: Managing conflicts with your boss professionally and constructively involves staying calm, respectful, and focused on finding solutions. Effective conflict resolution strengthens your relationship and fosters a positive working environment. ?? Career Development: By building a strong relationship with your boss, you can gain more visibility, opportunities, and support for your professional growth. A supportive boss can be a valuable ally in your career development. ?? Self-Awareness: Understanding your own strengths, weaknesses, and work style is equally important. This self-awareness allows you to better align with your boss and improve your overall effectiveness, contributing to a more cohesive and productive team. Mastering the art of working with your boss is a multifaceted endeavor. By embracing these strategies, you can enhance your professional relationships, drive team success, and advance your career.

The Three-Question Checklist: Are You A Micromanager? https://loom.ly/nhT-eW4

## Checklist for Managing Your Boss A practical checklist can help in managing your boss effectively. This checklist includes understanding their context, assessing your needs, and developing a productive relationship. ### Understanding Boss's Context Regularly gather information about your boss's current goals, pressures, and priorities. This knowledge helps in aligning your work and anticipating their needs. ### Assessing Own Needs Understand your own professional needs and how they align with your boss's objectives. This alignment ensures that you can support their goals while achieving your own. ### Developing Productive Relationship Building a productive relationship involves continuous effort and communication. Regular check-ins and feedback sessions help in maintaining alignment and addressing any issues promptly. ## Continuous Management Managing the relationship with your boss is an ongoing process. It requires continuous attention and adaptation to changing priorities and pressures. ### Ongoing Attention Regularly assess the relationship and make adjustments as necessary. This ongoing attention ensures that the relationship remains strong and productive. ### Changing Priorities Be adaptable to changes in organizational priorities and your boss's goals. This flexibility helps in maintaining alignment and ensuring continued success. ## Summary 1. **Concept of Managing Up**: Creating a productive working relationship with your boss to achieve mutual success. 2. **Importance of Relationship Management**: Preventing significant organizational and personal failures through proactive management of the boss relationship. 3. **Understanding Boss’s Context**: Aligning your work with your boss's goals, pressures, strengths, and weaknesses. 4. **Examples of Mismanagement**: Highlighting the consequences of poor management of the boss relationship through case studies. 5. **Effective Communication**: Adjusting to your boss’s preferred communication style to improve interactions and productivity. 6. **Decision-Making Styles**: Recognizing and adapting to your boss’s preferred involvement in decision-making. 7. **Proactive Information Seeking**: Actively seeking information about your boss’s objectives and pressures to avoid assumptions. 8. **Checklist for Managing Your Boss**: Practical steps for understanding the boss’s context, assessing your needs, and developing a productive relationship. 9. **Continuous Management**: Ongoing attention to the relationship to ensure alignment and address changing priorities. 10. **Mutual Dependence**: Understanding and leveraging the mutual dependence between manager and boss for better collaboration.