Stop blaming your manager.?

Stop blaming your manager.?

They are just as human as you are.?


Your manager is not the primary reason why you leave your job.?


I believe that a failure to express your top 5 values in action is the primary reason why you leave an organisation.?


You are responsible for knowing what your top five values are, you define them and express them AND you are responsible for articulating this to your team and manager. Get this bit right and you’ll be more employable and secure in your employment.?


Let’s take “Judgement” as a value in action?


Judgement in the context of values and by my definition is the need to be actively involved in decisions or at least be part of the decision-making process.?


How this works….


If you are outside of the organisational decision-making process then you will feel a sense of disengagement from your workplace. Over time you’ll grow to dislike your job, the people, and you’ll start blaming your boss, colleagues and company culture.?


Where I’ve been in an organisation and not been involved in making decisions, I’ve recognised my frustration and tactfully raised it with my manager.?


Here’s an example of how I have talked to past managers about my values:?


“The organisation decided on X and Y. I’m curious to understand how we arrived at this decision. One of my top five character strengths is Judgement. Meaning I get energy from supporting decisions. It’s important for me to contribute to decisions. Is there a way I can be more actively involved in supporting the team/organisation with such decisions? Perhaps I can offer perspective by collecting student opinions on X or liaising with the Student Union to X”.


We discuss the time needed, the approach and the benefits.?


What manager can say no to this??


They can’t.?


I’m adding value by offering additional perspective at the same time I am telling my manager about what I need to feel energised, engaged and excited by my work. I’m giving my manager solutions. I’m being proactive, and I’m showing how I can support them in their job.?


My manager is getting more from me, and at the same time, I’m getting what I need.?


It’s a win-win.?


If this doesn’t work, then your manager is “Career Blocking” you, and only then is a bad manager. Then there’s a problem.


In my career, I’ve had one manager who blocked me. I got an apology after I articulated my position for a second time. I left the role two months later because despite my manager being aware of my need to be creative, my manager loaded me with tasks that didn't feed my energy. In other words, my manager might as well stuck me in a cupboard counting paper clips all day long.?


I don’t blame my manager entirely for leaving. I attribute this to a combination of things: HR practices, miscommunication, I could have told my manager earlier about what is important to me and what gives me energy etc.


The key message here is to take ownership of the relationship you have with your manager and help them to understand what makes you tick and why it is important.


Stop blaming your boss - they are just as human as you are.?

Dan Doherty

Early Careers Creative Solutions (Employers) | Group GTI | Co-Chair ISE Midlands Steering Group | ISE Solutions Provider Steering Group Member

1 年

Agree with much of this. It’s often hard for early talent to understand and apply this methodology though and more need to be done at onboarding and nurturing stages to endorse this ownership approach. Liked your own experience references around Judgement. Will you be delving into your other five? Did you ever see the Four P’s I talked about before? https://www.dhirubhai.net/posts/dandoherty10_greatresignation-doac-activity-6905073608981299200-XtQi?utm_source=share&utm_medium=member_ios It’s not as in depth as your singular value-based account but it shares the ownerships and ranking/personalising approach you have.

要查看或添加评论,请登录

Antony Adams的更多文章

  • Confidence: Your penalty kick moment

    Confidence: Your penalty kick moment

    This week has been heavy. Everyone and their dog is talking about boys and young men.

  • Shoot for the edit

    Shoot for the edit

    ..

    4 条评论
  • We didn't come this far to come this far.

    We didn't come this far to come this far.

    Tuesday’s newsletter was a direct response to an event I attended on Saturday. This week, I want to take a different…

    2 条评论
  • What The University of Cambridge Taught Me About Confidence

    What The University of Cambridge Taught Me About Confidence

    I attended the Cambridge Undergraduate Conference in German Studies last Saturday. In my last newsletter, I wrote about…

  • Are you prepared to navigate doubt?

    Are you prepared to navigate doubt?

    When I asked the organisers of The University of Cambridge Undergraduate Conference for German Studies why they wanted…

    2 条评论
  • The Key to Developing Confidence is Compassion

    The Key to Developing Confidence is Compassion

    When a young person tells me, “I don’t feel confident,” my first instinct isn’t sympathy or empathy. Instead, I ask…

    6 条评论
  • Do This When You Fall Out of Love with Your Job

    Do This When You Fall Out of Love with Your Job

    Special edition for Valentine's Day. What do you do when your job no longer excites you? When you feel uninspired or…

  • Softer Skills

    Softer Skills

    This newsletter is going to test my confidence. Soft Skills Some people say soft skills are the hard skills we are all…

    2 条评论
  • Try this

    Try this

    Close your eyes and draw a perfect circle. It is impossible.

    3 条评论
  • How confident do you feel?

    How confident do you feel?

    On its own, this is a useless question. The question causes more harm than good.

    4 条评论

社区洞察

其他会员也浏览了