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We assume people will do things the same way
we do, such as be on time for appointments, pay their fair share in a
restaurant, and tell us in advance if they’re going to miss a
deadline—because that’s what we do. We don’t tell people what we expect from
them, because we don’t think we need to. It’s a little like being frustrated
that you weren’t given audit assignment to manage that you never asked for.
Or hoping for a new iPhone for your birthday but not telling anyone, and then
being annoyed when you receive a Samsung phone.
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Effective Business
Relationship Language
Tips 2: Consider using the following language
when starting business relationships.
Kicking Off Relationships with Direct Reports
(Subordinates)
“As your manager, my job is to help you
get where you want to go, whether that is within this organization or elsewhere.
As a result, I’m going to let you know anything I hear you say or see you do
or see you wear that either contributes to your success or gets in the way of
it.”
Kicking Off Relationships with Direct
Supervisors
“I’m committed to my professional development,
and I’m always looking for growth opportunities. I hope that if you hear me
say or see me do or see me wear anything that gets in the way of how I want
to be seen, you will tell me. I promise I’ll be receptive and say thank you.
I also, of course, hope you’ll tell me the things I do well that are in line
with your expectations.”
Kicking Off Relationships with Coworkers
“I want a good relationship with you. If
we work together long enough, I’m sure I’ll screw it up. I’ll wait too long
to reply to an email, make a mistake, or miss a deadline. I’d like the kind
of relationship in which we can talk about these things. I always want to
know what you think. And I promise that no matter what you tell me, I’ll say
thank you. Is it okay if I work this way with you?”
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Managers who take the time and make the
effort to set expectations build trust, rapport, and relationship—the
elements of smooth working relationships.
Although supervisors don’t need permission to
give their direct reports feedback, many are hesitant to do so. They don’t
want to offend or damage a new relationship. Like most people, managers are
concerned that if they give negative feedback, they won’t be liked or their
employees might quit. You might be thinking, “It’s my boss’s job to
give me feedback. I
shouldn’t
have to ask for it.” And you’re right. Your boss should give you feedback and
you shouldn’t have to ask for it. But if he doesn’t, you’re at a huge
disadvantage. You may spend massive amounts of time on projects that aren’t
really important. You may not be given opportunities and never know why. And
you may think your performance is strong, only to find out otherwise when you
receive a mediocre performance review and a nominal pay increase. So yes,
your boss should give you feedback without your having to ask for it. You can
be right all day, but your righteousness won’t get you any closer to the
career or business relationship you want.
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Summary:
Give People Permission
to Tell You the Truth.
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Remember: No matter
how hard you try, you will make mistakes. If a relationship lasts long enough, at
some point you’ll take too long to return a call, provide misinformation, or
disappoint the other person in another way. Wouldn’t you like your boss to tell
you when you make a mistake, giving you a chance to make things right before
getting that bad review or perhaps being fired?
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Ø Are People Assets for
an Organization? No, only Good People are Assets rest are all Liabilities.
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Ø Goodness always needs
to be cultivated, evils happens.
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Ø We don’t have
business problems we have people problems.
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Ø We are hired for our
skills; we are fired for our behavior.
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Ø There are two types
of issues in people, one is attitude and other is value. 90% are attitude
problem.
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Ø Positive thinking
with positive effort and action increases the probability to success.
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Ø Mohammad Ali, said to
succeed you need the skill and you also need will.
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Ø Athletes trained for
15 years for 15 seconds performance.
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Ø Most people want to
succeed but very few people are willing to pay the price to prepare to
succeed.
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Great Supervisor
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Great personality who is a thorough professional, wants to
learn and teach people. He is a motivator, innovator and takes the team to
ride.
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Just do it Supervisor
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This type of supervisor is target based and s/he wants
things to be done at any cost. If you can get the job done, s/he is happy.
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Mean Supervisor
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Is very mean and does not want anybody else to take the
credit. Whatever you do, s/he will pose as s/he has done it.
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Indifferent Supervisor
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This type of supervisor is indifferent to business. He is
neither worried about the performance or non-performance.
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Pain in neck supervisor
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You can never please them and they have a habit of finding
fault in everything.
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Diplomatic supervisor
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Is the one who critically analyze the situation and take
necessary steps accordingly. They have smart brain in their head.
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Selfish Supervisor
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This type of supervisor always uses people and throws them
out. S/He has his own secret motives.
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