We all hate being rejected, but at one time or another (or many times) we will be faced with rejection in our personal and professional lives. Recently, I had the experience of having to let people know they were not selected for a position on my team, which completed changed my perspective of rejection.
Remember that feeling after an interview, waiting and wondering if you’d receive that call or if you’d simply be forgotten as if the interview never even happened? Always that hopeful (and nervous) feeling when the companies’ number actually pops up on the screen, but when the person on the other end gives the bad news those feelings quickly turn to disappointment. Continue reading
Something happened recently that really made me evaluate my values as a leader and how I view the relationship between job performance and disciplinary action. While I believe there are cases where disciplinary action is necessary (e.g. stealing, violence, etc.), I question the validity of using disciplinary write-ups as a way to address poor job performance. In fact, it reminds me of being back in second grade where teachers used to give you demerits for talking while they’re talking or not raising your hand before calling out the answer.
So do write-ups actually improve job performance? Maybe temporarily because employees fear they
will lose their job, but are the effects long-term? Continue reading
I strongly believe in promoting growth amongst your employees. I think it is one of those things that separates managers from leaders. It’s not enough for leaders to just talk about the importance of growth, they must actually act on it by helping their employees grow.
Recently I was involved in a situation with another manager regarding the growth of one of their employees that infuriated me and served as my inspiration for this post. I have an open position on my team that an employee from another team reached out to me to find out about applying for. It is company policy that all internal applicants speak with their manager before applying to more or less give them a heads up to prepare for their possible departure from the team. I told this employee that the position was still open, but that they needed to apply through the proper process (i.e. talk to their manager). To make a long story short, their management is making the application approval way more difficult than it needs to be. This got me thinking about reasons why managers would make it hard on employees to move into other opportunities where they can continue to grow by learning new skills.
Ok, I must apologize for my second hiatus from this blog while I was finishing my MBA at the University of Nevada, Reno. For the past two years, I have worked tirelessly to finish what at times felt like an impossible feat, but it wasn’t impossible at all. I did it and I would highly recommend to anyone thinking about going back to school to just do it as well.
So now what? Continue reading
As you may have noticed, it has been quite a while since my last post. Where I left off in January, I was discussing how I was moving into a temporary leadership role with a team I had just transitioned over to my employer while still maintaining my project management role. While I have enjoyed learning about project management for the past year and a half, I could tell that it wasn’t my passion. The past two months in my temporary leadership role have solidified this sentiment.
It is for this reason, I decided last Friday that I would leave my project management role altogether and permanently move into the leadership role as the team lead of 12 amazing individuals. Continue reading
As with any change, expectations need to be set up at the beginning of the transition period to avoid unnecessary surprises (read: issues). This is what I did today in my first meeting with my new team. These expectations, of course, work both ways, so I wanted the team to know what they can expect from me and what I expect from them going forward.
First and foremost, what I expect from the team is open communication. If they have a situation or an issue that they are unsure about, I want them to feel comfortable in coming to me. If I don’t know about it, I can’t support them or begin to help them fix it. Continue reading
The time has finally arrived, my acquisition project is completed and it is time for me to move into my new role as a Team Lead for the group just transitioned over to my company. Now I will need to manage a different kind of change, my own, and how I will begin to think as a people manager instead of a project manager.
As a people manager my results will no longer be based on how far I am on any assigned project with my deliverables and budget. Instead, my results will be based on that of my employees. How are their results? Are they accomplishing what they have been assigned? Are they doing it efficiently? Why or why not? Continue reading