Recently I had a long discussion with a friend of mine about Managers and managing.  She is a former HR Manager for several major companies and was bemoaning the fact that training for managers has been cut back so significantly in recent years and that managers no longer receive the type of help, guidance and assistance that they received just a few short years ago.  My background has been in retail and telecom.  Hers was neither.  Yet the same problems and issues seem to rise in every industry. Of course, this is exactly the reason that I got into coaching.  Coaching allows those managers who want to improve a very personalized venue to do just that.

We went on to agree that the common pattern these days seemed to be for the department star performer to be promoted from contributor, to team leader, to manager in seemingly record time.  We agreed that new managers have difficulty moving from the contributor to the manager role because no one is willing to spend the time and energy to coach them through the various hurdles that new managers and leaders face.  We agreed that this lack of training never seemed to lower the expectations of the manager, just the performance. 

Then we disagreed, strongly.  What caused the disagreement?  The

concept was micro-management.   My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them.  She told me that she helps the employees understand and come to grips with "their problem".  "You're not going to be able to change that manager, she explained to me, "so you've got to change the employees".  She explains to them that if they are being micro-managed, there's probably a reason for it.  They are probably doing something wrong.  If they just identify that problem and improve, their manager will stop the micro-management.   "The employees need to improve themselves.  It's as simple as that."

I wish my life was as simple as that.

She acknowledges that with that many employees complaining that

it's likely the manager is the problem.  But changing the manager is too much trouble, she says, so let's tell the employees it's their fault.

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Are you looking for a work at home opportunity? Statistically the amount of people with that query increase day by day, month by month. What is the best way to become Internet marketing?Through the net you can find many tips about that. For instance, you can run three easy steps to get a plug in profit site complete money making site setup free. And you can find many others tips of course. There are many products and Gurus online. Take care and pay attention their business history. There are a lot of different ways to make money online. And there are people making a fortune there too.But it does not come overnight and make sure it has had much work to do. You could start searching about affiliate marketing and blogging. You should take a look at your budget and identify products with particular qualities combination and should try to make them different from others.However this article runs to help you think about your profile. Are you an exclusive Internet marketing? No, you are not exclusive one. There are many people out thereort years ago.  My background has been in retail and telecom.  Hers was neither.  Yet the same problems and issues seem to rise in every industry. Of course, this is exactly the reason that I got into coaching.  Coaching allows those managers who want to improve a very personalized venue to do just that.

We went on to agree that the common pattern these days seemed to be for the department star performer to be promoted from contributor, to team leader, to manager in seemingly record time.  We agreed that new managers have difficulty moving from the contributor to the manager role because no one is willing to spend the time and energy to coach them through the various hurdles that new managers and leaders face.  We agreed that this lack of training never seemed to lower the expectations of the manager, just the performance. 

Then we disagreed, strongly.  What caused the disagreement?  The

concept was micro-management.   My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them.  She told me that she helps the employees understand and come to grips with "their problem".  "You're not going to be able to change that manager, she explained to me, "so you've got to change the employees".  She explains to them that if they are being micro-managed, there's probably a reason for it.  They are probably doing something wrong.  If they just identify that problem and improve, their manager will stop the micro-management.   "The employees need to improve themselves.  It's as simple as that."

I wish my life was as simple as that.

She acknowledges that with that many employees complaining that

it's likely the manager is the problem.  But changing the manager is too much trouble, she says, so let's tell the employees it's their fault.

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Finding your dream job can be a difficult task indeed with so much competition for places, you need to stand out from the crowd and be different in your approach so as to secure the key position and company you desire. You should find the information in the next few paragraphs useful as it shows you how you can adopt the lazyman's approach, after all life is stressful enough without the burden of searching for your next job.It always amazes me the amount of times that people send in their resumes or CV for a position advertised on the internet or in the newspapers that they are not quite qualified or experienced. The approach by these candidates is one of the scatter-gun method hoping that somehow it sticks and dreaming you get called up for an interview anyway. But how can this be? You will find if you adopt this style that you get less contact from professional recruiters who have little time to scan through all your details as they are constantly looking for relevance for their immediate vacancies. Time is important to all concerned and comanagers have difficulty moving from the contributor to the manager role because no one is willing to spend the time and energy to coach them through the various hurdles that new managers and leaders face.  We agreed that this lack of training never seemed to lower the expectations of the manager, just the performance. 

Then we disagreed, strongly.  What caused the disagreement?  The

concept was micro-management.   My friend explained to me that she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them.  She told me that she helps the employees understand and come to grips with "their problem".  "You're not going to be able to change that manager, she explained to me, "so you've got to change the employees".  She explains to them that if they are being micro-managed, there's probably a reason for it.  They are probably doing something wrong.  If they just identify that problem and improve, their manager will stop the micro-management.   "The employees need to improve themselves.  It's as simple as that."

I wish my life was as simple as that.

She acknowledges that with that many employees complaining that

it's likely the manager is the problem.  But changing the manager is too much trouble, she says, so let's tell the employees it's their fault.

Understanding & Managing Change
Understanding Change:Understanding and managing change are the dominant themes of management today. adapting to a ever changing present is essential for success for a unpredictable future.1) Why Change?Change affects every aspect of life: taking a proactive approach to change is the only way to take charge of the future, either as an individual or as an organization. Approach it with an open mind, and learn to develop its positive elements.Note:Write down any changes that you would like and plan for them.A) Being Open To ChangeFor organizations, change is the way to stay competitive and to grow. For individuals the opportunity the opportunity created by change enrich careers and personal lives. You can deal with change in three ways1) By resisting2) Following3) LeadingA resister tries to stay put, which is impossible in changing situations; the majority of people and organizations who start by resisting eventually find they have to follow, trying to catch up - if that fails,t she has "coached" many employees recently and that many of them complained about one particular manager who was micro-managing them.  She told me that she helps the employees understand and come to grips with "their problem".  "You're not going to be able to change that manager, she explained to me, "so you've got to change the employees".  She explains to them that if they are being micro-managed, there's probably a reason for it.  They are probably doing something wrong.  If they just identify that problem and improve, their manager will stop the micro-management.   "The employees need to improve themselves.  It's as simple as that."

I wish my life was as simple as that.

She acknowledges that with that many employees complaining that

it's likely the manager is the problem.  But changing the manager is too much trouble, she says, so let's tell the employees it's their fault.

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Aviation Industry as one of the hardest hit in the aftermath of terrorist strikes in USA on Sept 11 2001 forcing the closure of many a reputed airline likes of Swiss Air and American airlines. It is noteworthy here that even in these hard times Indian Aviation industry though minute could withstand this pressure and had grown leaps and bounds mainly due to the growth of Indian economy and tourism industry in particular in the last few years.It may be noted that in the last two years many a new airlines have come to the fore in a huge way and many huge industries have declared their wishes to enter into this industry. Another major leap was the open sky policy of Government of India permitting the existing private airlines in India to fly to foreign destinations.It does require a special mention that with such expansions planned by major aviation companies and new companies formed there is a vast manpower requirement. Qualified manpower is in huge abundance in India but they need a proper direction to capitalise on this surge in industrymso-spacerun: yes">  It's as simple as that."

I wish my life was as simple as that.

She acknowledges that with that many employees complaining that

it's likely the manager is the problem.  But changing the manager is too much trouble, she says, so let's tell the employees it's their fault.

While it is true that it is sometimes necessary to micro-manage

people, her explanation makes little sense to me.  You might micro-manage an employee if their performance is lacking.  Or because the project they are working on is very high visibility and any chance of error must be minimized.   But when a number of employees are complaining about the same manager micro-managing them it implies one of two things.

Either this manager:

1.      Has a lot of problem employees and needs to start weeding them out, or

2.      This manager does not know how to let go and properly

delegate to their staff.

Excessive micro-management is not the sign of a healthy manager.

When someone is constantly micro-managing their staff it's generally their problem, not the employees.

If you are micro-managing your staff, refusing to delegate routine, and not so routine tasks to them for completion, then you are setting yourself up for trouble.  Have you ever heard yourself say, "I would delegate this to someone else, but it's just as easy to do it myself"?  Or maybe you say, "This task is too complicated to delegate.  I have to make sure it's done right."

If so, I hope you like your job.  Because you aren't going anyplace higher.  Delegation can be difficult to learn because it looks like a huge risk and a huge leap of faith.  But it doesn't have to be that way.  There are techniques that you can learn that will help you delegate and get you out of the detail.  And you have to get out of the detail if you really want to be an executive.

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