What do you need a Manager? In this episode of the HBR suggestions of podcasts, Dear HBR:,cohosts Alison Beard and the Danish Golden answer to your question in the help and Alan Van East Bay Professor Weatherby School of Management, Case Western Reserve University and co-author of the book Helping people change: training and compassion of lifelong learning and growth. They talked about what to do when you have been in mining a management role, but you don’t want it, you have only informal management experience in your resume, or your boss is preventing you from income the title of the management.
To hear more of the plot, and find out how to subscribe on Dear HBR: Page. Your e-mail problems, 关于你的工作场所的困境丹和艾丽森在[email protected]
From Alison and Dan’s reading list for this episode:
HBR:Are you sure you want a Manager? By Joseph Grenny—”I have sat with many of the recent push leaders over the years—the rise of new supervisors, the first Committee on Earth observation satellites, and even the recent election of political leaders-some people want to know what they got themselves. I also participated in the consideration of some who are ambivalent about taking on a new position and the heating in their own lives. Here are some of the lawyers in consideration of what is before you leap to management.”
Book: Helping people change: training and compassion of lifelong learning and growth By Richard E. Boyatzis, Melvin Smith, and Ellen van East River Bay—”this is what great coaches do. This is what great managers do and great teachers and what others do who knows how to help people find and do what they love. They participate in our dialogue to inspire us. They make we want to develop and change, and they help us to do so.”
HBR: How to know if someone is ready to become a management by Anna Ranieri—”one of the important things to look for in this case the awareness of Nature of management. Moved to a management role, need to give up your own an individual task States the duties and assume new responsibilities as a team leader. If the new management does not fully understand, they may have something.”
HBR: what about having a”growth mindset”actually means by Carol Dweck—”to maintain growth in the region, we must identify and work with these triggers. Many managers and senior managers have benefited from learning to recognize when they fixed thinking’people’out and what to say to make them feel threatened or defensive. The most important is that over time, they have learned to talk back to it, convince it to cooperate with them as the pursuit of challenging goals.”
A complete written record of the incident will be available through August 12.