MANAGING in the

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Managing Teams

More than ever before, today’s generation in the workforce, wants to feel some purpose at work. Many do not want to be confined to be a nine- to- five robot. Companies thus need to find ways to make work more engaging, productive and innovative. To do this, leaders can start off by inducing a sense of personal pride among their team members. This will ensure an emotive appeal with the work. Some form of authenticity also needs to be built. It will help align an employee’s work with the broader corporate strategy being followed. But one thing companies cannot escape, is that whatever reforms they bring in, those need to be in place for perpetuity. None can be mere short- term fixes.

Source:https://hbr.org/2019/10/helping-your-team-feel-the-purpose-in-their-work

Uploaded Date:28 October 2019

A lot of companies go through phases, when they are not clear on what the future holds for them and the industry as a whole. This is especially true right now, with things being at a flux, thanks to the constant churn of new technologies. As a result, companies must reinvent new ways of communicating to the general public and to capture authentic business intelligence. This will prepare them for the upcoming period. Structures too need to be enabled in such a way that company- wide creative collaboration may take place. Flip charts, Lego blocks and Post- it notes for instance could be of much use now. Another tactic that needs to be applied is to view one’s work not as part of an assembly line, but indeed as a craft.

Source:https://www.strategy-business.com/blog/When-Your-Teams-Path-Forward-Isnt-Clear-Carve-It?gko=218a0

Uploaded Date:11 September 2019

A common trend across the industries is how promising or even star young performers, fail to keep up those loft standards when promoted as team leaders. One of the reasons for this is the lack of training afforded to them. A global study confirms that the average age of first- time managers is thirty- three, yet their first foray in to formal management training being received is only at forty- two. At times of conflict, a few common behavioural reactions have been observed among the newly minted managerial cadre. Many off them behave brutish and try to dominate their team members. Some genuinely try to work on improving themselves, but if team member snot involved in it, then there is little gain. Sometimes work is delegated to subordinates, but they are not explained the overall purpose behind the work, thus leaving them in the lurch. Lack of awareness is quite often the root cause behind such troubles. To solve this, newly minted managers need to constantly seek feedback.

Source:https://hbrascend.org/topics/what-every-first-time-team-leader-should-know/

Uploaded Date:16 August 2019

 

Each team leader or manager at some stage or the other wants to acknowledge team mates’ efforts. They see giving motivational pep talks as part of their talent management tasks. However, in spite of the genuine efforts many get this wrong, and instead employees feel let down. Employees feel compliments as insincere when they are acknowledged on the go, while managers seem preoccupied with something else. They also feel let down when they can sense that their superior is simply making things up to increase his/her popularity ratings. A lot of managers actually have a sense of guilt so to make up they shower praise just to hide their own shortcomings. This too must be avoided at all costs. Instead, employees always feel valued when their superiors ask for the back story behind the success. If the same gratitude spoken of earlier, is contextualized as part of something bigger, employees feel valued. Finally, bosses will raise their popularity stakes simply by acknowledging the personal cost attached.

Source:https://hbr.org/2018/07/what-not-to-do-when-youre-trying-to-motivate-your-team?utm_campaign=hbr&utm_medium=social&utm_source=twitter

Uploaded Date:16 August 2019

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