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The opinions of the employees of s You are personal.
“A salesperson, a clerk, and a manager go to lunch when they find an old oil lamp. You rub it and the mind appears wrapped in a cloud of smoke.
“Since I generally give three wishes, I will give one to everyone,” says the ghost.
‘My first! Me first! “Asks the administrator. “I want to go on vacation in the Caribbean.” And suddenly, crap! disappears.
Without leaving his astonishment, the seller shouts: Ahora Now to me! I want to be in Hawaii and laze on the beach with my personal masseuse, an inexhaustible supply of beer and a supermodel. ‘And crap! disappears.
“Well, now it’s your turn,” the genius says to the manager.
“I want them to work again after lunch,” says the manager.
Conclusion: You always have to let the boss speak first. “
What this joke doesn’t say is that some employees often “screw up” when they let them speak first.
In the following lines I will explain the ten most common mistakes of guide I’ve got that since the pandemic started.
1. Communicate uncertainty
Talking about what you are not sure of is not only naivety but also irresponsible. The reality is that the Covid-19 puts everything in doubt and we have to add another coefficient to the already confused world. The leader must therefore anchor himself in what he is sure of.
For example, we all know that in many areas it is impossible to ensure the continuity of jobs for employees. To say the opposite would be to overlook the truth, but let’s not be confused if we believe that this prevents us from creating safe places, such as the belief that we will not get sick. The leader’s messages should focus on certain, not uncertain, questions.
2. Give the sector gloomy views to support its rude decisions
Every company has to make decisions that, as is known in advance, are questioned by its employees. In this sense, there are also managers who dare not do this in normal situations. However, if you take advantage of and dramatize the situation, the leader may feel certain protection. But be careful if after the end of this phase, employees feel that they are more afraid of the account for hidden reasons, live with a dismembered team and the leader has raffled off their credibility.
3. Talk about the pandemic all the time
Just because it’s a recurring topic and affects all of us doesn’t mean that the Covid-19 is the only way to talk to teams.
It’s great that a leader makes emotional connections with people. However, you have to make sure that the fear does not multiply and you have to worry about healthy areas.
It’s not about distracting attention from the problem, it’s about framing it and not overflowing it. Excessive pandemic talk also falls ill.
4. Medium and long-term neglect of strategic aspects
If a guide reads this, he would say, “Usually it is difficult to plan. Now imagine that we live day in and day out improvising all the time. “Okay, it’s true. However, let’s not take the time to think about the future. One day, all of this will go away and the companies that survive will be the ones that have adapted to the present, but since the crisis have built their future, which may be different from what they had dreamed of last year.
Picture: Nick Bolton on Unsplash
5. Connect yourself and destroy the equipment
Freud used to say about the toothache of the poet Wilhelm Busch: “In the narrow cavity of his aching tooth, the whole soul is limited to the fact that if something hurts, we withdraw any interest in the outside world.”
If you are a business owner or occupy an important position in the structure, you will certainly be extremely concerned about the current situation, even with various types of complaints that can change your ties. However, keep in mind that what you do today will be remembered tomorrow and that your leadership role will affect others (even if you don’t want to). I am talking about the value of the example and the crucial importance of dealing with emotions. It is important that you understand that anger and sadness need to be channeled in good condition.
I admit I have seen more than one leader in the past few weeks reacting like a quirky kid and prioritizing his desire to throw things in the air instead of sitting down to think. Managers are people and this is normal, but when they do so in public, teams are destroyed because people realize that nothing they do makes sense.
6. Losing trust in people
The business is getting big for several reasons. Vision of the leader, innovative character, agility in the processes, customer orientation, respect for the entire value chain etc. And without a doubt that the engine of all of this is provided by your employees.
If the leader believes that his people cannot keep up in times of insecurity and skinny cows, he will confirm this idea and behave like mediocre people. On the contrary, if those who command them are convinced of the value of their employees, they will react accordingly, align themselves and give everything so that the company can overcome the drama.
7. Keep important information
Relevant data that are of interest to people or determine their immediate future should be understood as such.
As a manager, you are expected to be part of groups with other entrepreneurs, and it is also common for you to access relevant information in these meetings, either because a specialist has been hired or because a colleague comments on something that has happened to him . It is also very likely that, based on your relationship level, you will contact an official and give you information about what he will do. After all, many universities share their studies, trends and projections with their graduates. This is another source.
A selfish attitude would be to think: “I keep this information because it makes no sense to give it to the employees. They wouldn’t know what to do with it, otherwise it could still turn against me. “
8. Neglect your personal life
The pure and exclusive centralization in the organization, apart from all other aspects that affect health, is one of the main mistakes that are observed by managers today.
There is no justification to postpone family, friends, hobbies or time to do what you want as we are in the middle of a pandemic. Or that the company needs you full-time. If you think so, I suggest that you think so too, a bad service for your organization if your level of neurosis goes through the roof.
9. Maintain past tactics and practices
We cannot force reality in our own way even if we want to. Carve it like a stone until it takes on the shapes we want.
We need to understand that the requirement is to radically change the core of the business and affect people, relationships and practices.
Insisting until you are tired and show stubbornness does not mean firmness of character, but unintelligent persistence.
Picture: Sharon McCutcheon on Unsplash
10. Accuse people
After all, it is the shortest way out for managers who are unable to take their own responsibility for the matter or who lack the courage to learn from adverse situations.
This is if we made the changes before or if they didn’t resist installing the new system. Or if the providers were more docile or the administrators had attended this or that course. Alleged causes of the current instability and an excellent opportunity to scapegoat employees. In contexts such as the current, the pandemic and global volatility, in which everything is stalled, no culprits are added or sought.
If you need to be a leader at this moment who will remain one of the most important in humanity, it is important to face the opportunity. And that doesn’t mean being perfect, but being open to change. Flexibly change what is necessary and ready to put the team on their shoulders, give everyone the job that suits them best, and appreciate their efforts.