The definition of “engaged” is to be busy with some activity. Occupied, committed, involved. So disengaged would be just the opposite. Not busy, occupied, committed, or involved. Unfortunately, many managers who consider themselves to be very engaged in their employees’ activities are actually not so engaged after all.
Why don’t we utilize our management teams the way we play scramble golf? Why do we put people into roles that they are clearly not qualified for or experienced enough to be able to handle? Why don’t we implement a scramble management concept?
Managing employees is not easy. I have said this numerous times in numerous blog posts and articles. In order to manage and coach employees, you have to want to manage and coach employees. And if you actually want to manage and coach employees, you will do what you need to do in order to become better at the task at hand. One thing is for sure, managing by the seat of your pants doesn’t work!
If you have ever traveled the Underground in London, you will have seen signs and announcements to “mind the gap.” Some platforms on the London Underground are curved and the railroad cars that use the platforms are straight, thus a gap is created when a train stops at a curved platform. “Mind the Gap” warns passengers of the risk of sustaining injury by stepping into the gap.
Merriam-Webster’s online dictionary defines a mentor as a “trusted counselor or guide.” It is generally someone who has been through what you are currently going through. It is someone who has the experience and the ability to utilize that experience to guide someone who is less experienced. It is someone who can take the “book learning” and apply it to real-life situations.
If you’ve ever hired anyone, you know that hiring is more of an art than a science. You simply can’t make it a totally objective process. There are ways to make it as objective as possible, and these should definitely be used; however, much of it comes down to subjectivity and our own inert biases.
“First-rate people hire first-rate people; second-rate people hire third-rate people.” —Leo Rosten
Is there a better way for businesses to find good candidates? I think there is. Given that all businesses try to run lean and mean, and many companies just don’t have bandwidth to truly vet candidates, here are six things to consider trying when you are looking for your next employee.
At some point in our careers, many of us will be promoted to management. Getting promoted to management in most cases means that we are now in charge of managing people. Very seldom are people totally prepared for what it takes to manage a group of people with different personalities, goals, challenges, and attitudes.
Over the years, I have taught a Career Transition Workshop to many people in many different venues in addition to doing personal career coaching and utilizing a Career Direct assessment to help match people’s personalities, interests, natural talents, and values to career paths that best suit them. My experiences over the last 15+ years have given me a good idea of best practices to help shorten the time in transition.
“The definition of insanity is doing the same thing over and over and expecting different results.” – Ben Franklin
If your job search is not going so well, perhaps it’s time to take a look at some areas that might help shorten your time in transition.