The Manager’s Paradox

Some years back, my son — then a young boy — asked me a cheeky question. “I am your only child… so I can’t ask you who your favorite is. But you have worked with many team members over the years. Do you have a favorite?” I smiled and said, “Yes… I do have a … Continue reading The Manager’s Paradox →

The Six Faces of Micromanagement

I once worked with a manager who expected me to report progress thrice a day. And send a detailed report end of the day. I wasn’t a rookie; I had 15 + years’ experience and was managing a team. Here’s are the 6 faces of micromanagement: Seek frequent updates: either you send the updates or … Continue reading The Six Faces of Micromanagement →

Kill the hierarchy – flip the script

“I will check with my superior and let you know”, said Sid. By superior, he meant his manager.At times, team members are also referred to as ‘subordinates’Aren’t these words – superior and subordinate – undermining equality; laced with assumption that manager is inherently better than the employee.Does being higher up in hierarchy necessarily make someone … Continue reading Kill the hierarchy – flip the script →

What makes good people managers stand out?

Few weeks back, I had a coaching conversation with a colleague. He had joined the corporate world 5 years back; for the first time in his career was faced with a difficult peoplemanager . He was angry, frustrated, sad, irritated... a potpourri of emotions, unfortunately all negative!I respect this colleague, his capabilities and was anguished … Continue reading What makes good people managers stand out? →

Truth and Dare – Employee Dilemma

At the end of the performance feedback discussion, your manager asks, "What feedback do you have for me?" Will you give honest feedback?I ran this poll last week, 69% said they will give candid feedback to the manager.Accepting constructive feedback from a team member is not easy. Once a team member told me, “Padma when … Continue reading Truth and Dare – Employee Dilemma →

The best managers are terrific detectives

Imagine this scenario: Two employees, Sam and Sarah, both failed to meet several goals last year. Seems like they're in the same boat, right? Well, not necessarily. Behind the scenes, their reasons for underperformance could be worlds apart. Now, picture yourself as their manager. You want to be fair, but you also need to hold … Continue reading The best managers are terrific detectives →

Individual performance is contextual

“I might be put under performance improvement plan in upcoming performance appraisal, what should I do?” I received this frantic call from an ex-team member Shweta (not real name). I had a long chat with her, trying to understand where things went wrong and helping her work out options. This conversation brings to fore the … Continue reading Individual performance is contextual →