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Posts Tagged ‘management’

Ten ways to be a kick-ass boss

In behavior, business, journalism, life, Media, Money, work on March 14, 2013 at 12:06 pm
English: Big Boss Man

English: Big Boss Man (Photo credit: Wikipedia)

Having been an underling much of my life, I’ve seen the flip side of this deal.

My first boss, at The Globe and Mail, in my mid-20s, set the bar impossibly high for all future bosses. I still miss him!

What did I love about my Best Boss Ever?

— He scared the shit out of me by giving me assignments so huge and so unfamiliar I used to go home and sit in the bathtub and cry from terror. The rational part of my brain said, “No, you ninny. He thinks you’re talented and he’s giving you a fantastic chance to prove it. Go do it!”

— He was willing to listen to my ideas, and give me opportunities I had no right to, like sending me to the Winnipeg Jets’ training camp after I told him I knew nothing about hockey. Then asking me to profile the owner of the Maple Leafs.

The original Winnipeg Jets logo in the WHA

The original Winnipeg Jets logo in the WHA (Photo credit: Wikipedia)

– He told me when I needed to pick up my game.

— He told me I was too impatient and fussy and needed to stay put and be consistently excellent for a while doing one thing.

– He backed me to the hilt when one of my stories caused huge international furor. I was terrified I’d be fired. He loved the publicity for my work and our paper.

— When I decided to quit and go to another paper, he accepted my invitation to lunch — which cost me about $50 or so in 1986 — and told me I was welcome to return any time. His acceptance of my resignation letter was typically kind and elegant.

– I still have my hand-written attaboy note from him on one of my front-page stories: “Magnificent.” That one word was high praise in an industry that gives very little of it. I treasure it to this day.

Big Boss (Metal Gear)

Big Boss (Metal Gear) (Photo credit: Wikipedia)

Some tips for those in the boss’ chair:

Be fair

This is a big one. Workers can be whiny but they will, for sure, compare notes on how they’re being managed. Does everyone else really expect their emails returned at 3 a.m.? (And is this really how you think people should live?) Yes, you’re under ridiculous pressure to get results and productivity but try to remember that your staff are not merely units of labor. They’re people.

Be clear

People often mis-hear or don’t listen well or forget or are overwhelmed.  Make sure your staff knows exactly what you want. Better than having them flail, fearfully, in the dark. I once worked for a major newspaper whose macho motto was “Sink or swim.”

Puhleeze.

Say thank-you

This is huge. I try to make a point of thanking my assistants with every email and phone call. Yes, you’re paying them. They’re not robots. When I worked retail for a no-commission $11/hour, my feet burning after every shift, it made a surprisingly big difference when our manager, every night at closing, said “Thank you.” Do it often.

Pay properly

This is an area of some debate, clearly. I’ve learned the hard way that paying my part-time assistants, all of whom are college grads, $10/hour is not enough. I now pay my current assistant $15/hour, more than I prefer, worth it. In an era of $4/gallon gasoline, any boss who keeps cheaping out will find the result is lazy, unmotivated staff, people who quit the minute they can and an unspoken power struggle that slows everyone down.

I’m in the middle of profiling a huge company who’s legendary for paying badly — when half your reviews on glassdoor say you’re cheaper than all your competitors, listen up!

Make clear how you prefer to handle communication

We all have preferences. I prefer written communication — that way I can always see what I said and what was answered. Don’t fume or yell because your staff aren’t doing what you want. Communicate clearly what you expect.

Don’t abuse people’s time

This is huge. Just because you have a title or office or more salary or experience or education doesn’t justify being abusive. There are always going to be times when everyone has to work later or longer — including you! But if this is a constant, you’re doing something wrong. Don’t demand face time just because you can.

Don’t bully

I’ve been on the receiving end of this far too many times. It’s toxic and a total waste of resources. I once worked in an office — no exaggeration — a trade publisher, whose editor in chief shouted curses across the room at everyone, snarled inches from my face and sniped constantly at everyone. One of my co-workers told me she had been on anti-depressants for years just to be able to stand working there; I quit after six weeks there to go freelance. This includes yelling, sneering, eye-rolling or the silent treatment. People can document, and some will sue for, a hostile work environment.

Back your people up!

This is essential. We all work for our managers as much as we choose to work for a company or organization and our primary loyalty is to our boss and his/her boss(es.) Treat your staff with as much loyalty, resources, training and moral support as you can muster. Protect them whenever possible from toxicity that can lower morale.

Praise as often as you can

We’re all human. We need to celebrated when we’re succeeding, not only spoken to when we disappoint or fail.

Correct or criticize only in private

Never dress someone down publicly. It’s rude, humiliating and unnecessary. Unless your entire corporate culture is equally brutal, managers who do this lose respect from everyone in earshot and are sure to lose talented staff as soon as they can find new employment.

Bonus:

Be human!

The managers I will walk through fire for — I did a month on crutches in a Quebec winter covering an election campaign en francais for my first boss — show us they’re actually human beings. They laugh, share a joke, ask how our sweetie or dog or Mom or marathon training is doing. They have the self-confidence to reveal some of their weaknesses or vulnerabilities so we don’t feel Totally Intimidated.

What have I left out?

Related articles

“I failed!” How Google teaches its staffers to breathe deep — and cope

In behavior, blogging, books, business, culture, education, journalism, Media, Technology, work on April 28, 2012 at 2:29 pm
This is one of the huge welcoming signs for Go...

This is one of the huge welcoming signs for Google plex in the silicon valley. (Photo credit: Wikipedia)

Here’s a story you won’t read anywhere else in the world — my exclusive interview with Chade-Meng Tan, employee number 107 at Google, whose new book “Search Inside Yourself”  was released this week. The story is in Sunday’s New York Times, on the front page of the business section. It’s now up on their website.

It’s about a super-popular course there, which Meng created and has taught since 2005, in mindfulness and meditation. In an environment that drives employees hard to achieve all the time, all the while remaining “Googly” — friendly and collegial — anything to help control stress, frustration and emotion is a helpful tool.

I sat in on one of the SIY classes and learned a lot about myself!

Here’s an excerpt:

One exercise asks everyone to name, and share with a partner, three core values. “It centers you,” one man says afterward. “You can go through life forgetting what they are.”

There’s lots of easy laughter. People prop up their feet on the backs of seats and lean in to whisper to their partners — people from a variety of departments they otherwise might have never met. (Students are asked to pair up with a buddy for the duration of the course.)

In one seven-minute exercise, participants are asked to write, nonstop, how they envision their lives in five years. Mr. Tan ends it by tapping a Tibetan brass singing bowl.

They discuss what it means to succeed, and to fail. “Success and failure are emotional and physiological experiences,” Mr. Tan says. “We need to deal with them in a way that is present and calm.”

Then Mr. Lesser asks the entire room to shout in unison: “I failed!”

“We need to see failure in a kind, gentle and generous way,” he says. “Let’s see if we can explore these emotions without grasping.”

Talking about failure?

Sharing feelings?

Sitting quietly for long, unproductive minutes?

At Google?

I snagged this story when I met a woman who had worked on the class with Meng and who told me about him. Immediately intrigued, I stayed in touch with her and discovered he was going to publish this book. In December 2011 I negotiated an exclusive with his publisher.

I flew from my home in New York to Mountain View, where all the tech firms are based, including Google — about an hour from San Francisco. I spent two days on campus in the Googleplex, which offered me an intimate glimpse into a company most of us know primarily as a verb, whose logo appears on our computer screens worldwide.

The campus is almost unimaginably lush, with every conceivable amenity. There are primary-colored bicycles available and at the entrance to each building are bike helmets hanging on the wall. There are umbrellas for those who prefer to walk. There are 30 cafes offering free food. Heated toilet seats. Apiaries. Swimming pool. Volleyball court. Ping pong tables.

The basic idea, as those of you who follow tech firms know, is to keep all those bright ambitious employees working without distraction — so there are on-site laundry rooms and the day I arrived even a large van containing a mobile hair salon.

While it knows a great deal about all of us who use it, Google, as a corporate entity is not chatty, so the level of access I was granted was unusual. I spent two full days and interviewed employees from different departments. It was interesting to see the contrast between the lovely, spotless physical spaces inside and out — including labeled grapevines and a community garden — and to hear how much Google expects/demands of its staffers, typically hired after an intense and grueling interview process.

The single most compelling memory? It’s not in my story.

Sitting on one of those Japanese heated toilet seats — and seeing a plastic folder on the wall beside me, with a (copyrighted) one-sheet lesson in it, part of their program called Learning on the Loo. Yes, really.

The photos, which are fantastic, are by San Francisco based freelancer, and a friend, Peter DaSilva. I loved having the chance to watch him at work.

The photo editor was Jose R. Lopez — my husband.

Great story and lots of fun to report and write. I hope you enjoy it and spread the word!

Here’s a 54 minute video from Google of Meng talking about his book.

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