But not everyone has BEEN the boss that employees hated.
If you’re one of the lucky ones, consider these five practices to make sure you stay that way:
1. Bridge the distance. Open door policies are useless if your heart, mind and ears aren’t open too. That’s the difference between being “approachable” and “accessible.” One is about physical space; the other is about personal being. How are you reducing the distance?
2. Calm the furious. As long as you don’t tell them to “try and calm down.” That only ignites someone’s reactivity. Instead, try saying nothing. Try monopolizing the listening. Perhaps their emotional engine will run out of steam. What could you say to this person that would make things worse?
3. Hear the hesitation. It’s a sign of declining receptivity, and you need to do something about it. Suggestions: Listen first. Preserve people’s self-esteem. Lower emotional reactivity. Publicly celebrate mistakes. Make communication a relaxing experience. How will you become more listenable?
4. Identify the disconnect. Listen for gaps. Then ask people if they noticed them too. What are you listening for?
5. Recognize the resistance. Do what you can to increase receptivity and get this person back on your side. Fill people’s emotional bank account with trustable moments. How are you making them feel essential?
REMEMBER: People quit people – not companies.
Don’t let it happen to you.
Now if you’ll excuse me, my anal retentive, obsessive-compulsive boss is on my back. I gotta go.
Oh wait. I’m self-employed.
LET ME ASK YA THIS…
How are you increasing your askability?
LET ME SUGGEST THIS…
For the list called, “79 Questions Every Manager Needs to Ask,” send an email to me, and you win the list for free!
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That Guy with the Nametag
Author, Speaker, Coach, Entrepreneur
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