Stop blaming your manager.?
Antony Adams
Creating confident students through coaching and events. Founder of the Careers Confidence Score.
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”.
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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.?
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.