A long, long time ago, I have read the essence of this Monday Tip in one of the books where it was described as one of the most important parts of management. And in particular, people management.
Let’s start with a cliché statement:
There’s a big confusion between
Traditionally, Dealing with people has always been a challenge for most managers; When I had that issue at some point in time, and later on when I spoke about it in conferences and workshops, I used to reflect and give the same example:
Every time I used to give the example of kids and the learning you can get from handling a small conflict with a kid, So, if you have a problem with your child, let’s say they did something wrong, they broke something. When you come to them and you tell them.
Did you break this? Why did you break it?
More likely, the kid is going to
So, in the best-case scenario, you would tell your kid (as an example): Listen, I still love you, you’re still my
So, this particular action made me upset, and Not YOU.
This way, you will have a discussion over the action itself rather than him being incompetent, and so on.
This can be true when we are in a work environment, a lot of articles and talks highlight the concept of
So as you move back to management, you look at and talk to your employee; If that employee started feeling
So, this week’s that is about focusing on the actions and not the person in your criticism, and when you want to manage the person you are actually focusing on your work relationship, and therefore, you have a certain expectation that they need to meet and their actions are a big indication to that, but it’s your duty as a manager to provide them with the appropriate Psychological Safety in return.
Trust me, it will pay off in the longer run.
Have a wonderful week.
SC
Article originally Posted in The Monday Tip Newsletter on LinkedIn.