I get called to fix people problems and I'm really good at that.
However, most often the person I'm helping has a supervisor or
executive team member who has huge gaps in their own management
skills. For example here are some of the deficiencies I observe: Lack of knowledge and application of that knowledge regarding the
differences in people otherwise know as personality differences Stagnant professional development Deficient skills in the areas of providing and getting feedback,
coaching for improvement, delegating, holding people accountable,
listening, etc. Engaging in ineffective and unproductive behaviors Poor interviewing and new employee selection knowledge and skills Holding onto thoughts and attitudes that hurt morale and efficiency of
the workplace The question is, "Is Management a Profession?" The only answer is YES!
In many professions like health care and medicine, members are
continually learning new treatments, techniques, medicines,
procedures, and continually honing their professional skills. They can't neglect growth, development, and professional advancement
or they will become outdated. At worst, an oversight board of
professionals learns of some professional neglect and out goes their
license to practice in that profession. If management is a profession, why aren't managers at all levels of
organizations constantly aspiring to improve and become better
managers? Why is it that they exhibit the deficiencies I listed above?
Are they not being held accountable for their professional
development? Are they waiting for the company to invest in their
training and development? Are they too busy working to engage in
development activities? There are some very significant benefits associated with
self-development as a manager. You will notice an increase in your
self-esteem because you will be developing and using more of your
undeveloped potential and greatness. You will feel like you are making progress in your life and according
to Abraham Maslow that is living at the self-actualization level of
motivation. These two benefits relate directly to a person's emotional
intelligence and a manager's emotional intelligence can contribute up
to 40% of their success at work. Is self-development beneficial? You
bet! If you are a professional, you will seek and find the resources you
need to overcome every deficiency and area for improvement that you
identify. A professional invests in his or her own training and
development. As a rule of thumb, you should be investing one to two percent of your
wages in professional development leading to more complete knowledge
and competency development. Wake up managers. It's time to move out and become the very best
manager you can become. The resources are there. You only need to
choose, change what you thought and did in the past, and begin
traveling toward professional excellence. Do it now! by Joe Farcht
However, most often the person I'm helping has a supervisor or
executive team member who has huge gaps in their own management
skills. For example here are some of the deficiencies I observe: Lack of knowledge and application of that knowledge regarding the
differences in people otherwise know as personality differences Stagnant professional development Deficient skills in the areas of providing and getting feedback,
coaching for improvement, delegating, holding people accountable,
listening, etc. Engaging in ineffective and unproductive behaviors Poor interviewing and new employee selection knowledge and skills Holding onto thoughts and attitudes that hurt morale and efficiency of
the workplace The question is, "Is Management a Profession?" The only answer is YES!
In many professions like health care and medicine, members are
continually learning new treatments, techniques, medicines,
procedures, and continually honing their professional skills. They can't neglect growth, development, and professional advancement
or they will become outdated. At worst, an oversight board of
professionals learns of some professional neglect and out goes their
license to practice in that profession. If management is a profession, why aren't managers at all levels of
organizations constantly aspiring to improve and become better
managers? Why is it that they exhibit the deficiencies I listed above?
Are they not being held accountable for their professional
development? Are they waiting for the company to invest in their
training and development? Are they too busy working to engage in
development activities? There are some very significant benefits associated with
self-development as a manager. You will notice an increase in your
self-esteem because you will be developing and using more of your
undeveloped potential and greatness. You will feel like you are making progress in your life and according
to Abraham Maslow that is living at the self-actualization level of
motivation. These two benefits relate directly to a person's emotional
intelligence and a manager's emotional intelligence can contribute up
to 40% of their success at work. Is self-development beneficial? You
bet! If you are a professional, you will seek and find the resources you
need to overcome every deficiency and area for improvement that you
identify. A professional invests in his or her own training and
development. As a rule of thumb, you should be investing one to two percent of your
wages in professional development leading to more complete knowledge
and competency development. Wake up managers. It's time to move out and become the very best
manager you can become. The resources are there. You only need to
choose, change what you thought and did in the past, and begin
traveling toward professional excellence. Do it now! by Joe Farcht
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