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Posted on 12/2/14 at 9:56 am to Will Cover
quote:
Define specific task, action items required, person(s) responsible and due date.
This.
As I tell my Soldiers all the time, "Good fences make good neighbors." You are there to provide structure (boundaries) in terms of tasks, resources and time. Failure to do so creates confusion and frustration within the workplace. You should not have to micro manage (a convenient dodge from those who do not want to lead) but you do have to manage/lead (setting conditions for successful completion of tasks).
Two thoughts on leadership;
- I am not always right, but I am always in charge.
and
- Ensure your actions are legal, moral, and ethical.
Combine those two and you will succeed.
Posted on 12/2/14 at 10:08 am to Wolfhound45
quote:
Two thoughts on leadership; - I am not always right, but I am always in charge. and - Ensure your actions are legal, moral, and ethical. Combine those two and you will succeed.
I like this.
question?
what if your direct report to is a complete idiot and dumb as a box of hair? I'm in outside sales and I'm aware of a lack of product knowledge, follow through, lack of budgeting skills and awareness - It drives me nuts and the more I work with this person I loose respect and question my insanity daily. But, if you told me what I would be bringing home on a yearly basis I would have said shut and do your job - it still makes you question your common sense hoping that people will wake up.
For example not replying to emails and then insisting that a reply was sent to myself. I never got the damn email can you just resend the damn thing and stop blaming our IT dept. I have learned just to send the damn email without ever expecting a reply. freakin amazing. I could go on but whats the point and its my vacation.
This post was edited on 12/2/14 at 10:18 am
Posted on 12/2/14 at 10:16 am to Gorilla Ball
They need to be shipped out then. When I took over I got rid of any weak links. I have 4 supervisors under me and two of them are probably better managers than I am. shite gets done.
Posted on 12/2/14 at 10:21 am to SSpaniel
quote:
there are plenty of other people I can bring in who can.
I wish this was the case for me. Good engineers are tough to find at the moment. Though crashing crude prices might help.
Posted on 12/2/14 at 10:26 am to jmarto1
quote:
They need to be shipped out then. When I took over I got rid of any weak links. I have 4 supervisors under me and two of them are probably better managers than I am. shite gets done.
I really don't understand how she got her job, she was an outside hire. When I first met her I decided not to pass judgment, but it gets old that you've been with a company for three years and you have got to stop pulling the 'I'm new around here trying to learn the ropes' - no you've been here three years its time that someone hangs your arse with that damn rope.
Posted on 12/2/14 at 10:29 am to finchmeister08
quote:
I seem to struggle with this. My directs tell me what there plan is and commit to it, but when they can't follow through, I can't seem to figure out what I should do about it.
Do their plans have a completion date? If they don't then give them one. If they miss it, then hold them accountable with some real consequences.
Posted on 12/2/14 at 10:32 am to Will Cover
quote:
How much does your company pay? I want out of mine.
WC - you ought to be a car purchasing consultant - I have seen numerous threads and they all reference your bullet points.
Posted on 12/2/14 at 10:37 am to Gorilla Ball
Sounds like she needs the the come to Jesus talk. Be willing to get rid of her.
Posted on 12/2/14 at 10:46 am to Gorilla Ball
quote:
what if your direct report to is a complete idiot and dumb as a box of hair?
This is a very good question working in the public sector (in my instance, the military). You have people that are completely incompetent and yet cannot be fired (in the truest sense of the word).
In this example, play the long game (something I am horrible at doing - very impatient). Counsel, counsel, counsel and document, document, document. Establish your case for retaining or terminating the employee. It is nothing personal, just business. I use the following model (taught commonly in the miltary and very good in making these type of determinations);
- Does Know / Wants to Learn (Retain-Promote)
- Does Not Know / Wants to Learn (Retain-Train)
- Does Know / Does not Want to Learn (Counsel-Retain/Terminate)
- Does Not Know / Does not Want to Learn (Counsel-Terminate)
Bottom line, leadership is a collaborative effort. You have to make a determination (judgment call) as to whether the person truly wants to be a productive part of your team or not.
Posted on 12/2/14 at 11:04 am to Wolfhound45
The only problem is that I report to this person, if the roles were switched I wouldn't have hired her. It has nothing to do with her being a woman.
Posted on 12/2/14 at 11:22 am to Gorilla Ball
quote:
The only problem is that I report to this person...
My apologies, I misread the question.
I have (too often) worked for incompetent individuals. Quite frankly, the best you can do is insulate yourself and survive. Be that person that everyone counts on for their competencey. And (if the situation permits) you may have to move on.
I am the effective leader I am today because I learned a lot of what "not" to do from incompetent bosses.
Posted on 12/2/14 at 11:35 am to Gorilla Ball
quote:
WC - you ought to be a car purchasing consultant - I have seen numerous threads and they all reference your bullet points.
How much can one make at that?
Posted on 12/2/14 at 11:36 am to Will Cover
you may set your own price.
Posted on 12/2/14 at 11:37 am to Tiger JED
It is the trade floor mentality son
Posted on 12/2/14 at 11:40 am to Wolfhound45
quote:
My apologies, I misread the question. I have (too often) worked for incompetent individuals. Quite frankly, the best you can do is insulate yourself and survive. Be that person that everyone counts on for their competencey. And (if the situation permits) you may have to move on. I am the effective leader I am today because I learned a lot of what "not" to do from incompetent bosses.
No worries. We lost one of our area managers to a competitor - she was being hired as a regional vp. She called with guidance and my best answer was that you remember all the absolutely stupid stuff that mgr X does or did do - just do the opposite and you'll be fine.
I have over 13 years with company and would hate to start over and I really can't see any of my competitors stepping up to match my current salary/bonus packages. So I try to be the one that our group goes to for answers/guidance without trying to make our boss look stupid.
This post was edited on 12/2/14 at 11:44 am
Posted on 12/2/14 at 11:53 am to Gorilla Ball
quote:There you have it. Private or public sector, the only way to survive some times.
So I try to be the one that our group goes to for answers/guidance without trying to make our boss look stupid.
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