Why You Can’t Stop Micromanaging

Micromanagement is a not only a problem in organizations, it’s a big problem. But I am not telling you anything you don’t know because anyone who has had a boss for an extended period of time can relate to being micromanaged.

The question is, why are we seeing so much of it today?  The answer might lie in an old NBA practice called “Player-Coach.” The “player-coach” model has made its return in corporate America and it isn’t going away anytime soon.  So try these tactics to ensure you don’t end up a “micromanager.”

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About the Author John Eades is the CEO of LearnLoft, a full-service organizational health company which exists to turn managers into leaders and create healthier places to work. John was named one of LinkedIn’s 2017 Top Voices in Management & Workplace and was awarded the 2017 Readership Award by Training Industry.com. John is also the host of the “Follow My Lead” Podcast, a show that transfers stories and best practices from today’s leaders to the leaders of tomorrow. He is also the author of FML: Standing Out and Being a Leader and the upcoming book “The Welder Leader.” You follow him on instagram @johngeades.

10 Reasons Managers Fail and What You Can Do About It

There aren’t many things worse than having a bad manager.  Not only does it make you dislike your job but it’s extremely demotivating to come into work every day.  It leads to constant thoughts of changing jobs and quitting.

Recent statistics show 60% of new managers in the US fail every single year. Which means many professionals face this nightmare every single day.  What must start to happen is professionals in management roles have to start upping their game.  In order to do that, managers first must know what they are doing today that is causing them to fail in their job.

Here are 10 reasons managers fail and what you can do about it.

1. Don’t focus on relationships

2. Think about #1 first

3. Never ask for feedback

4. Don’t “love” the team

5. Looking ahead to the next job

6. No mentor

7. Poor meetings

8. Doesn’t invest in development

9. No standards & accountability

10. All command no choice

If you find yourself struggling as a manager and some of these reasons are a reality with your team, remember my favorite Latin term “Nunc Coepi” which means, “today I begin.”  Start fresh today!

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About the Author John Eades is the CEO of LearnLoft, a leadership development company which exists to turn managers into leaders and create healthier places to work. John was named one of LinkedIn’s 2017 Top Voices in Management & Workplace and was awarded the 2017 Readership Award by Training Industry.com. John is also the host of the “Follow My Lead” Podcast, a show that transfers stories and best practices from today’s leaders to the leaders of tomorrow. He is also the author the upcoming book “Elevate Others: The New Model to Successfully Lead Today.” You follow him on instagram @johngeades.

Is Being a Manager a Burden or a Blessing?

Most professionals start their managerial role thinking their new job is a blessing, but it quickly turns into a burden. Which one is it for you and how can you make your job more of a blessing?

Here are a few things you can do to ensure your job as a manager is a blessing and not a burden:

Start with the Right Mindset

Often our thoughts dictate our actions.  If you start with the mindset that your job as a manager is a burden, then your actions will look like that.  You get the opportunity every single day to decide your mindset. The question is, are you going to start with the mindset of burden or blessing?

Reject P Squared

Most people want to be promoted to a manager role for what we call P Squared.  It stands for Pay + Power. It’s so tempting to be drawn to a managerial role for these two things.  While there is absolutely nothing wrong with additional pay and extra power by themselves, if they are your only driving force then you are in for a world of “burden” as a manager.

Stick With It

Like any change in behavior, it’s easy to do it for a couple days but to do it day after day until it becomes a habit is difficult.  Find a way to center yourself and think about the opportunity you have each and every day to make a positive impact on the lives that have been entrusted to you.  It could be a short moment prior to walking in the office or the minute you wake up.  The key is you find a way to stick with it.

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About the Author John Eades is one of LinkedIn’s 2017 Top Voices in Management & Workplace. He is the CEO of LearnLoft, host of the Follow My Lead Podcast and author of F.M.L. Standing Out & Being a Leader. He has set aside 20 speaking opportunities in 2018 and there are only a few spots remaining, learn more here.

You can follow him on LinkedIn and Instagram.

Southwest Passenger Unveils the Most Important Part of Company Culture

Southwest Airlines has modeled what a great organizational culture looks like for decades. One of the pillars of their culture success is values. Values are simply, principles and standards of behavior.

Former Starbucks executive Howard Behar told me on the Follow My Lead Podcast, “values are developed by what you reward, recognize, and talk about.”

Humor, or as Southwest calls it their “fun-LUVing attitude,” has always been a value they reward, recognize, and talk about.

A Southwest Airport gate in New Orleans provided the perfect setting to show their core values lived out to perfection. When a Southwest employee required everyone who asked a question to sing, one fearless customer took them up on it.

While the video has gone viral because of the brilliant singing performance, there are some bigger lessons at play around company values:

Talk is cheap.

Defining the values of an organization or team is important, but it’s not nearly as important as living them out. I love the story about a time when former Southwest CEO Herb Kelleher received an email complaint from a customer about flight attendants using humor when describing their safety protocol in the event of a water landing. Instead of giving away free flights or apologizing for his employee’s use of having a “Fun-LUVing attitude,” he wrote 3 words back to the passenger, “we’ll miss you.”

If you don’t define values they will define you.

It’s easy to assume employees or team members know the values of your team. Unfortunately, it’s a mistake because people have different principles or standards of behavior that they deem acceptable. Defining them for in your organization provides a definition of what good looks like. If you haven’t already, take time to define them, then communicate them all the time.

Greed can be a value.

I haven’t come across a company or leader today where growth isn’t a top priority. While that is important, a growth mindset only fixated on money can produce behaviors that hurt or jeopardize good core values. If the focus is on growth, reward, recognize, and talk about the process or behaviors that produce the results, not the results themselves.

This article originally appeared on Inc.com

Free Welder Leader Profile Assessment  Join over 20k leaders and discover how well you are leveraging love and discipline as a leader and find out what profile you are for free.

About the Author John Eades is the CEO of LearnLoft and host of the Follow My Lead Podcast. He is also the author of F.M.L. Standing Out & Being a Leader, and is passionate about the development of modern professionals. Follow him on Instagram @johngeades.

How Leaders Build Better Relationships [Video]

Building and maintaining healthy working relationships with team members is a critical component in being a successful leader.  Find out how to build better relationships as a leader in our Microlearning video.

Remember these keys as you maintain and improve your relationships!

Learn more about our 10 Day Leader Challenge Program designed specifically for modern professionals.

 

 

Top 5 Tuesday 3.22.16

Here is your weekly dose of Top 5 Tuesday: A list of things we are thinking, reading, watching, or doing to stay on top of our game and we think you should too:

Articles Worth Reading 

This is How Great Leaders Use Employee Feedback

Greg Harris explains why one of the biggest factors of great leadership is how you deal with employee feedback. It holds the secret to employee engagement, talent attraction, and retention.

Quotes Engrained in Our Minds

Your most unhappy customers are your greatest source of learning – Bill Gates

What Podcast We’re Listening To

All Business with Jeffrey Hayzlett

Best selling author Jeffrey Hayzlett does a great job breaking down best practices and providing insight into anything business.  You must check it out.

What We’re Watching

Lindsey Boggs drops knowledge on the best subject lines for prospecting and emailing on LinkedIn. Enjoy!

Tip of the Week 

Whats the most popular app we use every week? GIF Keyboard.  Tough to beat texting with GIF’s.

Who to Follow on SnapChat

Since this is a new section, we will start with a must follow- Martin Matthews @martin.m360. He mixes his life, business, and tips and tricks beautifully on snapchat.

Please let us know if there are suggestions for articles, quotes, shows, or tools we should highlight. Tweet us at @johngeades or@learn_loft.

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