Dr. Kathleen Miller Talks Leadership: Recent Comments

Comment on Why are the Soft Skills so Hard?

software development uk — Fri, 13 Nov 2009 16:02:55 GMT

Quite inspiring,

Looks very interesting,

Keep up the good work

Comment on Hidden Agendas and Hard Messages

Thomas Richards — Wed, 25 Mar 2009 11:37:03 GMT

I was just thinking about Hidden Agendas and Hard Messages and you’ve really helped out. Thanks!

Comment on Providing Feedback to Managers

Private Number Plate — Mon, 13 Oct 2008 10:07:45 GMT

What I do first is to make sure that the manager hears what I have to say first before he makes the decision. I'm not saying that what I will say will sway his decisions but at least I gave him an option on what to do.

Comment on Providing Feedback to Managers

PPC Management — Thu, 18 Sep 2008 14:04:49 GMT

I believe too that the manager makes the final call but the employees should air their side before the decision is made.

Comment on Create an Awesome Virtual Team

Pat Williams — Mon, 14 Apr 2008 10:33:40 GMT

I liked your site.

Comment on Providing Feedback to Managers

Joe O'Keefe — Sat, 28 Apr 2007 08:12:20 GMT

This just happened to me on Friday (4/27/07) with a crueler twist.

I created a very simple concept for an email blast. My supervisor took it and wanted to drive people to our website rather than just keep it simple with a "this product is here and this is how you get it" theme. The supervisor cut out the point in my draft that said, "Contact so-and-so to get the product". Well, the first response to my ininital email blast was, "who do I contact and how do I get the product?". When I pointed this out to the supervisor, rather than a, "hey, we needed to keep that in there", the response was, "email the potential client back and tell him how to get it".

Very discouraging but I sure it happens all of the time in companies large and small. No real resolution, just focusing on something else or blaming some other aspect.

Comment on Providing Feedback to Managers

Jerome Alexander — Thu, 26 Apr 2007 00:37:59 GMT

Here's what I have seen many times in the past:

Manager,"Look, here's what you need to do. They need this by Thursday!"
Subordinate,"Have you considered....?"
Manager,"I don't have time to debate the issue. Just get it done."
Subordinate, "Sure but...."
Manager,"But nothing. I have your buy-in don't I?"
Subordinate, "Buy-in? I don't think..."
Manager,"You're being paid for results."
Subordinate,"But..."
Manager,"Don't be part of the problem, be part of the solution. Don't focus on what you can't do. Focus on what you can do."
Later when the plan fails or does not produce the desired results.
Manager,"I thought I had your buy-in."
Subordinate,"I tried to tell you..."
Manager,"Had you only been stronger in your views, we may have able to avoid this. You need to work on your communication skills."

Sounds funny but happens all the time.

Comment on Providing Feedback to Managers

Bob Gilbert — Thu, 12 Apr 2007 05:11:55 GMT

The ability of a manager to listen to a subordinate disagreeing with the managers fix to a problem is a good measure of the manager. Consultants are in a different position when it comes to disagreeing than a subordinate. The manager ought to be asking for ideas BEFORE DECIDING ON A FIX. PERFORMANCE PROBLEMS ARE BEST SOLVED THROUGH THE HELP OF PEERS OF THE PERFRORMER.

Comment on Providing Feedback to Managers

Joe O'Keefe — Thu, 05 Apr 2007 03:19:39 GMT

This issue is my number one frustration. So many time my supervisor has a knee jerk reaction that is born of frustration over many other things. With this negative energy on the loose it is difficult to reign him back in. Sometimes, if I am rested, I can logically go through potential solutions to aid the problem. I need to do more in the way of explanation and preparation to discuss further solutions on a more consistent basis.

Great point, Kathy. Thank you!

Comment on Acting on the Hard Messages

Kathy Miller — Sat, 24 Feb 2007 16:13:10 GMT

Readers,

Let me hear from you on this topic. If this post is relevant to you, please comment.