- Producer25/05/2016Nothing To Do Tuesdays“It is better to have loafed and lost than never to have loafed at all.” James Thurber I hate Tuesdays. I always have. There is something just fundamentally wrong with Tuesdays in general. First, they fall right after Monday so you know right...
Comments25/05/2016 #1 Franci🐝Eugenia HoffmanGreat post and I can relate. When I worked I used to hate Mondays, however, not so much now that I retired. I like calendars only to keep track of holidays and special family days, otherwise meh. It's one of those can't live with them and can't live without them.
- Producer25/05/2016Are You a Featured Bee or Just Horsing Around? - See Guest List Below Introducing the beBee A-list for THIS IS beBee After Dark's Summer Blockbuster Party May 29th at 9 PM Eastern Time Right Here on beBee Loribeth Pierson, Catalina Serrano, Qamar Ali Khan, Pamela I. Williams, Milos Djukic, Jan Johnston Osburn, Gary...
- Producer23/05/2016Should Managers be Feared or Loved?The Renaissance period Italian statesman, Niccolo Machiavelli, once said this about leadership, “It is better to be feared than loved…” But does this sage advice ring true in the contemporary workplace? All employees want great managers,...
Comments09/01/2017 #17 Franci🐝Eugenia HoffmanThank you, David, and glad to see this post make the rounds again. I had a few monster managers during my career and found, through my LI connections, most are no longer in a management position. However, their departure may be too late for some employees. Working in fear of one's manager is too stressful. Sometimes it's best to seek other employment.09/01/2017 #16 debasish majumderin the modern management of hierarchy is there any room for manager without fear? is n't it a fallacy to be considered a manager as a 'Great' in terms of his soft approach and modest demeanor? however, great insight @David B. Grinberg View morein the modern management of hierarchy is there any room for manager without fear? is n't it a fallacy to be considered a manager as a 'Great' in terms of his soft approach and modest demeanor? however, great insight @David B. Grinberg! enjoyed read. thank you for the share. Close06/01/2017 #15 Jesse Angeles@David B. Grinberg great buzz my friend! I do agree that there should be ways to learn how to survive monster managers but I also see that if you just trying to survive; maybe you should seek else where. In my time as manager or being led by managers I could agree more on the moses manager. By leading like this others will thrive and not just survive! If one believes that theyou need to survive monsters are sad individuals that need some guidance.06/01/2017 #14 David B. Grinberg#13 Many thanks for taking the time to read this post and share your exemplary comments, @Devesh Bhatt, which are greatly appreciated. You make some very good points with which I concur. In fact, I wrote a follow-up blog post addressing your savvy statement below: "The real issue is how to survive under monster managers, till we can find something better."
Thus, if and when you have a chance, I would appreciate your thought on my follow-up post, "How to Engage or Elude Monster Managers" https://www.bebee.com/producer/@dbgrinberg/how-to-engage-or-elude-monster-managers
Thanks again, Devesh!06/01/2017 #13 Devesh BhattI think the behavioural evaluation of this kind is inconsistent and unjust.
An ideal manager for me :
1. Whenever I'm given time, whether barking/polite, I am being taught the work/nuances/damage control. Herein Its always best to be hired by the reporting authority-its transparent.
2. The manager is available all the time for me to state my concerns and issues and solve them even if they are insignificant.
3. Values the process/system but not the bureaucratic slowdown. Actively work towards improving the system.
Monster Manager --nepo tism, unjust and two faced, usually the polite ones have shown more of this trait. Nobody is frustrated 24x7 , they have a problem or it is the pretence if authority -- initiate and state how its a problem for you, I think it is critical to understand the essentials of a work contract to have a workable boss, if one joins a job with no leverage and transparency, it won't work.
If they follow bureaucracy over productivity, one must see consistentency, maybe it represents honest behaviour, just an inability to improve the system..where you can give a valid input.
The real issue is how to survive under monster managers, till we can find something better.
As far as managers are concerned, they will go by personal experience, then cultural alignment with organisation and then any other source of learning.
Another question...does the content for managerial improvement need to be culturally aligned for application??16/12/2016 #9 Max🐝 J. CarterI used to have this debate with my peers back in my corporate days and worked to be a manager who was loved and had much more loyalty from my team and a stronger desire to perform from them.
Or to say you are right on the money @David B. Grinberg View moreI used to have this debate with my peers back in my corporate days and worked to be a manager who was loved and had much more loyalty from my team and a stronger desire to perform from them.
Or to say you are right on the money @David B. Grinberg. Close23/05/2016 #1 Erroll -EL- WarnerMonster managers are insecure individuals. They lack the education, knowledge, and competency to function effectively. They usually feel intellectually challenged by their subordinates. They have no tolerance for accountability, respect, transparency, humility, and honesty. Micro managers are a huge cost factor to any organization.
- Producer18/05/2016How to Rock the Conference CircuitIn my 20+ years in Capital Markets, I have attending countless conferences, manned booths, been a panel speaker, hosted roundtables. But at the end of this month, I will be attending the massive RISE 2016 startup conference in Hong Kong as a...
Comments18/05/2016 #4 Dean OwenGraduation cap erasers ! Not a bad idea. Thanks @Michael Jones. To be honest, I am not too sure of the value of freebies. Spending money inviting people for a cup of coffee/tea is, in my opinion, a better use of resources. But people expect freebies, so we gotta give 'em freebies!18/05/2016 #3 NO one@Dean Owen also I recommend the use of Slack app between the people that are going to be working at the Conference and you. This app would allow you to communicate instantly and professionaly, it lets you divide groups also and share documents and images. In that way no one would miss changes or sudden happenings.
- Producer17/05/2016Here's a quick way to make meetings more fun!Happy day! Short post today.I just want to share with you two tips to make meetings more fun!. And I'm particularly thinking about those meetings where geeks have to share their results with plain human beings... You know, mixed audiences make it...
- Producer10/05/2016How Marketers Measure the Effectiveness of Sponsorship and Event InitiativesMost marketers (62%) report being at least somewhat satisfied with their ability to measure the return on investment (ROI) of sponsorship and event marketing initiatives, according to a recent report from the Association of National...
Comments11/05/2016 #2 NO oneIt's a good question, there are some resources that you have to be careful how to measure. I mean, the time (hours) you spend on the event and also the time you spend organizing and analizing afterwards has also a price. There are other like this that you have to take into consideration to calculate first your investment and then after all if it was it worth your company's while. At the end, the ROI is a ratio that represents the efficiency of the investment you made so it also depends on the performance or effort you put into the event being aware that it's going to affect the result of the ROI. Great buzz @Stephane 🐝 Fenner