3:2 MDP Blogs

National Hug your Boss Day – 15th September

National Hug your Boss Day – 15th September

National Hug your Boss Day – 15th SeptemberIt was National Hug Your Boss Day on September 15th.  With that in mind, are you more likely to get a hmmpph! than a hug from your team? With half of employees reportedly leaving their jobs because they don't get on with...

6 Ways Managers Can Create Better Relationships With Their Team

6 Ways Managers Can Create Better Relationships With Their Team

6 Ways Managers Can Create Better Relationships With Their TeamAre you a manager and not feeling the love and respect from your team? Have a Positive Attitude - Whilst your attitude alone will not determine success, it plays a large part in the success process....

The Formula for Exceptional Delivery

The Formula for Exceptional Delivery

The Formula for Exceptional DeliveryDon’t let perfection get in the way of good   New managers, as well as experienced ones, often get stuck on the hamster wheel of wanting to deliver exceptional service and products every time. This is an admirable trait, albeit...

Moving from Mate to Manager Successfully

Moving from Mate to Manager Successfully

Moving from Mate to Manager SuccessfullyInternal promotions – learning from others mistakes   A word of caution: it is often difficult to transition from being a mate into a managerial role successfully, and I write this through experience. In a previous role I...

Functioning workaholics – the route to rehab

Functioning workaholics – the route to rehab Functioning workaholics, are you one?   Functioning workaholics can have the same effect on family, friends and the workplace as alcoholics. Just like alcoholics, workaholics are always looking for their next fix....

The Bute Group Ltd’s Subsidiaries

The Bute Group Ltd The Bute Group, Bute House, 16 Hillfield Close, Harrow, HA2 6BA Telephone +44 (0) 203 489 6734 www.thebutegroup.com Company Number: 11158488   Bute Ltd Bute House, 16 Hillfield Close, Harrow, HA2 6BA Telephone +44 (0) 203 489 6734...

Outlook to the rescue!

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6 Ways Managers Can Create Better Relationships With Their Team

Notice your Reflection – As a manager it is hard to miss how your own attitude, behaviour, and possibly more so your mood impacts that of your team. It is very difficult to maintain motivation within your team when you yourself are feeling demotivated and potentially miserable within your role.

If your staff are not performing, promote them!

Some individuals who have demonstrated learned helplessness have been promoted into a managerial position. Within the workplace learned helplessness can be demonstrated when an individual continues to carry out an action knowing it is not working and yet, not changing...

Changing Perception relies on Values

Oh WOW, the energy levels in the room shot up. There was a mix of indignation, anger, disbelief and wishing. This Manager had the audacity to say he based the salary figures on what he considered the others worth…

Certainly one way of raising the energy, not one that I would advocate.

You make passive-aggressive adorable

Outcome of the promotion, Jo’s lack of experience or development within the role, led to too many issues being swept under the carpet.

The final conversation with Fiona led to HR being involved, with Fiona claiming gender discrimination.

The ‘C’ approach and Managers – career limiting?

Fear of Challenge

A lot of Managers fear challenge. This is often due to them fearing being seen as a lesser Manager, someone who does not have all the answers, they feel foolish when this happens. It can feel humiliating for them. Their response is one of anger, resentment and as a result they close down; their team learns very quickly to stop challenging and become submissive.

Attitude, Values and Beliefs – 3:2 Management Model

How do you rate attitude? Would one measurement be based on smiles? How professional their language and tone of voice is? Or even the happiness in their voice? It is all so subjective, just as happiness is not a universal standard, or what sounds professional to one may sound stand offish to another.

The Neil Diamond Effect – Managers Engagement

After some time and more great songs those on the elevated seats around the arena started to get off their seats and dance. It started slowly with only the first couple of rows dancing, this was followed up with a ripple effect until the majority of people in all the rows were up and dancing.

It was interesting to watch the engagement with his audience and how time, influence or maybe confidence took over and Mr Diamond had the majority of people on their feet.

TRUST your work – 3:2 Management Model

You know your Treasure, now look at the resources required to meet the goal. It may be worth at this stage moving to the ‘T’ – Time bound. This will give you an idea of time constraints and therefore give you a better idea of resources.

This is all the resources required from self and others, people, budget, equipment etc.

Imagine what resources you might require if there were no barriers.
Now work with the limitations you do have
If there are additional resources required, how will you bridge the gap?

The Bike Shed Effect

Why are Managers not owning unproductive meetings, are they enablers? Is there a culture within your business that silently promotes this… Qui tacet consentit, – silence gives consent.

Six simple truths to getting over the Bike Shed Effect in meetings…

High Performance Outcomes – 3:2 Management Model

The reasons and excuses of under-performers

Many Managers know the goals that they are working towards and do not deliver. This is often because of lack of resources, lack of commitment, lack of motivation and even lack of want.

Equally many Managers will struggle to measure the success or failure of the goals they are working towards.

The 3:2 Management Model

The Step up mind-set is the key to setting you apart from the other managers. The step up mind-set does as it says on the tin; it puts you in a position to step up to the next level whether this be a role change, career promotion or enhanced performance.

The great, the bland and the downright awful…

Leaders and/or Managers come in many shapes and sizes, many styles, many levels of experience and many levels of adequacy from the great and inspirational, the mediocre, the bland and then the downright awful… The Great There are the great leaders who have taken you...

Appraisals, Why bother?

Early February I had a meeting with a HR Manager who was talking in general about what was happening within the business. He excitedly spoke about new projects, existing projects, new training initiatives, people problems and in the same breathe he mentioned the word “appraisals” and his body language instantly changed.

Your Reputation Far Exceeds Your Marketing

Marketing is a lot closer to home than often realised. The bad news for companies; This form of marketing cannot be controlled. This form of marketing is your staff - your employees, from the most junior to the most senior. A lot of companies will allocate a large...

Tesco forgot their customers

It’s been reported today (14th of October 2014) by the BBC that Supermarket giant Tesco has asked three more executives to leave their posts as the fall-out continues from its £250m profit guidance overstatement. They take the number of suspended executives to eight.

Watch – Manipulation vs Inspiration

As a manager, are you aware of how to get the best from your employees in an ethical and rewarding way? Margo discusses the difference between manipulating employees versus inspiring them to get the job done and how to tell the difference between the two!

Work-life balance? Get real…

Why do you work late into the evening and all weekend and then complain… I haven’t seen the children, partner, friends, family etc. For some you feel you have to work late… the company culture dictates it, promotion depends on it, income depends on it and so forth. This is very true of males and females with or without children.

Collaboration – Foe or Friend

People don’t understand how to collaborate. … and in particular what happens is under pressure people revert to type, so at some point the person might have been taught how to collaborate but once they’re put under pressure for whatever reason, they will revert to aggression rather than collaboration”.