![](\"http:\/\/www.ttmitchellconsulting.com\/embracethelead.png\")
<\/td>\n<\/tr>\n<\/table>\nManaging people is easy if you know what you\u00e2\u20ac\u2122re doing, and if you know how to talk and relate to people. Of course there are courses that will help people learn these points in more detail; I teach some myself. But some people will do fine just reading this. If it makes you think, that\u00e2\u20ac\u2122s a good thing. No one ever failed from thinking. <\/p>\n
1.<\/strong> Different people have different ways they got into management. Recognizing this is a first step towards understand why people get into management in the first place. The ways it occurs are:<\/p>\n A. Earned promotion 2.<\/strong> There are 3 different ways of managing, so be truest to your own personality.<\/p>\n A. Hands off manager 3.<\/strong> A good manager has to learn how to delegate. You can\u00e2\u20ac\u2122t do it all yourself, so use the help you\u00e2\u20ac\u2122re given well.<\/p>\n 4.<\/strong> Allow the people who actually do the job to help make some of the decisions. You\u00e2\u20ac\u2122ll be amazed at how helpful they\u00e2\u20ac\u2122ll actually be.<\/p>\n 5.<\/strong> Always try to see all sides of the issues, no matter which way you may lean. If you\u00e2\u20ac\u2122re perceived as being fair everyone will want to work well for you.<\/p>\n 6.<\/strong> People aren\u00e2\u20ac\u2122t always wrong; try listening to them every once in awhile. Accept their help when you can.<\/p>\n 7.<\/strong> Change for change\u00e2\u20ac\u2122s sake is never good. Don\u00e2\u20ac\u2122t be afraid to make changes, but don\u00e2\u20ac\u2122t make them if there\u00e2\u20ac\u2122s no real benefit to them.<\/p>\n 8.<\/strong> A manager will be most successful if he or she can get others to buy into their concept. If you can get others to follow your plans, you\u00e2\u20ac\u2122ll have the best chance of succeeding in your team goals.<\/p>\n 9.<\/strong> Employees need to know what the ultimate goals are. If they don\u00e2\u20ac\u2122t know why they\u00e2\u20ac\u2122re doing something, they certainly won\u00e2\u20ac\u2122t understand what they\u00e2\u20ac\u2122re doing.<\/p>\n 10.<\/strong> A bad decision is better than no decision at all. If you don\u00e2\u20ac\u2122t do anything, nothing gets done.<\/p>\n 11.<\/strong> Think out the reasons, pro and con, for every decision. Preparation is the key to getting people to buy into your ideas.<\/p>\n 12.<\/strong> Managers need to be ready to make the unpopular decision. If you\u00e2\u20ac\u2122re the person on the line, you need to do the right thing, regardless of how popular it may or may not be.<\/p>\n 13.<\/strong> Don't always agree just because it's the easiest way out. Honesty and consistency will make you more credible in the eyes of your employees and co-workers.<\/p>\n 14.<\/strong> Don't be afraid to say \u00e2\u20ac\u0153I don't know\u00e2\u20ac\u009d. A wrong answer instead of a late but correct answer will hurt you more.<\/p>\n 15.<\/strong> You never have a right to yell at anyone. Treat people how you\u00e2\u20ac\u2122d like to be treated, and you\u00e2\u20ac\u2122ll benefit from it.<\/p>\n 16.<\/strong> There are no universal words to use in every situation. Try to say the right thing at the right time, even if it\u00e2\u20ac\u2122s nothing.<\/p>\n 17.<\/strong> People don't need to know everything about your life. They need to understand the essence of you, not your life story. Don\u00e2\u20ac\u2122t try for sympathy; try for respect. <\/p>\n Section II<\/p>\n 18.<\/strong> There is no company loyalty, only personal loyalty. The former was a myth; the latter should be your goal.<\/p>\n 19.<\/strong> Identify employee types. If you can understand this process, you\u00e2\u20ac\u2122ll understand how to relate to different people no matter where you go in life.<\/p>\n A. child 20.<\/strong> Make sure people can understand what you\u00e2\u20ac\u2122re saying to them. You may have to change how you speak depending upon circumstance, but make sure you can communicate what needs to be known.<\/p>\n Section III<\/p>\n 21.<\/strong> Diversity is a good thing; embrace it. It\u00e2\u20ac\u2122s a ever-changing world, with many different people, so get into the mix and have fun with it.<\/p>\n 22.<\/strong> Humor is a good thing, not a bad thing. If you can laugh more than you want to cry, and your employees can do the same, your office will be a much nicer place to be.<\/p>\n 23.<\/strong> Harassment; if you do it or see it and don\u00e2\u20ac\u2122t do anything about it, you\u00e2\u20ac\u2122re guilty. You don\u00e2\u20ac\u2122t have any waffle room here; protect yourself and your company by doing the right thing.<\/p>\n 24.<\/strong> Dress codes; run away as fast as you can! Keep it simple, and if you can let the employees set the policy.<\/p>\n 25.<\/strong> Conflicts are inevitable; how you get out of them determines how successful you will be. Don\u00e2\u20ac\u2122t sweat the small stuff, and don\u00e2\u20ac\u2122t let others sweat it either.<\/p>\n 26.<\/strong> Office etiquette; little nagging issues that can make or break your office. Don\u00e2\u20ac\u2122t allow the minutiae to bog down the progress of your office.<\/p>\n 27.<\/strong> Employees actually have other lives. So do you, and if you don\u00e2\u20ac\u2122t then find one. If you can identify with your employees on this issue, then you\u00e2\u20ac\u2122re one of them.<\/p>\n 28.<\/strong> At least learn your co-workers names. Is that really too much to expect from you?<\/p>\n 29.<\/strong> Employees need to know how they\u00e2\u20ac\u2122re doing all the time, not only for job reviews. Consistent feedback on job performance helps them, which in turn helps you and your staff work better.<\/p>\n 30.<\/strong> Personal work relationships; be cautious. Don\u00e2\u20ac\u2122t expect too much in the way of friendships. If a personal relationship occurs, be sure to keep it separate from your working relationship. And whatever happens, don\u00e2\u20ac\u2122t let it impede your job performance.<\/p>\n 31.<\/strong> Tell people when they do well and when they\u00e2\u20ac\u2122re doing bad. As long as you show that you can do both, people will respect you for your honesty and consistency.<\/p>\n 32.<\/strong> The people who work for you might not be as good at the job as you were. Each person has their own strengths and weaknesses. Make sure people work up to their own capabilities, not to your unreachable expectations.<\/p>\n 33.<\/strong> You\u00e2\u20ac\u2122re going to lose people eventually; just make sure it\u00e2\u20ac\u2122s not because of you. The more stable an environment your office can be, the better the performance in the long run.<\/p>\n 34.<\/strong> Don\u00e2\u20ac\u2122t fear managing people. Someone has already shown great confidence in you by promoting you; don\u00e2\u20ac\u2122t let yourself down by fearing the challenge. My book Embrace The Lead has been on the market for about 9 years now. I’ve made enough sales to have gotten my money back, but I wouldn’t be mad at having more sales. However, my belief is that the book has been out long enough to share my outline, if you will, of the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[1052,525,30,28],"class_list":["post-3092","post","type-post","status-publish","format-standard","hentry","category-leadership","tag-book-talking-points","tag-embrace-the-lead","tag-leadership","tag-management"],"_links":{"self":[{"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/posts\/3092","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/comments?post=3092"}],"version-history":[{"count":0,"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/posts\/3092\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/media?parent=3092"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/categories?post=3092"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ttmitchellconsulting.com\/Mitchblog\/wp-json\/wp\/v2\/tags?post=3092"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nB. More money
\nC. Good at a job
\nD. Been around a long time
\nE. Afraid to turn it down; loss of future opportunity
\nF. Believes they can do a better job
\nG. So someone else doesn\u00e2\u20ac\u2122t get it
\nH. It looks good on a resume
\nI. Stepping stone towards another job<\/p>\n
\nB. Bossy manager
\nC. Consensus builder<\/p>\n
\nB. passive
\nC. Know-it-all
\nD. aggressive
\nE. Speedy
\nF. Socialite
\nG. Hyper
\nH. Moody
\nI. Sickly
\nJ. Anarchist
\nK. Paranoid
\nL. Go-getter
\nM. Lazy; more a byproduct of the others<\/p>\n
\n <\/p>\n","protected":false},"excerpt":{"rendered":"