San Diego Women Leaders Association Chapter Meeting: How to Manage in the Current Workforce.
Tracey Lazarus, of Zurich North America, shares her best practices for managing up and/or down in the current workforce at the San Diego Women Leaders Association Chapter Meeting.
Transcript
my name is Tracy Lazarus I am the managing attorney of the Zur staff Legal Office up in Orange County California um I do work for Zurich for those of you who may not know who Zurich is um Zurich is a wellestablished insurance company we were founded in Switzerland over 148 years ago we've been in the United States in North America since 1912 and we are the leading provider of commercial property insurance in the United States um It's a Wonderful company and I don't just say that um we are on The Cutting Edge of a lot of things and part of it is how to train managers so um a little bit about myself is I do have two children one who is graduated from college one who's still in college um I have a dog named Stella I'm really sorry for one of you that has a child named SAR Stella that I named my dog Stella so I'm very sorry if that but I do love that name um and I have been a manager for approximately four and a half years I've been an employee for over 30 years so I definitely in the past have learned how to manage up and I am definitely learning how to manage down I manage a team of um 13 lawyers four paral leals and I run an office of 21 so it's a a busy place we do both commercial litigation workers comp generaliz ability and that's a little bit about me well that's great well we are happy to have you with us today and we have your slides pulled up so just take it away and tell me next slide and the floor is yours sure let's move on to the next slide
please so for those of you that don't know what managing up means according to the Harvard Business Review managing up is defined as follows being the most effective employee you can be creating value for your boss and your company so what does that really mean so basically in my opinion when you are looking at managing up you need to figure out what your boss's goals are and how you can be the best at making sure that you do everything you can to assist your company you work for your supervisor and yourself um meet those goals um so your company and your boss can be very successful so it's not kissing ass that is not managing up but it is definitely figuring out um learn about who your boss is what the goals are what um they're being judged on and going from there next step next slide please so we've all had and this presentation's going to go back and forth both as an employee EMP and as the manager because many many many people on this call might be both so these are the types of bosses or managers that you may have now you may have had in the past and you may be one of those yourself um with covid I am a Remote Manager um at zerk we were remote prior to covid but not full we were everyone could work from home up to three days a week so we were accustomed to the covid um what became in Co of having to go 100% remote so I am a remote manager but in the past I can tell you that I have definitely had a boss who takes credit for everyone else's ideas and work which is very very frustrating I've also had a hands-off boss you know somebody who basically turns it over to the employees and says you guys figure it out I think some of us may have had that kind of boss or the indecisive boss someone who can't make a decision wants all the different information and still can't make the decision so these are the types of bosses and managers some of you may have and we all can't pick our boss so you're gonna have to figure out what to do to make your boss happy and work in this environment so first kind of identify the kind of boss you have and that's a big step in figuring out how to manage up next slide please
thank you so these are skills you need to learn to manage up it doesn't matter like I said um at the end what kind of boss you have you need to anticipate your boss's needs so you're gonna have to figure out their communication style figure out are they an email person are they a calling person are they a morning person are they a night person are they someone who kind of gets a lot of stuff done before two or 3 in the afternoon and then shuts down after after that or are they more like me that doesn't really like the morning sure I'll be on calls at 7 in the morning but I am way more functional after 12 o'clock and I'll probably work till 8 o'clock so you need to figure these things out you also need to figure out what your boss wants to know some bosses like to know everything whereas some bosses only want to know if it's something that a person above them that their boss may find out about before your boss does so they want to know just things that could get them in trouble or Big Ticket items or things that might get the company sued or things of that nature but you got to figure out the type of information your boss wants so you can communicate and tell them um what the type of information they want to hear um learn what makes your boss happy or upset um there's certain we all have triggers you know as we learned earlier when we were talking about emotional intelligence um figure out what kind of boss you have um figure out who you are and that will make your relationship a lot easier um figure out how to be a genuine source of help to your boss I am a big big believer in that if there if my boss is having a big project do or has to give a presentation I'm a big believer in saying what can I do to help and as a manager I love when the people come and they realize that we have things that are due or that I have lots of projects or I have lots of call and they'll say what can I do to help that's probably one of my favorite things in the workplace either that I say or others say to me is what can I do to help next slide
please okay so now you know the skills a little bit of how to manage up so how do you get them and that's a very hard thing I like some of the comments earlier that many of the previous speakers talked about um in terms of mentoring mentoring is always always a good thing so sometimes if you don't have the kind of skills to learn how to manage up or to manage down get a mentor if as a manager when they when I was hired as a manager they assign me a mentor and honestly he's probably my closest friend at Zurich these days because you know he explained how to do things helped me with different situations things that I had no idea I would face and he helped me tremendously as he now says sometimes the student has become the teacher and I can now teach him as well the biggest thing also is trust a good manager is going to trust you to do the job you're hired to do so figure out how to do your job so think um good managers care a lot of you talked about um the fact that especially with Co but even prior to covid um you care about your people you know what we do at Z and what I do as a manager is I check in with my people every other week one on-one we check in every week as a group every month as a happy hour every month as a firm meeting and we do fun things um so think about that um both employees you need to um seek advice and input if you don't know the answer ask um other treat each other with dignity I find a lot of you were talking about earlier about you have to trust each other so you've got to do things like that good bosses are responsive good employees are responsive so you cannot let things slide when you are an employee or when you're a manager um good managers they know when to apologize and I think one of you brought that up previously we're all human and as an employee it's very very nice when you have a boss that if they make a mistake they say I'm really sorry I made a mistake um it just brings you back to the fact that we are all human it also gives you a common Bond and it makes real people realize it's okay to mess up as long as you understand and you learn from it and you can apologize that's great good managers also challenge everyone around them to be better that's one of the goals that I think and I'll go into it a little bit more that your goal as a manager is develop people develop their career develop their skills just develop them in every way possible now we all know there's going to be some people that don't want to be developed as much as others but your goal as a manager is to develop um good managers are also appreciative of their people and same with employees good employees appreciate a good manager so sometimes it's really good to say thank you very much you know we have a program called Spotlight where even if um we get points we could get something I actually bought my new iPad but had it so many points which is great it took me like seven years to get there but that's okay I got my new iPad um but anyway be appreciative you know tell someone thank you if someone just helps you and takes on something you know let them know or if they're not in your department let their boss know that so and so helped you being appreciative goes a long way and giving credit where credit is due we talked a little bit I mentioned the fact that some of us have had managers that take credit for other people's work that's in my opinion not a good managing style to take credit for other people people don't want to work for someone that takes credit for their work so a good manager takes credit a good employee also if you're collaborating on a team you give the entire team credit not just one person next slide
please um why these traits should be used by everyone you can read it exceptional workers use these traits to manage up as well and I'm going to go over the things that I find excuse me to be the most helpful next slide
please caring I really really appreciated um the previous panel discussion with regards to this because I am I think the number one thing that a manager can do is care about their people good managers get to know their team they celebrate their successes I can say that during Co but I know my team better than I ever did before and I was an internal hire so I worked with most of these people for the past 10 years you I've been at zurk about 13 and a half I've been a lawyer for way too many years I you know been in San Diego for 33 years and of which I've been a lawyer for the entire time but the best thing I think a manager can do is care about their people and get to know them figure out you know do you do they have children do they have a spouse do they have a hobby um like I think I can't remember which one was talking about you know who does yoga what time who goes and does their workout at what time the more you know about your people and the more you honestly care about them the more they're going to care about you so the more they're going to be invested in you as a manager and in return your company so it doesn't take a lot to care um it takes time and it takes you know a little bit of energy but you need to care about your employees and the same thing is employees should care about their manager very very often you'll take you'll see that many employees they don't ask their manager like how are you today or you know did you have a nice weekend or things like that so as much effort as you as a manager invest in your employees you as a manager should also invest that in your boss when you manage up so figure out things like how often they want you to communicate um what type of communications when your boss does something well tell them congratulations you know a little bit of kindness and a little bit of caring goes a long way and I like the fact that both Tony and Karen discuss trust to me trust and caring go together um and if you're going to be a good manager and a good employee you've got to care about others next slide please
coaching and development as I said earlier this is my favorite part of being a manager I love coaching and developing people I think it's important and great managers provide feedback to their employees at the time the action occurs don't wait as a manager when something happens in their someone does well give the feedback or if there's something that you see that could be done better give the feedback back do it immediately um and then it's better it's kind of like when your kids are little you don't wait to scool them if they did something wrong because they're not going to remember it doesn't mean as much if you wait a while and tell them later because they're not going to know it and it means nothing same with when you're talking about giving feedback and coaching so try to do it immediately in managing up when your boss asks you what they can do what they can do to improve give them an answer in my opinion a good is always asking for feedback from the people they manage they want to know what can I do better what about my style it takes a lot of security in a person to be asking for that kind of feedback and if you're asking for it be ready to take it don't just poo poo the feedback that you may receive you know if you ask the question you got to be ready for the answer um look for careers and skills sometimes find out from your team you know does everyone want to do this forever is there anything that people want to do outside of this you know are there any parts some of you work for really big companies maybe there's other areas of the company that a person may want to be part of and if they do and they express it to you then try to figure out how to get them there figure out what the skills are if they come to you and ask you know I want to do like I've got people that want to go from practicing law and now they want to be a customer relationship manager in the management so figure out how to get that figure out who in the company they talk to um and things of that nature look at their individual development plans if you work for a company that has these if not make one for your people figure out what you can do talk about classes talk about internal classes we have a huge Academy at Zur both for the internal plus all the LinkedIn classes that someone can take so understand what your company offers so that you can help your people um sometimes you've got managers that have different career goals you know sometimes managers don't want to necessarily manage this department or they have a desire to climb up the corporate ladder um let your people know it's not a it's not a shame to let people know Hey listen you know I want to go to the next level or I'm really interested in something else because they should know that you know people can do this it's not just but this is the only job you're going to have managing up employees should learn so that they can support their manager's Career Development as well kind of goes back to the caring if you care about them they care about you whether it's up or whether it's down um look for opportunities like I said earlier that if you have an employee that has said Hey listen I want to go to a different department look around ask people normally the higher up in a corporate ladder you are the more contacts you have so you may be able to reach out to other their Department to figure out Hey listen what about this um at zerich we have this wonderful thing called the talent marketplace where um we can upscale people in different jobs on a part-time or full-time basis um while they still are doing their nine-to-five job maybe they go 20% 50% somewhere else maybe your company has something like that encourage your people to join the talent Marketplace and go from there next slide please
communication we've talked about this and everybody who's um who's been part of this leadership conference today has talked about it communication's the key to any relationship and the work environment is no different so communicate communicate communicate um figure out their style figure out how and maybe you're going to have to need to adjust your communication style to each other and um it's a very basic concept but it's something that every everybody needs to work on often next slide
please emotional resilience and intelligence now I know we had a fabulous conversation um on this previously by Tatiana who talked about emotional intelligence but emotional and emot and resilience and intelligence are key in the managing relationship um you have to understand and I gave the keys basically to go from self-awareness to social awareness to relationship management um and then you've got to go from self-awareness down to self-management and then over to relationship management so we all like to have basically a manager who's C in a crisis and handles change well all members of your team should be able to handle change some are going to handle change better and as we've seen in the last year some have handled change better um so you have to look at and you've got to as a manager in my opinion it is your responsibility to help um create and to develop emotional resilience and emotional intelligence amongst your people and some of the things that um Tatiana discussed earlier are definitely ways to do this so um none of us are going to like every assignment every BX or every coworker but we all got to figure out how to get along and as soon soon as you can develop those skills as a manager because you may have someone on your team that you just may not get along with very well however you have to figure out how to get along with that person um and how not to let it show that you may not get may not like that person as much as others so there's many many ways and it's um just something I brought up that you're going to have to learn to be a good manager to learn resilience and every employee should learn emotional resilience as well next slide please
Innovation have a vision have goal setting managers should have vision and you should be able to set goals for your people you should be able to um have them kind of go like the picture says go up the stairs with you towards your goals so if you can vision and you can set forth what the goals are for your team then they should be able to follow them and they should be realistic goals but also you should be able to aim a little higher if you know your people you're going to know how far you can push them so that's a good thing to know um great managers don't micromanage they just don't they basically give a goal give the vision of what you want give the tools and let your people go so in my opinion a micromanagers are not the best kind of managers and I can just say as an employee I don't like to be micromanaged I'm a professional people should if you give me the tools and the trait and what to do let let me go um but you need vision of your role and you need the goals to obtain it so set expectations and set performance standards and hold people accountable um to them also employees should support their teammates in maintaining these performance standards if you have goals that go with your entire unit as a team then build that team approach um we have a fabulous team that I work with and the reason that they get along so well is one they work for the t total goals and two they like each other so it kind of goes back to caring if your people care about each other they're going to work more as a team they care for you they're going to work for you and and they're going to want you to succeed because they're going to want to succeed and next slide well that was your last slide that's what I thought so I did not do a um question and answer or but if anyone wants to get hold of me you can always just Zur emails are very easy it's our first name tracy.
Lazarus zerna for North america.com so if you have any questions I'd love to hear I've had a couple of questions that have come in um so the first question is from Alise and Alisa says I work for a large company that ask for feedback on our manager in reviews what do I do because I secretly know he doesn't want feedback and how do I how do I structure this to make sure there's no retaliation well I think you first have to find out when when you say you work for a company where the manager wants Rie we do that also in fact I actually just filled mine out today um ours is technically Anonymous which I really believe it is so I think the first thing is find out if it's Anonymous or not um but if a manager when I ask somebody like I said how am I doing I want the honest answer however based on what the question is it seems as if the person is saying the person may not want the honest answer um then I think you walk a real tight rope there as an employee you have it goes back to know your manager I mean if you know your manager is the type of person who may not be able to handle constructive criticism and you have to work for this person for the foreseeable future um you know the situation you're in I think you can give basic tenant of criticism or good things and if it's a person mean we're not all none of us are all bad and none of us are all good there's got to be something good that you can give to your manager that would make them um realize and then if there is something bad that's maybe something that's not personal I would definitely say that don't take anything and make it personal but um tread lightly based on your question um but at the same time I would definitely say be honest to the point where you feel comfortable enough that you can be but always put positives with something negative I don't think anyone wants to hear all negatives so try to do something positive that's wonderful advice all right well we have one more question before we move on to our our final presentation and this one comes from Sarah and Sarah asks what is the best lesson that you learned from a bad
manager I've had so many um let's see the best lesson I learned I took from all the managers that I didn't necessarily appreciate um one was to trust trust was a big one because I've had a manager in the past that did not trust her people and that really really rubbed me the wrong way so I've learned that trust is important and so um I've learned that I've also had a manager that basically left us all to run a muck and you had those that are always going to do well are going to do well and those that are may not um may get away with whatever they can get away with to do that and that that really taught me that um that hurts a team that really really hurts a team when people aren't being aren't playing by the same rules or are treated differently that that can really upset team balance team morale and I have tried my very very best as a manager not to play favorites to hold everyone to the same standard and um to treat them as professionals and not micromanage them oh that's wonderful advice well Tracy thank you so much for your time today I personally got a lot out of this out of this conversation it's a great conversation to have so thank you oh thanks Ginger you guys have a wonderful day thank you
please so for those of you that don't know what managing up means according to the Harvard Business Review managing up is defined as follows being the most effective employee you can be creating value for your boss and your company so what does that really mean so basically in my opinion when you are looking at managing up you need to figure out what your boss's goals are and how you can be the best at making sure that you do everything you can to assist your company you work for your supervisor and yourself um meet those goals um so your company and your boss can be very successful so it's not kissing ass that is not managing up but it is definitely figuring out um learn about who your boss is what the goals are what um they're being judged on and going from there next step next slide please so we've all had and this presentation's going to go back and forth both as an employee EMP and as the manager because many many many people on this call might be both so these are the types of bosses or managers that you may have now you may have had in the past and you may be one of those yourself um with covid I am a Remote Manager um at zerk we were remote prior to covid but not full we were everyone could work from home up to three days a week so we were accustomed to the covid um what became in Co of having to go 100% remote so I am a remote manager but in the past I can tell you that I have definitely had a boss who takes credit for everyone else's ideas and work which is very very frustrating I've also had a hands-off boss you know somebody who basically turns it over to the employees and says you guys figure it out I think some of us may have had that kind of boss or the indecisive boss someone who can't make a decision wants all the different information and still can't make the decision so these are the types of bosses and managers some of you may have and we all can't pick our boss so you're gonna have to figure out what to do to make your boss happy and work in this environment so first kind of identify the kind of boss you have and that's a big step in figuring out how to manage up next slide please
thank you so these are skills you need to learn to manage up it doesn't matter like I said um at the end what kind of boss you have you need to anticipate your boss's needs so you're gonna have to figure out their communication style figure out are they an email person are they a calling person are they a morning person are they a night person are they someone who kind of gets a lot of stuff done before two or 3 in the afternoon and then shuts down after after that or are they more like me that doesn't really like the morning sure I'll be on calls at 7 in the morning but I am way more functional after 12 o'clock and I'll probably work till 8 o'clock so you need to figure these things out you also need to figure out what your boss wants to know some bosses like to know everything whereas some bosses only want to know if it's something that a person above them that their boss may find out about before your boss does so they want to know just things that could get them in trouble or Big Ticket items or things that might get the company sued or things of that nature but you got to figure out the type of information your boss wants so you can communicate and tell them um what the type of information they want to hear um learn what makes your boss happy or upset um there's certain we all have triggers you know as we learned earlier when we were talking about emotional intelligence um figure out what kind of boss you have um figure out who you are and that will make your relationship a lot easier um figure out how to be a genuine source of help to your boss I am a big big believer in that if there if my boss is having a big project do or has to give a presentation I'm a big believer in saying what can I do to help and as a manager I love when the people come and they realize that we have things that are due or that I have lots of projects or I have lots of call and they'll say what can I do to help that's probably one of my favorite things in the workplace either that I say or others say to me is what can I do to help next slide
please okay so now you know the skills a little bit of how to manage up so how do you get them and that's a very hard thing I like some of the comments earlier that many of the previous speakers talked about um in terms of mentoring mentoring is always always a good thing so sometimes if you don't have the kind of skills to learn how to manage up or to manage down get a mentor if as a manager when they when I was hired as a manager they assign me a mentor and honestly he's probably my closest friend at Zurich these days because you know he explained how to do things helped me with different situations things that I had no idea I would face and he helped me tremendously as he now says sometimes the student has become the teacher and I can now teach him as well the biggest thing also is trust a good manager is going to trust you to do the job you're hired to do so figure out how to do your job so think um good managers care a lot of you talked about um the fact that especially with Co but even prior to covid um you care about your people you know what we do at Z and what I do as a manager is I check in with my people every other week one on-one we check in every week as a group every month as a happy hour every month as a firm meeting and we do fun things um so think about that um both employees you need to um seek advice and input if you don't know the answer ask um other treat each other with dignity I find a lot of you were talking about earlier about you have to trust each other so you've got to do things like that good bosses are responsive good employees are responsive so you cannot let things slide when you are an employee or when you're a manager um good managers they know when to apologize and I think one of you brought that up previously we're all human and as an employee it's very very nice when you have a boss that if they make a mistake they say I'm really sorry I made a mistake um it just brings you back to the fact that we are all human it also gives you a common Bond and it makes real people realize it's okay to mess up as long as you understand and you learn from it and you can apologize that's great good managers also challenge everyone around them to be better that's one of the goals that I think and I'll go into it a little bit more that your goal as a manager is develop people develop their career develop their skills just develop them in every way possible now we all know there's going to be some people that don't want to be developed as much as others but your goal as a manager is to develop um good managers are also appreciative of their people and same with employees good employees appreciate a good manager so sometimes it's really good to say thank you very much you know we have a program called Spotlight where even if um we get points we could get something I actually bought my new iPad but had it so many points which is great it took me like seven years to get there but that's okay I got my new iPad um but anyway be appreciative you know tell someone thank you if someone just helps you and takes on something you know let them know or if they're not in your department let their boss know that so and so helped you being appreciative goes a long way and giving credit where credit is due we talked a little bit I mentioned the fact that some of us have had managers that take credit for other people's work that's in my opinion not a good managing style to take credit for other people people don't want to work for someone that takes credit for their work so a good manager takes credit a good employee also if you're collaborating on a team you give the entire team credit not just one person next slide
please um why these traits should be used by everyone you can read it exceptional workers use these traits to manage up as well and I'm going to go over the things that I find excuse me to be the most helpful next slide
please caring I really really appreciated um the previous panel discussion with regards to this because I am I think the number one thing that a manager can do is care about their people good managers get to know their team they celebrate their successes I can say that during Co but I know my team better than I ever did before and I was an internal hire so I worked with most of these people for the past 10 years you I've been at zurk about 13 and a half I've been a lawyer for way too many years I you know been in San Diego for 33 years and of which I've been a lawyer for the entire time but the best thing I think a manager can do is care about their people and get to know them figure out you know do you do they have children do they have a spouse do they have a hobby um like I think I can't remember which one was talking about you know who does yoga what time who goes and does their workout at what time the more you know about your people and the more you honestly care about them the more they're going to care about you so the more they're going to be invested in you as a manager and in return your company so it doesn't take a lot to care um it takes time and it takes you know a little bit of energy but you need to care about your employees and the same thing is employees should care about their manager very very often you'll take you'll see that many employees they don't ask their manager like how are you today or you know did you have a nice weekend or things like that so as much effort as you as a manager invest in your employees you as a manager should also invest that in your boss when you manage up so figure out things like how often they want you to communicate um what type of communications when your boss does something well tell them congratulations you know a little bit of kindness and a little bit of caring goes a long way and I like the fact that both Tony and Karen discuss trust to me trust and caring go together um and if you're going to be a good manager and a good employee you've got to care about others next slide please
coaching and development as I said earlier this is my favorite part of being a manager I love coaching and developing people I think it's important and great managers provide feedback to their employees at the time the action occurs don't wait as a manager when something happens in their someone does well give the feedback or if there's something that you see that could be done better give the feedback back do it immediately um and then it's better it's kind of like when your kids are little you don't wait to scool them if they did something wrong because they're not going to remember it doesn't mean as much if you wait a while and tell them later because they're not going to know it and it means nothing same with when you're talking about giving feedback and coaching so try to do it immediately in managing up when your boss asks you what they can do what they can do to improve give them an answer in my opinion a good is always asking for feedback from the people they manage they want to know what can I do better what about my style it takes a lot of security in a person to be asking for that kind of feedback and if you're asking for it be ready to take it don't just poo poo the feedback that you may receive you know if you ask the question you got to be ready for the answer um look for careers and skills sometimes find out from your team you know does everyone want to do this forever is there anything that people want to do outside of this you know are there any parts some of you work for really big companies maybe there's other areas of the company that a person may want to be part of and if they do and they express it to you then try to figure out how to get them there figure out what the skills are if they come to you and ask you know I want to do like I've got people that want to go from practicing law and now they want to be a customer relationship manager in the management so figure out how to get that figure out who in the company they talk to um and things of that nature look at their individual development plans if you work for a company that has these if not make one for your people figure out what you can do talk about classes talk about internal classes we have a huge Academy at Zur both for the internal plus all the LinkedIn classes that someone can take so understand what your company offers so that you can help your people um sometimes you've got managers that have different career goals you know sometimes managers don't want to necessarily manage this department or they have a desire to climb up the corporate ladder um let your people know it's not a it's not a shame to let people know Hey listen you know I want to go to the next level or I'm really interested in something else because they should know that you know people can do this it's not just but this is the only job you're going to have managing up employees should learn so that they can support their manager's Career Development as well kind of goes back to the caring if you care about them they care about you whether it's up or whether it's down um look for opportunities like I said earlier that if you have an employee that has said Hey listen I want to go to a different department look around ask people normally the higher up in a corporate ladder you are the more contacts you have so you may be able to reach out to other their Department to figure out Hey listen what about this um at zerich we have this wonderful thing called the talent marketplace where um we can upscale people in different jobs on a part-time or full-time basis um while they still are doing their nine-to-five job maybe they go 20% 50% somewhere else maybe your company has something like that encourage your people to join the talent Marketplace and go from there next slide please
communication we've talked about this and everybody who's um who's been part of this leadership conference today has talked about it communication's the key to any relationship and the work environment is no different so communicate communicate communicate um figure out their style figure out how and maybe you're going to have to need to adjust your communication style to each other and um it's a very basic concept but it's something that every everybody needs to work on often next slide
please emotional resilience and intelligence now I know we had a fabulous conversation um on this previously by Tatiana who talked about emotional intelligence but emotional and emot and resilience and intelligence are key in the managing relationship um you have to understand and I gave the keys basically to go from self-awareness to social awareness to relationship management um and then you've got to go from self-awareness down to self-management and then over to relationship management so we all like to have basically a manager who's C in a crisis and handles change well all members of your team should be able to handle change some are going to handle change better and as we've seen in the last year some have handled change better um so you have to look at and you've got to as a manager in my opinion it is your responsibility to help um create and to develop emotional resilience and emotional intelligence amongst your people and some of the things that um Tatiana discussed earlier are definitely ways to do this so um none of us are going to like every assignment every BX or every coworker but we all got to figure out how to get along and as soon soon as you can develop those skills as a manager because you may have someone on your team that you just may not get along with very well however you have to figure out how to get along with that person um and how not to let it show that you may not get may not like that person as much as others so there's many many ways and it's um just something I brought up that you're going to have to learn to be a good manager to learn resilience and every employee should learn emotional resilience as well next slide please
Innovation have a vision have goal setting managers should have vision and you should be able to set goals for your people you should be able to um have them kind of go like the picture says go up the stairs with you towards your goals so if you can vision and you can set forth what the goals are for your team then they should be able to follow them and they should be realistic goals but also you should be able to aim a little higher if you know your people you're going to know how far you can push them so that's a good thing to know um great managers don't micromanage they just don't they basically give a goal give the vision of what you want give the tools and let your people go so in my opinion a micromanagers are not the best kind of managers and I can just say as an employee I don't like to be micromanaged I'm a professional people should if you give me the tools and the trait and what to do let let me go um but you need vision of your role and you need the goals to obtain it so set expectations and set performance standards and hold people accountable um to them also employees should support their teammates in maintaining these performance standards if you have goals that go with your entire unit as a team then build that team approach um we have a fabulous team that I work with and the reason that they get along so well is one they work for the t total goals and two they like each other so it kind of goes back to caring if your people care about each other they're going to work more as a team they care for you they're going to work for you and and they're going to want you to succeed because they're going to want to succeed and next slide well that was your last slide that's what I thought so I did not do a um question and answer or but if anyone wants to get hold of me you can always just Zur emails are very easy it's our first name tracy.
Lazarus zerna for North america.com so if you have any questions I'd love to hear I've had a couple of questions that have come in um so the first question is from Alise and Alisa says I work for a large company that ask for feedback on our manager in reviews what do I do because I secretly know he doesn't want feedback and how do I how do I structure this to make sure there's no retaliation well I think you first have to find out when when you say you work for a company where the manager wants Rie we do that also in fact I actually just filled mine out today um ours is technically Anonymous which I really believe it is so I think the first thing is find out if it's Anonymous or not um but if a manager when I ask somebody like I said how am I doing I want the honest answer however based on what the question is it seems as if the person is saying the person may not want the honest answer um then I think you walk a real tight rope there as an employee you have it goes back to know your manager I mean if you know your manager is the type of person who may not be able to handle constructive criticism and you have to work for this person for the foreseeable future um you know the situation you're in I think you can give basic tenant of criticism or good things and if it's a person mean we're not all none of us are all bad and none of us are all good there's got to be something good that you can give to your manager that would make them um realize and then if there is something bad that's maybe something that's not personal I would definitely say that don't take anything and make it personal but um tread lightly based on your question um but at the same time I would definitely say be honest to the point where you feel comfortable enough that you can be but always put positives with something negative I don't think anyone wants to hear all negatives so try to do something positive that's wonderful advice all right well we have one more question before we move on to our our final presentation and this one comes from Sarah and Sarah asks what is the best lesson that you learned from a bad
manager I've had so many um let's see the best lesson I learned I took from all the managers that I didn't necessarily appreciate um one was to trust trust was a big one because I've had a manager in the past that did not trust her people and that really really rubbed me the wrong way so I've learned that trust is important and so um I've learned that I've also had a manager that basically left us all to run a muck and you had those that are always going to do well are going to do well and those that are may not um may get away with whatever they can get away with to do that and that that really taught me that um that hurts a team that really really hurts a team when people aren't being aren't playing by the same rules or are treated differently that that can really upset team balance team morale and I have tried my very very best as a manager not to play favorites to hold everyone to the same standard and um to treat them as professionals and not micromanage them oh that's wonderful advice well Tracy thank you so much for your time today I personally got a lot out of this out of this conversation it's a great conversation to have so thank you oh thanks Ginger you guys have a wonderful day thank you