Toojays Blog

Interesting article here from The Telegraph with the alarming title that "1 in 4 managers don't know how bad they are"

One in Four Managers don't know how bad they really are!

Is this the real 'Reality'? 

Why is there no honest feedback being given to them? By their staff, their colleagues...their manager? Or even their customers!

The natural inclination is to jump on them and their poor ability. However, you have to question the effectiveness of the performance management process their organisations have in place.

Why has their performance not been addressed?

Does the Performance Management process allow for 360 or 180 feedback? How else will they become aware of their shortcomings?

Even if there is a 'process' for feedback to be given....does the 'culture' allow for it to be given freely...without fear of consequences or repercussions?

The Answer

The answer is not always as straight forward as looking to blame the managers shortcomings. 

Increasing awareness of personal style, impact and effectiveness is key and there are lots of tools out there to do this with.

But also looking at the organisational culture, the performance management process and the motivations of staff is also critical.

For more information on equipping managers with the skills and self awareness or on organisational culture development contact us This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Theres a hole heap of models and theories for leadership, management and coaching. 

I know as we use and teach the majority of them in our training courses.

But as we say to our delegates the success lies not in the model or concept itself..it's how you utilise it! It's all about the application.

Thinking about which model is appropriate to the situation, the circumstances or the outcomes you're trying to achieve.

This is where the Knowledge (of which model to use) + the Skill (of knowing how to use it) = Competence (and achievement of a successful outcome).

However, we often see people using the models and theories without understanding the impact or outcome.

A recent example happened at my eldest childs parents evening. As proud parents we attended the senior school and took our allotted 10 minute slot with each of the 10 different subject teachers.

After the second meeting it was obvious that ALL the teacher's had been advised / trained in how to handle the parents evening as they appeared to be following a script like process. 

We would sit down in front of the teacher. The teacher would warmly shake our hands looking us in the eye when doing so. They would then ask "Well now, how do you think (insert Child's name) has done this term?" Smile...and wait for a response from bemused parents.

I say bemused because as much as I take an interest in my children's eductation and acedemic ability I don't know how they have done on their SATS, or where they are in relation to the class average performance.

So to ask me "How do I think they've done" is a bit of a mis-leading question. 

I understand WHY they have asked the question (in order to acertain the proud parents entry level and perception of their golden childs performance before they are given the reality! - as it enables the teacher to adapt their feedback - in true Constructive Feedback style).

However, the reality of the question is that all it does (especially after the third and fourth time of the format being applied!) is make me think of two things:

1. Isn't that what you're suppose to be telling me?! (i.e. How well they've done)

2. You're just following a process here...and are almost on auto pilot.

The second point is the the one that all coaches, managers and leaders should be aware of. 

Are you losing the EQ (Emotional Intelligence) and personal engagement, by over utilising the model?

It's something to be concious of, particularly if you want to ensure integrity and create the right impression.