Hi All,
Greetings!
I am looking for a solution to deal with ego problems among team managers. We are in the travel business, and this seems to be the biggest problem in our organization. Looking forward to all the valuable suggestions, advice, and opinions.
Regards,
Dhanya
From India, Ernakulam
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Greetings!
I am looking for a solution to deal with ego problems among team managers. We are in the travel business, and this seems to be the biggest problem in our organization. Looking forward to all the valuable suggestions, advice, and opinions.
Regards,
Dhanya
From India, Ernakulam
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Dear Dhanya,
My replies are as below:
a) Ego problems exist in every company, not just yours. Possibly, your company may have a little more.
b) Ego problems arise because of the top management. They allowed the development of egos among managers. It is a failure of top management that did not foster a "culture of humility."
c) Ego develops due to a lack of understanding of interdependence. It is also developed because the top management has failed to create the organization's common goal.
So what is the solution now? It could be as below:
d) Don't ever think that a few training sessions on team-building will work. With my decade-long experience in this training, I can confidently say that there will be an effect of this training for a few days or weeks, and thereafter, it will wither away.
e) Lack of a culture of performance is one of the reasons for ego issues. On how many parameters do you measure the performance of managers? A monthly or quarterly scorecard should have at least 5-6 minimum. These can go up to ten as well.
f) Train your managers on "Invisible costs." Show them how companies suffer because of these invisible costs. It is easy to take action to control visible costs, but many managers or even top management do not know how to calculate or identify the invisible costs.
g) Train your managers on how to eradicate negative conflict and how to substitute positive conflict in its place. This is much easier said than done. They need to understand how much revenue is lost because of the simmering tensions beneath the surface.
There are other solutions as well. We will talk about them later. If you want to hire my services for training, it would be my pleasure to associate with you.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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8036My replies are as below:
a) Ego problems exist in every company, not just yours. Possibly, your company may have a little more.
b) Ego problems arise because of the top management. They allowed the development of egos among managers. It is a failure of top management that did not foster a "culture of humility."
c) Ego develops due to a lack of understanding of interdependence. It is also developed because the top management has failed to create the organization's common goal.
So what is the solution now? It could be as below:
d) Don't ever think that a few training sessions on team-building will work. With my decade-long experience in this training, I can confidently say that there will be an effect of this training for a few days or weeks, and thereafter, it will wither away.
e) Lack of a culture of performance is one of the reasons for ego issues. On how many parameters do you measure the performance of managers? A monthly or quarterly scorecard should have at least 5-6 minimum. These can go up to ten as well.
f) Train your managers on "Invisible costs." Show them how companies suffer because of these invisible costs. It is easy to take action to control visible costs, but many managers or even top management do not know how to calculate or identify the invisible costs.
g) Train your managers on how to eradicate negative conflict and how to substitute positive conflict in its place. This is much easier said than done. They need to understand how much revenue is lost because of the simmering tensions beneath the surface.
There are other solutions as well. We will talk about them later. If you want to hire my services for training, it would be my pleasure to associate with you.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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Hello Sir,
Thank you so much for such an informative reply. I would like to know more about how can they be "Trained on Invisible Costs"?
How can we develop a Work Culture with proper Conflict Management?
Also, we are planning for suitable Training to develop our staff. I would like to speak to you shortly about the same.
Looking ahead to hear from you.
Regards,
Dhanya
From India, Ernakulam
Acknowledge(0)Amend(0)
Thank you so much for such an informative reply. I would like to know more about how can they be "Trained on Invisible Costs"?
How can we develop a Work Culture with proper Conflict Management?
Also, we are planning for suitable Training to develop our staff. I would like to speak to you shortly about the same.
Looking ahead to hear from you.
Regards,
Dhanya
From India, Ernakulam
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'Conflict Management' Quotations for Training program.doc