Perceptive theory is also described as “"cognitive science" (e.g. any kind of mental operation or
structure that can be studied in precise terms). This also applies to those
who are responsible for managing large teams – people for their company. Studying new business
domain and expected out come in precise manner before abruptly driving some strategies
is mandatory requirement.
Perceptive theories are also known as concepts
of personality that emphasize perceptive processes such as thinking
and judging. This includes setting up of the expectations at a realistic –
right level. Over optimism and depression, both are mind set issues however in
every company; you will come across some amateur mid or senior level managers
driving their teams with overly optimistic and unrealistic policies and spoil
the work environment for everyone.
One of the most common mistakes some leaders
make while managing people is that they go for micro
managing people working under them. They use their designation and authority
and spoil the whole working environment. They think that by creating an
atmosphere of fear will push people and they will deliver good results however
most of the time it end up damaging moral of the people.
Some people are like "born
scientists" Their thought process is based on limited experience and they
see the world through a particular lens, based on some uniquely structured
systems of controls that they have used in past with some companies. They
sometimes integrate systems based on their own personal mind frame which may
not be suitable in dynamic business world where G.T.M. is different for the
every business domain. They always anticipate future issues more than the
future growth and keep the reasoning ready for under performance. By the time
they realize their policies are misleading for the existing business situation,
it is too late since “management mess” situation is already created by that
time.
Factors like “micro managing” always
affect performing employees much more than the non-performers. It does heavy
damage to their goal-setting and self-controlling beliefs which leads to losing
interest in their core activities. Even for new employees with limited domain
knowledge-experience, micro managing creates high insecurity and fear which
also prevent them to open up and use their creativity. In humanistic
psychology, focus is mainly on subjective experiences of people as against
forced, definitive factors that determine their behavior.
I have come across many such cases where
the leader will micromanage people working below him, create atmosphere of
insecurity, spoil the company environment and when it proves to be wrong in
terms of growth achievement, they leave their own job after 2 to 3 quarters.
This situation will damage the organization much more in terms of losing
confidence of the performer / loyal employees into the organization.
Mentoring is always more effective option
compared to micro managing however mentoring should always be aimed toward
encouraging individuals to design ambitious goals and work toward them along
with the recognition that there are external factors that may impact their
achievements.
Effective
mentor must have the ability to perform, demonstrate and set positive
examples by themselves if they wish to earn respect of their team.
Bhartesh Sagar
December 18, 2013
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