TIME'S CHALLENGE IS TO GET THINGS DONE BY THE MANAGER FROM HIS/HER (MANAGER) TEAM?
This is the crux of the problem for every manager till one is successful. We call a manager a successful manager only after achievement of this task of getting things done from the team. Why some only able to achieve this task and move towards the steps of his/her career. Unless you do this or you pass this phase in your management role you are not able to move your career, otherwise you have to stuck where you became a manager by chance not by skill (excuse me for this comment). I am just blaming the manager for not getting things done, it is the first career block for the novice manager and not for the experienced manager. Experienced manager experiences the behaviors of team members for years and years and blames the system either in the public sector or in the private sector. There is no difference between public sector and private sector as far as handling the team members are concerned. You the manager suffering from day and day while getting through the human crushers (your team members) daily may not agree with me the distinction of private and public. The manager in public sector thinks if it was private sector I would have done well in this particular aspect. Similarly a private sector manager would think that I would have done well in this particular aspect if I would have been in public sector environment. This is the common tendancy of human manager to think to blame the system first (true to 1/16th of of his analysis not 15/16th times). So the experienced manager is one who has passed this phase of system blame and back on to the ground reality of the environment of his position and start solving the problems in manager's own natural way.
I have just explained the conditions of a manager working in a critical environment.
Now you want a solution that is better than what you had been thinking for a decade or decades. There are hints for solution and the solution is one you have to design your self (you the manager).
Hints for manager to come out of the drudgery of getting things done to move towards the career PATH.
You see your team member as a fair and responsible citizen of the country where he borns, that is false he did not born in a country, but he born in a family where the family lives in a country. The family again has a small background the ancestors of the family known to your team member lived in the same country or in a different country. Now you can categorise your team members with different background births. Also the ancestors of the team member have some experiences in the society about the society and towards the society with problems and solutions which are over heard from the elders of the family by the team member. All this makes your team members are not of the same environment or notions in the mind. All the opinions and the behaviors of the ancestors and elders in the family train the team member towards a behavior. This exhibits in the team without any thinking how to but just by naturally or automatically.
EXAMPLE: You bring a packet of sweets double the number you have the team and then keep it on the table, ask every to have the sweets. You can observe some take one only a few take one + one if sweet is very good, others take on till the sweets finished if the sweet is extremely good.
So your expectation of every one can have one sweet will not work on the table of the Organisation and you can't pass a rule and circular to eat one sweet and drink water. Similarly for the Organisation's work also.
Come to the pint of getting things done. We came to know the behavior of people differs for reasons earlier explained. So what type of behaviors are multiple non countable. So the ultimate analysis is difficult to predict if you go to the team members behaviors. So the alternative is what is ignition switch for doing the work? There should be a starter for a motor, same for a worker. First switch and only switch is nature, the nature of a team member. Some works some observe some ignore the work whether in public / private sector. And team members can change the behavior for different works differently. Identify what team member shows naturally what type of attitude towards a work. Use his natural behavior while assigning the work.
Next the nature of a man extends by need and compulsion. Can you create needs no it is his/her circumstances force him/her towards his/her needs depending on the nature of that person. So you can create a compulsion by caret or stick methodology. What a manager can create is putting pressure on the team member through reviews and group discussions with targets to complete to reach a milestone. Whether some one follows you or not you should go on creating milestones and allocations or assignments.
NOW YOU KNOW THAT TEAM MEMBERS WORK BY NATURE OR BY NEED OR BY COMPULSION NOT BY NOTHING.
This is the crux of the problem for every manager till one is successful. We call a manager a successful manager only after achievement of this task of getting things done from the team. Why some only able to achieve this task and move towards the steps of his/her career. Unless you do this or you pass this phase in your management role you are not able to move your career, otherwise you have to stuck where you became a manager by chance not by skill (excuse me for this comment). I am just blaming the manager for not getting things done, it is the first career block for the novice manager and not for the experienced manager. Experienced manager experiences the behaviors of team members for years and years and blames the system either in the public sector or in the private sector. There is no difference between public sector and private sector as far as handling the team members are concerned. You the manager suffering from day and day while getting through the human crushers (your team members) daily may not agree with me the distinction of private and public. The manager in public sector thinks if it was private sector I would have done well in this particular aspect. Similarly a private sector manager would think that I would have done well in this particular aspect if I would have been in public sector environment. This is the common tendancy of human manager to think to blame the system first (true to 1/16th of of his analysis not 15/16th times). So the experienced manager is one who has passed this phase of system blame and back on to the ground reality of the environment of his position and start solving the problems in manager's own natural way.
I have just explained the conditions of a manager working in a critical environment.
Now you want a solution that is better than what you had been thinking for a decade or decades. There are hints for solution and the solution is one you have to design your self (you the manager).
Hints for manager to come out of the drudgery of getting things done to move towards the career PATH.
You see your team member as a fair and responsible citizen of the country where he borns, that is false he did not born in a country, but he born in a family where the family lives in a country. The family again has a small background the ancestors of the family known to your team member lived in the same country or in a different country. Now you can categorise your team members with different background births. Also the ancestors of the team member have some experiences in the society about the society and towards the society with problems and solutions which are over heard from the elders of the family by the team member. All this makes your team members are not of the same environment or notions in the mind. All the opinions and the behaviors of the ancestors and elders in the family train the team member towards a behavior. This exhibits in the team without any thinking how to but just by naturally or automatically.
EXAMPLE: You bring a packet of sweets double the number you have the team and then keep it on the table, ask every to have the sweets. You can observe some take one only a few take one + one if sweet is very good, others take on till the sweets finished if the sweet is extremely good.
So your expectation of every one can have one sweet will not work on the table of the Organisation and you can't pass a rule and circular to eat one sweet and drink water. Similarly for the Organisation's work also.
Come to the pint of getting things done. We came to know the behavior of people differs for reasons earlier explained. So what type of behaviors are multiple non countable. So the ultimate analysis is difficult to predict if you go to the team members behaviors. So the alternative is what is ignition switch for doing the work? There should be a starter for a motor, same for a worker. First switch and only switch is nature, the nature of a team member. Some works some observe some ignore the work whether in public / private sector. And team members can change the behavior for different works differently. Identify what team member shows naturally what type of attitude towards a work. Use his natural behavior while assigning the work.
Next the nature of a man extends by need and compulsion. Can you create needs no it is his/her circumstances force him/her towards his/her needs depending on the nature of that person. So you can create a compulsion by caret or stick methodology. What a manager can create is putting pressure on the team member through reviews and group discussions with targets to complete to reach a milestone. Whether some one follows you or not you should go on creating milestones and allocations or assignments.
NOW YOU KNOW THAT TEAM MEMBERS WORK BY NATURE OR BY NEED OR BY COMPULSION NOT BY NOTHING.
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