Streaning Star Trek: Insurrection Full Movie
6 years ago
Thursday, November 6, 2008
People who only hear what they want to
When I met my new manager six months ago for the first time I thought that it would take a little time for him to come up to speed. I now realize that it is not a matter of time. He is not willing to understand our department current processes so he wants to change them all. While I agree that some changes are necessary, others are worth keeping. When I explain him the reasons why we should keep these processes, he does not listen. He only wants me to say what he wants to hear. This attitude puts me in a difficult position. If I tell him what he wants to hear, I am not thinking about what's best for the company. If I don't, then I risk losing my job. I really like the company I work for. How does one communicate with someone who refuses to listen? Or is it me who has not found the correct way to communicate? I have tried various methods such as emails, one on one meetings or talking to his manager. It is a very difficult juggling act. My next move is to try to talk to my mentor.
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4 comments:
As I sit here to try and comment on your blog I feel intimidated by the possibility of offending your reasons for your discontent. So let me start by saying, this is purely academic and it satisfies my learning objectives. When I think of your situation, I can't help but think about organizational communications. It would appear that the communication flow that would allow for this lack of communication is not present. It appears as if he (the manager) is the final "say" in your level and that there are no vertical or horizontal measures that allow for review of this problem. You may have already looked at the structure of communications and realized that you have very few choices. Seeking out your mentor may satisfy your position, but I may not solve the problem. Since you say that if you continue with this change it may be detrimental to the company that you "like", you may be realizing just how much the company really matters to you.
I share your pain and lamentation, and feel that most managers take decisions without fully listening to employees' inputs. It seems that they fear that their managerial authority may be compromised if they consider and act according to their employees' perceptions and concerns.
There are very few managers who fully comprehend the serious concerns of their employees before taking a decision impacting the group's responsibilities and functions. I think a manager's work will be more efficient and highly simplified if they loosen their grip on controlling the group and instead see themselves first as a team-player and secondly as a manager.
Good luck with talking and expressing your concerns to your mentor!
Cathy, I see from your post that you have spoken to your boss several times both in person and in emails. I have to assume that your boss has the company's best interest in mind as you do. After all, he is measured on your department's success. You mention that you have spoken to his boss as well with no results. This could be an indication that they don't believe your suggestions will produce a positive impact on the company.
My recommendation is to ensure that you tie your suggestions to specific business goals. Demonstrate how they will save money, increase revenue or improve productivity. If you have already done this, the problem could be a disconnect in your communication style vs. your boss'. I have a couple of blog posts which speak to the issue and invite you to check them out.
http://www.careershock.com/how-to-match-your-managers-communication-style/
http://www.careershock.com/communication-style-disconnect/
I had a similar situation with a M-I-T, Manager in training. He had experience in a number of other areas, not really in retail. Beyond that, he really didn't understand the communicative processes we used: phrases, level of formality (really none), terminology. As a result, he endeavored to change everything. He started slow; he stated that he believed in slow change, but then suddenly erupted in anger a month later when things hadn't changed. When people would tell him why things wouldn't work, or why a new change was not wise, he would answer with his reasons based in "experience," meaning general experience gained over the years. And I have great respect for the wisdom of years, but this was really specific, and his ideas just weren't working. He quit after three months.
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