Let's Become Better Managers and Leaders - Together

[Guest guest]

Time to share some tips on being a better manager and leader. I'll go

first. Then it will be your turn.

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" They just don't get it. I told them what to do but they didn't do it like

I told them. And now it is all messed up. "

I think every manager has been frustrated enough to think, if not say, those

lines at some point in their career.

I wish I had the answer to making sure that that frustration never happens

to you, but I don't. The only thing I can really bring to this table is a

long history of trying different things and seeing how they turn out. I

suspect that I have an advantage over many of you because I have been around

long enough to have made way more mistakes in my career than you have.

Here are some of the things that I " think " I have figured out.

1. Saying or thinking someone does not " get it " is usually useless in it's

generality. It may not be an incorrect assessment but it is very rarely

helpful - other than as a way to label someone else. Usually part of that

label identifies them as somehow " less than " what we want, expect, or need

them to be. That label always puts up a barrier that most often becomes an

obstacle to moving forward.

My suggestion: work a bit harder to develop a better managerial diagnosis

than " they don't get it " . Find out where the miscommunication occurred and

how. Consider that you may really be the problem and work with your

teammate to find a better solution together.

2. Except in the most simple, linear conversation or meeting, pronouns are

to be avoided at all costs. I'm not so sure how your meetings and

conversations work, but most of mine are streams of discussion items that

sometimes have topics that overlap and intermingle. There is rarely any

sort of " flow restrictor " to pace and focus the discussion even though we

all try to do that. I find myself constantly asking " Who is the " she " you

are referring to? " " Please specify the " they " you referenced in your last

comment! " " Where is the " there " that you are talking about? " .

You might say that my age is showing and confusion is to be

expected. Eventually we all knew that this is what would happen to ,

but no - EVERYONE struggles with these issues. EVERYONE is unsure of

context in multi-track dialogue.

My suggestion: Ban pronouns and demand specific references in your meetings

and discussions. There will be less confusion and you'll notice much less

confusion and greater efficiency once the meeting is over.

3. I used to go to a lot of meetings - even small 2 or 3 person

meetings- where I would walk in and have to ask " Why are we all here? What

is the objective we wish to meet that is best addressed with all of us in

this room together? "

Sometimes I would say that to myself, sometimes out loud. But I very

frequently really needed to know the what and the why of our meeting. I

always suspected that I was not the only one who had those thoughts,

too. If I was lost and searching for the meaning of this meeting, so were

at least half the participants, I bet.

I'm pretty sure I wasted a lot of my time in those interactions. I suspect

others did too. For those of you who know me, you probably figured out I am

not big on time-wasting. Except on a golf course.

My suggestion: Act like you are planning a speech. This is why we are

here. This is what I want to accomplish. This is how I'm going to do

that. This is what I want/need from you. This is what we decided. Here is

the plan. Let's get to it.

A beginning. A middle and an end with a plan.

Give it a try. I think you'll be surprised how well it works.

Ok, I just made three suggestions to help you be a better manager and

leader. How many can you come up with to share with this esteemed group of

PTManagers?

Your turn!

Kovacek, PT, DPT, MSA