Unreasonable deadline!

Your team and that unreasonable deadline!

Unreasonable deadline – are you a good manager? Let us assume you are a confident and competent professional interested in your staff as people. You want to do your very best to help your team succeed in the widest sense. That means not only helping them meet their immediate work goals but developing them beyond so they fulfil their potential. And, if they can, you want your team to feel happy in what they do.

Of course, life is rarely simple. And, certainly, life at work can get very complicated indeed. As the boss, even if you are a very good manager, you find yourself sometimes dealing with conflicted emotions. Suppose you know you have an unreasonable deadline to meet. You have done all you can to change the decision that led to the deadline. Despite that, it is there: it exists! You have to meet it and you know it is going to be hard on the team. You’ve done your best to get extra resources but they are rarely available in the present climate. You doubt there is going to be any kind of financial recognition for the extra effort. You are just going to have to ask your team to do their best, even though it mean lots of stress on them.

What do you do?

Well, first, share the news. As soon as you are clear yourself about what needs to be done, tell them. If you can, tell them why the decision was made. If you want them to stay motivated, you will need to do this with care, if you, yourself, don’t think it is a good decision. Telling them your own manager is crap is not going to inspire them – as their manager that is your problem. Ask for their ideas on how best they want to approach the job.

Be prepared to help. People remember the senior manager who, when necessary, was prepared to labour beside them over a hot photocopier or to stuff envelopes.

Be clever in how you share the work out; remember to be scrupulously fair. Don’t overload your best person. Stay flexible and caring but be realistic. Ask people if they can make special arrangements to allow them to stay on at work, exceptionally.

Don’t take their good will for granted.

Say please and thank you when you should, and mean it. Make the environment as pleasant as you can. Be present and engaged with people as they work. Do not be the boss who slopes off site at 6, leaving the team to finish the work. Ship in the doughnuts and ice cream if you can and be prepared to get people lifts home after work, if necessary.

Share the praise when those up the line praise you for getting the job done. Make sure you mention the contribution your team made. Remember a good team reflects well on you as manager.

If you can’t give the team formal recognition for what they have done, then make it informal. May be this is the time to think about planning that evening out that you have all talked about for a while. When review time rolls round remember the contribution people made, when you under pressure and you needed them most. A good memory goes with being a good manager.

Working with a coach really can help you be a better manager. Get in touch at the email address below – I offer a free half hour trial session by phone or Skype.
Wendy Smith, Career, life and Business Coach

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link


Managing Difficult People – Announcing A New Series Of Posts

Managing Difficult People – Announcing A New Series Of Posts

Next week we start a new series of weekly posts for people who find someone in their team to be ‘difficult’. And that has happened to most of us who have experience of managing people in challenging circumstances.

Dealing with difficult people can be hard and it can consume lots of your time, energy and resources. You need a strategy for managing the person that helps you deal effectively with their difficult behaviour, and helps them to become a cooperative, productive and respected member of the team.

We are going to consider how to manage those who

  • Disrupt other people’s performance
  • Say they will do something and then don’t deliver
  • Are ambitious but easily frustrated
  • Become aggressive with you or others in the team
  • Lower their own and other people’s morale with cynicism
  • Want promotion but just aren’t ready yet
  • Refuse to accept feedback and do not respond to the standard performance management processes.

We are going to think about

  • What can trigger difficult behaviour
  • Different types of personalities and your strategy for dealing with individuals
  • Barriers to good communication
  • Handling emotion
  • Performance Review
  • Potential legal and organizational issues and the role of HR

I hope you will gain

  • A better understanding of the causes of difficult behavior.
  • The confidence to stop one person demoralizing others in the team

So see you here next week for the first post in this new series for managers.

If you are a manager and need support in dealing with a team member you find “difficult”,  I would like to help you. Email me wendymason@wisewolfcoaching.com now to arrange a free half hour coaching session by Skype. 

Wendy Mason is a career coach working mainly with professional women who want to make that jump to senior level while maintaining a good work/life balance. Before working as a coach, Wendy had a long career in both the public and private sectors in general management and consultancy as well as spells in HR.  She now divides her time between face to face coaching, and coaching and blogging on-line. You can contact Wendy at wendymason@wisewolfcoaching.com and find out more at http://wisewolfcoaching.com

Coming shortly – the WiseWolf Career and Personal Development Programme – if you would like to know more email wendymason@wisewolfcoaching.com