Mnagement advise

Have you ever stood back and watched the group members to respond to the decision? This is a very interesting dynamic to watch.

I just watched a group of middle managers react to the decision that their management team did - three months ago. There is clearly no commitment among this group (again, this mid-level managers).

Background - the management team made a strategic decision that impacts everyone in the company 75. Somewhere in the process of decision-making processes possible, they thought it would be a good idea to gather input from their employees (a new concept, eh?). Thus, as a result, they conducted a series of focus groups, gathered the staff input, and held a subsequent meeting, the mayor's office in response to the input gathered during focus group meetings.

It seems right to a good process? " Unfortunately, the employees "felt" that the management team had already decided to conduct focus groups. Thus, it should come as no surprise that three months later employees are still problems. Worse, employees who were grumbling, most of them were middle managers.

Lessons learned?

1. If managers are not on board, your staff, too.

2. Involve people in the early stages of the process. Not after the decision was made. If you are not very interested, asking to enter your employees, then do not ask. And, of course, do not cover it with the reactionary and artificial advocacy.

3. It takes more time up front to collect the ideas of people, but shorter in the long run because they will be committed to solving.

4. People do not agree with the decisions you make. While solutions to the legal and ethical and you are a valuable contribution to your employees and contributions will not matter. On the other hand, if you do not listen, employees will not be committed.

5. What you said something once does not mean that people heard the message that you are trying to send. More to communicate and to use various communication channels.

6. Tell people that you know and, more importantly, that you do not know.

Have you ever stood back and watched people respond to the decision that you made? You should. This is a very interesting dynamic to watch.

Sal Silvester is the founder and president of solutions 5,12 http://512solutions.com Working with passion Sals. He has a unique perspective on the development team and management was through his experience over the past 17 years as an officer in the executive Accenture, as well as the founder of 5,12 Solutions. He led and control groups in the desert of Kuwait, the mountains of Turkey, and in the offices of many customers to improve processes, organizational change and training projects.