[et_pb_section fb_built=”1″ _builder_version=”3.0.47″][et_pb_row _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][et_pb_image src=”http:\/\/merrimanmanagementsupport.com\/wp-content\/uploads\/2019\/02\/list.jpg” _builder_version=”3.0.101″ max_width=”35%”][\/et_pb_image][et_pb_text _builder_version=”3.0.101″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_font=”||||||||” text_font_size=”24px”]<\/p>\n
Most of us who manage will confess that the thing we like least about managing is managing people.<\/p>\n
Now, this is OK and understandable…I mean really, let’s face it, it’s not easy.<\/p>\n
But on the other hand, do we really want to be drug on the ground behind runaway wild horses? (or have many days that feel like that?)<\/p>\n
Probably not.<\/p>\n
So, here’s a few pointers to help us out:<\/p>\n
Management is a steady, measured, patient march.
\nThe functional working elements of it have to be free of personally emotionalized agendas.
\nJuries, unions, customers and co-workers want to know we were reasonable and consistent \u00a0 \u00a0 \u00a0 \u00a0 \u00a0\u00a0 in the steps we marched.
\nRushing and skipping steps leads to trouble.
\nFinal Warnings do not usually change behavior. And even if it does we are keeping the wrong \u00a0 \u00a0 \u00a0 \u00a0\u00a0 people if that was the final motivation.
\nOur job is to provide clarity, guidance, resources, consequence (when needed), and keep \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0\u00a0 track.
\nDon’t do people’s job for them because it’s easier than managing them.
\nDoing our job well is a culture and respect builder.<\/p>\n
Well that is a start anyway.<\/p>\n
Also, here’s another big thing to remember.<\/p>\n
Managing people is something we can learn how to do and the sooner we get a handle on it the less “behind the wild-horses-days” we’ll have.<\/p>\n
Let’s go for it!<\/p>\n
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Most of us who manage will confess that the thing we like least about managing is managing people. Now, this is OK and understandable…I mean really, let’s face it, it’s not easy. But on the other hand, do we really want to be drug on the ground behind runaway wild horses? (or have many days […]<\/p>\n","protected":false},"author":1,"featured_media":808,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"
Most of us who manage will confess that the thing we like least about managing is managing people.<\/p>
Now, this is OK and understandable...I mean really, let's face it, it's not easy.<\/p>
But on the other hand, do we really want to be drug on the ground behind runaway wild horses? (or have many days that feel like that?)<\/p>
Probably not.<\/p>
So, here's a few pointers to help us out:
\u00a0 \u00a0\u00a0 Management is a steady, measured, patient march.
\u00a0 \u00a0\u00a0 The functional working elements of it have to be free of personally emotionalized agendas.
\u00a0 \u00a0\u00a0 Juries, unions, customers and co-workers want to know we were reasonable and consistent in the steps we marched.
\u00a0 \u00a0\u00a0 Rushing and skipping steps leads to trouble.
\u00a0 \u00a0\u00a0 Final Warnings do not usually change behavior. And even if it does we are keeping the wrong people if that was the final motivation.
\u00a0 \u00a0\u00a0 Our job is to provide clarity, guidance, resources, consequence (when needed), and keep track.
\u00a0 \u00a0\u00a0 Don't do people's job for them because it's easier than managing them.
\u00a0 \u00a0\u00a0 Doing our job well is a culture and respect builder.
\u00a0 \u00a0\u00a0 Well that is a start anyway.<\/p>
Also, here's another big thing to remember.<\/p>
Managing people is something we can learn how to do and the sooner we get a handle on it the less \"behind the wild-horses-days\" we'll have.<\/p>
Let's go for it!<\/p>","_et_gb_content_width":"","footnotes":""},"project_category":[3],"project_tag":[],"class_list":["post-807","project","type-project","status-publish","has-post-thumbnail","hentry","project_category-m2m"],"_links":{"self":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/807","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project"}],"about":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/types\/project"}],"author":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/comments?post=807"}],"version-history":[{"count":3,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/807\/revisions"}],"predecessor-version":[{"id":811,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/807\/revisions\/811"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media\/808"}],"wp:attachment":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media?parent=807"}],"wp:term":[{"taxonomy":"project_category","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_category?post=807"},{"taxonomy":"project_tag","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_tag?post=807"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}