Manual Would They Call You Their Best Boss Ever?: Practical Tips and Insights for the Successful Manager

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This highly readable selection of timeless leadership principles brings us to the heart and skills of how to be the best boss they ever had! To this day many of our leaders apply the coaching and leadership principles introduced in the workshop. Call us for discount on bulk orders of 20 or more books. Connect with Fulcrum. Through his keynote presentations, highly interactive workshops, and custom-designed team-building practice, he helps his clients leverage their investment in their managers and teams.

Read more Testimonials "Ian Cook's ability to sift through business and learning needs in a concise and focused fashion coupled with his natural leadership and coaching ability lended to a meaningful, purposeful and actionable learning event for about 50 of our leaders. While it may sound counter intuitive to support a bad boss in becoming more successful, there is absolutely nothing to be gained by making him look bad, going to war or facilitating his or her failure.

Exposing his incompetence will only compound your own misery and may even damage your reputation. One way is to help your boss focus on his natural strengths.

Would They Call You Their BEST BOSS EVER?

Another is to proactively work around his weaknesses. If you know your boss is often late to meetings, offer to kick off the next meeting for him. If you know your boss is slow to respond, continue to work on a project while you wait to hear back from him. By doing what you can to help your boss succeed, you lay a solid foundation for greater success yourself. Keep your mind focused on top performance.

How To Manage Your Boss -- Ten Dos And Don'ts

Actually handling a difficult boss well can really set you apart. You never know who is watching or listening but be assured, people who can open or close future opportunities for you are doing just that! While it may be easy to succumb to resentment or resignation and mentally check out of your job, doing so not only undermines your own integrity but it can put you at risk of being branded as whiner, a slacker, or both.

If they are petty or small minded, don't descend to smallness yourself however tempting!

1. Stay on the same page.

As Gandhi wrote "Be the change you want to see in the world. That will ultimately say more about you than it does about your boss and not things you'd want said! He was surprised and disturbed and asked if there was anything he could do to make me change my mind. Apparently I'd been ear-marked a hi-po which would have been nice to have known before then!

My Top 5 Questions To Ask in a Job Interview

I'd already made other plans, hoping for a better work environment, and a better boss. The lesson for me was this: h ave the courage to speak up rather than cower in silence for fear of an awkward conversation. So just because it may be easier to say nothing, to just 'suffer quietly' or complain loudly to colleagues or to head for the exit as I ultimately did, you at least owe your boss the opportunity to respond. Don't prejudge and assume they aren't able to take feedback, or don't care how miserable you are.

When you approach them with respect and with a genuine desire to make things work better, you can open the door to whole new levels of trust, collaboration and outcomes.

1. Is a good coach

A door that will remain permanently closed otherwise. Is he slow to think about things, needing time to process information? In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea. They realize what their teams are capable of, and they use emotional intelligence to motivate their people and help them realize their potential.

Great managers are great listeners--this enables understanding.

They also share what they can, realizing transparency is beneficial for the team as a whole. They share sincere and specific praise, early and often. But they also don't hold back from giving necessary negative feedback--making sure to frame it in a way that is constructive and easy to learn from.

Delivery Options

Great managers are invested in their people. They provide career path options, realizing not everyone wants to follow the same road. They also don't hold their people back for personal gain.

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Rather, they support team members and help them to reach their goals. Great managers know where they're going, but they make sure the whole team knows, too--rather than keeping them in the dark. They are also careful to communicate "scope," realistic expectations as to what specific actions are needed to execute a strategy, and each team member's role in delivering.

If an effective manager is brought into a new department, they take time in the beginning to familiarize themselves with their people's everyday work and challenges.

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This earns them the respect of their team. Some managers create silos, running their teams with an "us versus them" mentality, competing against other teams within the company.