Management is a balancing act. Tip one way, and you fall off on the side of too much attention; tip the other, and you don’t care.
Getting stuck is frustrating. But it doesn’t make sense if there’s a way out. Does this happen in hiring?
When we promote someone, we’re asking them to drop current activities and do different ones – really, to be someone different. Do you know WHO you are promoting?
Is someone Competent also Confident? It might seem like it – until they’re on the job and they’re asking too many questions. What’s the difference? How can we tell – before they’re hired?
Managers – a vital link between top level decisions and front line performance. How do we know when we need to pay attention to this role?