“Can They Do This Thing?” vs. “How Could They Be Successful In Doing It?”
Human potential is a tricky thing, and there are a lot of inputs and biases therein. Sadly I don’t think most white-collar managers actually manage towards the maximization of human potential; I think they manage to make sure tasks are done and subsequently, make sure they (the manager) looks good to their boss. There really isn’t much more to it than that, for a lot of people.
The Saddest Part About A Lot Of Managers Is They Don’t See How Important Their Job Is
To these types, it’s a way to make more money — and that’s about it.
Why is work constantly about tasks?
I need you to pay attention to this part of this article:
Work as the island of meaningless tasks
The notion of a work task list is a pretty big deal, if you think about it. You can call it a ‘to-do list’ or…
For better or worse, managers do have a lot of impact on people’s day-to-day lives, including how they treat their spouse, their parents (if alive), their kids (if in picture), etc. Managers have a huge amount of ownership on your energy throughout a day.
Managers don’t manage “performance.” They manage team energy.
This post will probably be fairly short — I haven’t blogged in a few days due to a couple of different reasons, and…
That is tied to concepts like “potential” and “growth” and “capability” and even “flourishing,” but again, I’m not sure most managers approach it that way. Many think in very black-and-white terms around deadlines, deliverables, KPIs, conventional models of workplace success, seat time, and the like. We’ve been trying to change that for about 50 years now, and it really hasn’t changed as much as we’d like to admit. If anything, some of the culture around meetings has potentially gotten worse. Wasn’t Slack…