You are currently browsing the tag archive for the ‘People Management’ tag.

image I started to work for a new manager last year. The first thing my new boss asked me to do is to buy this book, “StrengthsFinder 2.0“, and take the test online. He assured me I would like that. Obviously, he took the test himself before and it has been tremendously helpful to his own career growth.

I bought the book, certainly. The introduction section explained why they think people should focus on their strengths instead of their weaknesses.

Their reasons are simple:

  • No one is perfect. We are all naturally good at something and fall short on other things.
  • It’s our talents and strength that makes out standout, in a good way. Not the shortcomings.
  • We are more engaged and happy when working with our strengths than working with our shortcomings.
  • It’s more efficient to develop our strengths than to remedy our shortcomings.

By the way, they are a group of psychologists working for Gallup, holding Ph.D and Master degrees in Psychology.

Read the rest of this entry »

Advertisements

In the summer of 2002, I was promoted from a senior developer to a manager leading a four person team. I was thrilled.

As other technical managers, my thinking was really natural. Since I was promoted, that means my way of doing things was the right way. Now, I just needed to require everybody to behave like myself and my team would be the best!

I failed in no time. It’s impossible to require everybody to behave like myself. I was young and single. Just got my master degree of computer science from a good university. I can adapt to new technologies easily. I can work 12 hours everyday including weekend. All my team mates were married and have family to take care of. They were much older than me. They couldn’t frequently spend their after work time working over time and learning new technologies. And they had their own ways of doing things and learning.

Fine. I would take all the work. Whenever they didn’t know how to do the job, I took over. Gradually, I found this wouldn’t work either since I barely have any free time left. The output of the team was not satisfactory.

I was very strict on every one’s job, maintaining a very high standard. I constantly criticized my team mate’s work and asked them to redo it multiple times. Eventually, I found that they started to ask me for very specific instructions and wouldn’t start the work until they get the instructions. I felt I was exhausted and couldn’t handle it anymore.

Why didn’t they listen to me? Why couldn’t they do the good jobs as I did? Why did they keep asking questions? Why cannot they work independently by themselves?

At my darkest moment as a new manager, I started to question myself. Maybe it’s because ME? Maybe I am not a good manager?

Read the rest of this entry »

November 2017
M T W T F S S
« Dec    
 12345
6789101112
13141516171819
20212223242526
27282930  

Blog Stats

  • 59,873 hits