As a manager you can demonstrate real leadership through managing fear – your own and that of your staff.
About ronpass
Ron Passfield, PhD, is Co-owner, Director Marketing and
Principal Consultant for Merit Solutions Brisbane, a human
resource consulting organization in Brisbane, Australia. Over the past 15 years Ron has worked with hundreds of managers to help them improve some aspect of their organization through action learning.
Why Won’t Managers Learn?
February 28, 2010 By Leave a Comment
Managerial learning is the cornerstone for a learning organization. A manager’s unwillingness to learn is the major impediment to organizational learning. Many managers believe that once they have attained a managerial position, they have “arrived”. They see the appointment to the managerial role as an acknowledgement that they “know it all”. A corollary of this [...]
Attend, Listen, Learn and Motivate
February 28, 2010 By Leave a Comment
One of the most effective ways to motivate staff is to actively listen to them. The process of active listening may sound simple but its effects are profound and far-reaching. I was running a workshop for senior managers on assertion and communication skills. One of the managers, who had seemed highly motivated by the session [...]
How to Manage the Fears of the Selection Committee
February 24, 2010 By Leave a Comment
Behind many job interview questions is a fear that you will not have the capability required to perform the advertised job. There are two types of fear that are often behind the questions selection committees ask job interviewees. The first type is the “general fear” that relates to all job candidates because of the nature [...]
Don’t Bag Your Boss At Job Interviews
February 24, 2010 By Leave a Comment
It is amazing how many job applicants bad-mouth their current boss on interview. This is a sure way to guarantee that you do not win the advertised job. Members of the selection committee immediately think: Will he/she be disloyal to us as well and talk poorly about our organisation? Is the applicant more motivated to [...]
The Power of Positive Feedback
February 24, 2010 By Leave a Comment
Providing positive feedback to employees is one of the simplest and most powerful things you can do to motivate your staff. Deep down we all need recognition and acknowledgment of a job well done. The most common complaint I encounter in organizations is the age-old issue, “I only hear from my manager when something goes [...]
Managing Personal Transitions in a Change Program
February 21, 2010 By Leave a Comment
One of the responsibilities of managers is to assist their employees to make the personal transitions necessary during a change program. Managers typically focus on change management – getting to the end physical state as quickly as possible. In the process, they leave their employees behind. We have well-established practices for making the physical change [...]
Remote Preparation For Your Job Interview
February 19, 2010 By Leave a Comment
Too many job applicants turn up ill-prepared for their selection interview. They arrive at the job interview knowing very little about the organization, the section or unit involved or the nature of the advertised position. It is very difficult to convince a selection panel that you are really interested in an advertised job if you [...]
You Are Branding Yourself As A Manager Every Day!
February 10, 2010 By Leave a Comment
You brand yourself every day by what you attend to, how you treat your employees, your level of self-control, your managerial style, your approach to decision making and your communication skills. The image shown here describes a hierarchy of corporate values that could apply also to personal branding – being nice, being human, being useful. [...]
What Is Action Learning Really?
February 9, 2010 By Leave a Comment
Action learning is learning with others through doing and reflecting on outcomes, both intended and unintended. Action learning had its origins in the UK in 1946 when Reg Revans worked with managers in the mining industry and nurses in hospitals to improve the operations of those industries. Reg believed that the best way to solve [...]
