Want to liven up your next dinner party?
Just ask people for their “worst boss” stories. Here are some painful (anonymous) stories from those who’ve lived to share:
“When I was an intern at a PR firm, my manager would make me run her personal errands (pick up dry cleaning, ship things, drive her and her friends to SXSW events, etc.). She would get my attention by calling me ‘Intern.’ Needless to say, when they asked me to stay on full-time, I politely declined.”
“I once had a boss who multi-tasked in meetings by being on her phone and present in the meeting. In both 1:1’s and in group settings she would shift her attention constantly from the speaker to her phone—back and forth, back and forth . . . At first, I just thought she was extremely busy, and it was the only way for her to get everything done—until one day, I caught her doing crossword puzzles on her phone while doing a check-in with me.”
“I once had a boss who, while I was replying to a question addressed to me by their boss in a meeting, actually put their hand less than an inch in front of my face to silence me so that they could answer instead.”
Whether you’re the CEO, an intern, or a new manager, working with others is a key part of success in every job. But managing well while empowering others requires a delicate balance.
Beyond learning the names of your interns, here are four tweaks you can make in your leadership.
Good listening is essential to management, and it begins long before you start a meeting.
Keys to listening well include generating questions in advance, keeping an open mind, and not jumping to conclusions before or during conversations. Don’t assume you know what someone is thinking; instead, listen with the intent of understanding before “solving.” And give your team conversational breathing room by personally checking in for “no good reason” on a weekly or bi-weekly basis. You may be surprised by what they share!
Pair Criticism with Compliments
The Harvard Business Review says a good rule of thumb is to give more praise than criticism, but surveys show that 40% of respondents claim they never gave positive reinforcement.
People need a balance of both praise and criticism in order to thrive. Top performing teams typically give five positive comments for every critique.
Distinguish Between Personal and Organizational Issues
Employees will have challenges, and it’s your job to address them.
But workplace problems are typically either personal or organizational and treating them differently can be hugely helpful. Personal problems should be handled with compassion and accountability. But organizational issues may involve hiring, restructuring, or strategic planning. Don’t confuse bad attitudes with bad workflow policies!
Finish Meetings with a Question
Want to boost communication in your team?
Conclude every meeting with this question: is there anything else? Whatever is top of mind (concerns, challenges, excitement) will bubble to the surface quickly. This question signals you care and gives people permission to share things that aren’t explicitly on the agenda. Try it and see what happens!
From mediating personality clashes to enabling great leaders, your management skills are the key to growing great teams. Keep the conversations flowing as you encourage others, and your business will flourish.