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I am lions Cincinnati this is fox extra according to a study from development dimensions international 23% -- managers actually want to lead.
And less than one in ten are prepared for the job.
To -- -- author of managing for people who hate managing.
Be a success by being yourself is here with the leadership advice for the reluctant managers out there.
And they weren't thank you for coming on you identify.
Two types of management styles being there and healer what are those sets rates -- thinkers primarily lead with their heads and feel it's primarily be with the hearts never has a little bit of both picture -- -- the people.
Everyone thinks that -- feels however most of us have a preference.
That's our court temperament in terms of how we lead -- can you -- -- without being Boxee can you separate those two.
Absolutely in fact the best way to be Abbas is not being bossy.
So the way to be successful the boss is by being authentic and focus on the Singapore.
And also meeting other people -- -- -- and motivating people according to their own styles.
Whether -- thinkers -- -- -- thinkers and more focused on.
Harm on being tough and creating.
Reasons and statistics for why it matters to be successful and feelers and our focus on harmony and and with the in making -- -- happy.
What do you say to those people who say it would being lonely at the top what really is lonely -- for a lot of reasons one reason is that.
As you mentioned earlier most managers don't want -- manage and the reason why is because.
We pursue a career interest and whatever your technical expertise is that's that you're good at and -- reward for being great at what you do you become a manager.
Which most people never sign up for -- also -- -- trained -- it.
So it's lonely at the top because you're doing something you don't love anymore and beat you mention that one in ten less than one -- -- people wanna leave most managers don't wanna admit.
So they're hiding that from other people and feel isolated so they kind of gun facility in hand right yes and less they've had an -- -- it.
-- from their own natural strengths.
And finally firing somebody nobody wants to do that what are some tips before you fire someone you want and -- -- -- set really clear expectations -- people.
Fire people because they say dating game expectations however that person didn't know what they -- star -- So you want to be clear expectations and then document that's really important for you fire to the paper trail of the reasons why and then if you fire someone just know that.
It's really important to be accountable not just about person but the people around them and if you keep someone that's not doing their job.
It's demoralizing for everyone else around them so you're doing the best for the company and often even for that person.
To let them go and find a job it's -- well suited for them but sometimes I suppose it's necessary thank you so much for coming on.
I -- warrant to talk about all of these important issues with us and if you want more advice check out the -- welcome managing for people who hate managing.
Or go to my only connect dot com.
And that's it for fox extra -- and in any thank you for watching.
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