develop your team's trust by blaming upper management
DESCRIPTION
As a line-manager, it becomes really tempting to distance yourself from your own superiors. It seems an easy option to win the hearts of your employees by blaming aggressive deadlines, overtime, and new process changes to the upper management’s initiative. Isn’t it? Does this mean that you have discovered a gold mine to develop a trust relationship between you and your team? It’s not quite that easy. If you want to create bonding with your employees then there are other avenues to do so instead of creating this bonding over being a victim of the upper management together. By blaming all the unfavoring decisions to your upper management, you are eventually damaging the confidence of your team. Some of the side effects may be..... 1. High turnover: Your team will feel that they can’t trust the organization anymore, and hence, they will start looking for their next career move. 2. Team stagnation: Due to the negative perception of the upper management, your team will think that their inputs are not valuable in the organization. Thus, they will stop providing their valuable inputs to you, and hence, they won’t be able to provide any value to the organization. 3. Loss of respect: Even though you started blaming the upper management for all the negative decisions to build the trust between you and your team, you won’t be able to help yourself from losing the respect of your team. Due to your negative publicity of the upper management, your own team members will think that you are weak and powerless in the organization. And hence, their respect for you will decrease over time. Thus, when you think that the easiest escape from your team’s negativity is to blame the upper management, then think twice. Don’t ever use phrases like.....“I don’t know why we’re doing this”, “no one ever consults with me on these new initiatives”, “I disagree with this upper management’s decision as well” etc. A true leader should have the courage to represent the upper management and their views. If you disagree with their decisions, then instead of blaming them in front of your team members, confront them, try to understand the reasons behind those decisions. And remember......by blaming your superiors, you are not going to build any relationships, you will only lose respect of your team.TRANSCRIPT
1 Author: [email protected] | Contact information: http://BhavinGandhi.com
Can you win your team’s trust by blaming the upper management? by Bhavin Gandhi
As a line-manager, it becomes really tempting to distance yourself from your own superiors. It seems an easy option
to win the hearts of your employees by blaming aggressive deadlines, overtime, and new process changes to the
upper management’s initiative. Isn’t it? Does this mean that you have discovered a gold mine to develop a trust
relationship between you and your team?
It’s not quite that easy. If you want to create bonding with your employees then there are other avenues to do so
instead of creating this bonding over being a victim of the upper management together. By blaming all the
unfavoring decisions to your upper management, you are eventually damaging the confidence of your team. Some
of the side effects may be.....
1. High turnover: Your team will feel that they can’t trust the organization anymore, and hence, they will start
looking for their next career move.
2. Team stagnation: Due to the negative perception of the upper management, your team will think that their inputs
are not valuable in the organization. Thus, they will stop providing their valuable inputs to you, and hence, they won’t
be able to provide any value to the organization.
3. Loss of respect: Even though you started blaming the upper management for all the negative decisions to build
the trust between you and your team, you won’t be able to help yourself from losing the respect of your team. Due to
your negative publicity of the upper management, your own team members will think that you are weak and
powerless in the organization. And hence, their respect for you will decrease over time.
Thus, when you think that the easiest escape from your team’s negativity is to blame the upper management, then
think twice. Don’t ever use phrases like.....“I don’t know why we’re doing this”, “no one ever consults with me on
these new initiatives”, “I disagree with this upper management’s decision as well” etc.
A true leader should have the courage to represent the upper management and their views. If you disagree with
their decisions, then instead of blaming them in front of your team members, confront them, try to understand the
2 Author: [email protected] | Contact information: http://BhavinGandhi.com
reasons behind those decisions. And remember......by blaming your superiors, you are not going to build any
relationships, you will only lose respect of your team.
Bhavin Gandhi | June 5, 2013 at 1:27 PM | Tags: 21st century, Accountability,Blame your
management, Challenges, Change from within, High turnover, Leaders of Tomorrow, Leadership
Don'ts, Leadership Failures, learn from people, Loss of respect, Management, Responsibility, Team
leadership, Team stagnation | Categories: 21st Century, Leadership, Management |
URL: http://wp.me/p103Cm-a9