Comments on: How healthy is your organization?

By: Jeff

Jeff — Tue, 11 Dec 2007 15:30:25 +0000

Most bad managers wouldn’t even ask themselves these questions. Many bad managers could answer it, but it wouldn’t match with reality. There was a recent study asking employees and managers about their performance. Most managers thought they were better than 90% of others in their field. Most of the employees thought they were in the bottom 10%. There is always a disconnect and most managers aren’t as good as they think they are. Constantly thinking about these questions and morale issues is the path to good management. You should always worry if you are a bad manager.

By: Nancy

Nancy — Tue, 11 Dec 2007 02:00:53 +0000

We just got this book here at my library and now I’m even more excited to read it. Although I don’t manage anyone (yet), I like to think of myself as leading by example and, as such, I love to read books about great management styles.

By the way, I just had to add that I attended SJSU and graduated a couple of years ago. While I wouldn’t want to be back in school again, I so wish I could be back for one semester just to attend your class!

By: Fiona

Fiona — Tue, 11 Dec 2007 00:42:36 +0000

I read this book after attending a leadership course recently, and I really enjoyed it. These are the kinds of questions I like to consider now around performance review time.

By: Meredith Farkas

Meredith Farkas — Mon, 10 Dec 2007 22:18:47 +0000

Ah! That’s where I’d heard about it! I’d added it to my Amazon wishlist when you’d mentioned it, but then I completely forgot from whom I got the idea. Thanks for the tip, Mary! It’s great so far.

By: Jenica

Jenica — Mon, 10 Dec 2007 21:30:17 +0000

Meredith, absolutely. If a manager, who is earnestly trying to do good work, sees ‘no’ as the answer to those, there IS a problem. And I think answering those questions — looking at those issues — both up and down is important, because managers are employees, and many employees are also managers. We need to study ourselves in all directions…

By: Mary Carmen

Mary Carmen — Mon, 10 Dec 2007 20:43:53 +0000

I absolutely love that book!!!!! I wrote about what I thought about it in June.

By: Meredith Farkas

Meredith Farkas — Mon, 10 Dec 2007 19:58:06 +0000

Jenica, I completely agree. Sometimes it IS the employee. Sometimes there are people with major emotional/personality issues. Sometimes people just have a personality conflict with the people they work with and would do fine with others (maybe the fit is wrong for them in the institution).

But I think when a manager can look at all of the people they manage and see that the answer to many of those questions would be “no”, there’s a problem. And I think, no matter what, it’s a good idea for a manager to ask herself, “have I made my expectations clear? Do I give my staff the tools they need to do their jobs? Do I encourage their development of new skills?, etc.”

By: Jenica

Jenica — Mon, 10 Dec 2007 19:28:03 +0000

I agree with just about everything written here, and will gladly go in search of the book. My only thought is an additive one — sometimes the answer to some of those questions is “no”, but that’s not always the fault of the manager or the library or the environment — sometimes the employee really *is* the problem. The list, and the discussion, and the environment, only work when everyone is committed to the same workplace goals.

Just a thought!

By: Dean C. Rowan

Dean C. Rowan — Mon, 10 Dec 2007 18:53:35 +0000

One little problem, of course, is that many bad managers are as likely as not going to answer these questions incorrectly, assuming, e.g., “Yes, my employees know what’s expected of them,” and so forth. Perhaps the authors address this matter of self-deluding solipsism. Perhaps they also temper the tone of radical transgression struck by their book’s title. “Well, not *all* the rules!” One of the best vehicles to good management, I think, is prudent emulation of role models. I’ve worked for great managers in my time–including in my present position–and when the time comes (again) for me to manage, I’ll keep their examples in mind.

By: anonymous

anonymous — Mon, 10 Dec 2007 18:22:56 +0000

Thanks for this post! That list is key — the absence of 4, 5, and 6 are what’s driving me to seek other work, and it’s gratifying to see them listed out here.

What amazes me is that others at MPOW seem to be very very happy here, which takes me to one of two conclusions: it’s just me being treated this way, or they are completely beaten down and don’t expect better. And all feel the director is doing a great job.

Either of which underlines my need to leave. I was already motivated, but more logs on the fire makes it easier to see the way out!

Thanks.