Comments on: Ask the question! http://jasonseiden.com/ask-the-question-2/ My Blog is Profersonal™. Mon, 21 May 2012 18:04:01 +0000 hourly 1 http://wordpress.org/?v=3.0.4 By: Winston Wolf http://jasonseiden.com/ask-the-question-2/comment-page-1/#comment-486 Winston Wolf Mon, 13 Oct 2008 19:55:05 +0000 http://jasonseiden.com/ask-the-question-2/#comment-486 One of the biggest hurdles to overcoming the kinds of team meetings you wrote about is that the behavior that is needed is not often rewarded. For example, "paint yourself as the one who needs help." Perfect. But the mid-level manager who has slogged her way through the business to now be leading a team probably doesn't want to show weakness (i.e. "I need your help.") She wants to show her team -- maybe including people she beat out for her current job -- that she's in charge, she's a leader, she's going to provide direction. That was the behavior she showed in the first place...the behavior that got her that job...the behavior that was rewarded. She's like a jockey. Once she's earned the ride and is in the saddle, she wants to show the horse that she's in charge. So she pulls the reins tightly and tries to manage the horse's moves. That horse ain't winning. You've got to let the reins out and let him run. Good leaders let their horses run. The challenge is getting them to understand that for the thoroughbreds to run, they've got to loosen the grip. --WW One of the biggest hurdles to overcoming the kinds of team meetings you wrote about is that the behavior that is needed is not often rewarded.

For example, “paint yourself as the one who needs help.” Perfect. But the mid-level manager who has slogged her way through the business to now be leading a team probably doesn’t want to show weakness (i.e. “I need your help.”) She wants to show her team — maybe including people she beat out for her current job — that she’s in charge, she’s a leader, she’s going to provide direction. That was the behavior she showed in the first place…the behavior that got her that job…the behavior that was rewarded.

She’s like a jockey. Once she’s earned the ride and is in the saddle, she wants to show the horse that she’s in charge. So she pulls the reins tightly and tries to manage the horse’s moves. That horse ain’t winning. You’ve got to let the reins out and let him run.

Good leaders let their horses run. The challenge is getting them to understand that for the thoroughbreds to run, they’ve got to loosen the grip.

–WW

]]> By: Winston Wolf http://jasonseiden.com/ask-the-question-2/comment-page-1/#comment-485 Winston Wolf Mon, 13 Oct 2008 19:53:43 +0000 http://jasonseiden.com/ask-the-question-2/#comment-485 One of the biggest hurdles to overcoming the kinds of team meetings you wrote about is that the behavior that is needed is not often rewarded. For example, "paint yourself as the one who needs help." Perfect. But the mid-level manager who has slogged her way through the business to now be leading a team probably doesn't want to show weakness (i.e. "I need your help.") She wants to show her team -- maybe including people she beat out for her current job -- that she's in charge, she's a leader, she's going to provide direction. She's like a jockey. Once she's earned the ride and is in the saddle, she wants to show the horse that she's in charge. So she pulls the reins tightly and tries to manage the horse's moves. That horse ain't winning. You've got to let the reins out and let him run. Good leaders let their horses run. The challenge is getting them to understand that for the thoroughbreds to run, they've got to loosen the grip. --WW One of the biggest hurdles to overcoming the kinds of team meetings you wrote about is that the behavior that is needed is not often rewarded.

For example, “paint yourself as the one who needs help.” Perfect. But the mid-level manager who has slogged her way through the business to now be leading a team probably doesn’t want to show weakness (i.e. “I need your help.”) She wants to show her team — maybe including people she beat out for her current job — that she’s in charge, she’s a leader, she’s going to provide direction.

She’s like a jockey. Once she’s earned the ride and is in the saddle, she wants to show the horse that she’s in charge. So she pulls the reins tightly and tries to manage the horse’s moves. That horse ain’t winning. You’ve got to let the reins out and let him run.

Good leaders let their horses run. The challenge is getting them to understand that for the thoroughbreds to run, they’ve got to loosen the grip.

–WW

]]> By: Jase http://jasonseiden.com/ask-the-question-2/comment-page-1/#comment-370 Jase Fri, 12 Sep 2008 13:40:12 +0000 http://jasonseiden.com/ask-the-question-2/#comment-370 Common misperceptions... yes, but not global. They tend to cluster by style... i.e., abrasive, autocratic managers tend to share one set of common perceptions and misperceptions, overly political managers all share a common set, and so on... I'll blog about these moving forward... Common misperceptions… yes, but not global. They tend to cluster by style… i.e., abrasive, autocratic managers tend to share one set of common perceptions and misperceptions, overly political managers all share a common set, and so on… I’ll blog about these moving forward…

]]> By: Kiwi http://jasonseiden.com/ask-the-question-2/comment-page-1/#comment-369 Kiwi Fri, 12 Sep 2008 13:20:59 +0000 http://jasonseiden.com/ask-the-question-2/#comment-369 How to managed Strike? How to managed Strike?

]]> By: Kiwi http://jasonseiden.com/ask-the-question-2/comment-page-1/#comment-368 Kiwi Fri, 12 Sep 2008 13:20:19 +0000 http://jasonseiden.com/ask-the-question-2/#comment-368 Any examples for distorted perceptions common to most bosses toward s employee? Any examples for distorted perceptions common to most bosses toward s employee?

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