Prakash Baskar’s Post

🤔 Why shouldn't we blindly accept directives from managers? 🤔 🚫 Blindly accepting directives from managers can limit our growth and hinder creativity. Here's why we should question and critically evaluate the instructions we receive: 1️⃣ Encourages independent thinking: By questioning directives, we foster a culture of independent thinking and innovation. It allows us to bring fresh perspectives to the table and propose alternative solutions that may be more effective. 2️⃣ Avoids mistakes and misalignment: Blindly following directives without understanding the rationale behind them can lead to errors and misalignment with business goals. Taking the time to question and seek clarification ensures that we are on the right track and working towards the right objectives. 3️⃣ Drives professional development: Challenging directives opens the door for professional growth. It presents an opportunity to engage in meaningful discussions with managers, exchange ideas, and deepen our understanding of the business. This learning experience helps us develop new skills and broaden our expertise. 4️⃣ Promotes a culture of feedback: When we question directives, we encourage a culture of open communication and feedback. By sharing our concerns or proposing alternative approaches, we contribute to the development of a more collaborative and inclusive work environment. 🌟 Remember, questioning directives doesn't mean disrespecting authority. It means taking an active role in our own professional development and contributing to the success of the organisation. Let's be curious, thoughtful, and empowered to make a positive impact! 💪 #Leadership #ProfessionalDevelopment #CriticalThinking #LinkedIn 🌐

Micromanagement can be one of the most stifling and demoralizing aspects of a professional environment, a truth I’ve experienced firsthand in several of my past roles. In those positions, my every move was scrutinized, my decisions second-guessed, and my autonomy stripped away. This environment not only hindered my productivity but also dampened my motivation and ability to thrive. When managers micromanage, it creates a culture of distrust, where creativity, problem-solving, and initiative are stifled. Instead of being empowered to meet goals, I often felt constrained and undervalued, leading to slower progress and less impactful results. In stark contrast, my current role has been a breath of fresh air. Under a manager who genuinely understands leadership, I’ve been given the freedom to utilize my expertise and make decisions. This trust and autonomy have allowed me to work more efficiently and effectively, achieving success at a pace I never thought possible. Rather than feeling scrutinized, I feel supported and inspired. My manager’s ability to lead without hovering has reignited my passion for my work and shown me the true potential of a collaborative and empowering professional environment. The difference is clear: managers who micromanage stifle growth, while those who inspire and trust their teams foster innovation, confidence, and success. My recent experiences have solidified my belief that great leadership is not about control but about empowering others to achieve their best. #LeadershipMatters #EmpowermentOverControl #MicromanagementSucks #EffectiveLeadership #WorkplaceCulture #TrustInLeadership #EmpoweredTeams #LeadershipGoals #AutonomyAtWork #InspiringLeadership #ProfessionalGrowth #SuccessThroughTrust #ManagementTips #WorkplaceInspiration #FreedomToSucceed

"My Manager is Toxic, But Here’s Why I’m NOT Leaving…" How many times have you thought: “My manager is the worst, I need to leave”? I’ll bet more than once. It’s a silent epidemic in many workplaces—toxic management. In fact, a shocking 50% of employees leave their jobs because of their managers, not the work itself. It’s so common that we’ve all seen it: Managers who yell and humiliate in front of the team. Bosses who threaten job security to drive results. Leaders who use company “ethics” to push out dissenters. Those who ignore burnout after endless hours of work. Here’s the truth: No one starts as a bad manager. Somewhere along the way, they lose their humanity, get caught up in ego, or are never taught how to lead. What happens? We burn out. We disengage. We quit. But… I’m not quitting. I’m staying because I’m hoping for something that’s missing in too many workplaces: humanity in leadership. What makes a good manager? 💡 A manager who protects their team when upper management demands the impossible. A manager who asks for honest feedback—and is secure enough to act on it. A manager who leads with empathy, knowing they’re not just managing tasks, but humans with their own challenges. A Challenge to All Managers: 💪 How would your team describe you? Would they say you’re a toxic boss, or someone who leads from the heart? I challenge you to sit down and ask your team: “How can I be a better leader for you?” And more importantly—listen. Managers, it’s time to lead with heart and mind. Don't miss out! Follow Now & Hit 🛎 the BELL ICON to get ALL updates 🎙️🎙️Dr.Azmathulla Khan💎CEO, Advisor for Mentors, Mentoring Trainers in PMP®,ACP®,PMI-CP,DAVSC,PgMP® #Leadership #ToxicWorkplace #EmpathyInManagement #WorkCulture

What It’s Like to Work with a Leadership Team: A Personal Reflection!!! I’ve had the privilege of working closely with a leadership team recently, and it’s been an eye-opening experience. Here’s a snapshot of what I’ve learned along the way: Broadened Perspective: Being part of a leadership-driven environment expands your scope in ways you never imagined. You begin to look beyond just the immediate task at hand and think about the bigger picture—how your role fits into the organization’s long-term vision. Ownership and Accountability: The responsibility you take on is more than just the work itself. You start owning the results, both good and bad, and this ownership drives your professional growth. Problem-Solving Skills: The more you interact with leadership, the more you recognize the flaws in processes, communication, and strategies. You don’t just identify the issues—you start taking steps to resolve them yourself. It pushes you to be proactive, not reactive. Stronger Responsibility: As you step into leadership-driven roles, your sense of responsibility amplifies. You become more attuned to the ripple effects of decisions, both within your team and across the business. Anticipating Challenges: You gain the ability to foresee potential obstacles and anticipate problems before they become critical. This foresight becomes an invaluable asset when navigating complex business landscapes. Cross-Domain Communication: You learn how to engage with people from different functions, each with their own expertise and perspective. Understanding diverse viewpoints helps you communicate more effectively and collaborate seamlessly. Professional Ethics: Working closely with leaders strengthens your professional ethics. Integrity, transparency, and accountability become the foundation of your daily work, which in turn, fuels your credibility and trustworthiness. Confidence Boost: The more you take on, the stronger you become. Confidence in your decisions and in your abilities grows exponentially. And with that confidence comes the courage to take on more complex challenges. Financial Awareness: Working with leadership also means understanding where the organization’s resources are allocated. You begin to see how money is being spent and where it’s not being effectively invested. In summary, collaborating with leadership is a transformative experience. It challenges you, grows you, and sharpens your business acumen. It’s not just about doing your job; it’s about elevating yourself to a new level of professional maturity. #Leadership #Growth #ProfessionalDevelopment #BusinessStrategy #Ownership #CareerGrowth

🌟 Embrace the Power of Positive Leadership! 🌟 Your skills and dedication may be the foundation of your career, but the leadership environment you're immersed in can profoundly influence your journey. A supportive manager can serve as your guiding light, propelling you toward your aspirations and achievements. However, what happens when that support system falters and becomes a roadblock to your progress? 🚩 Here are empowering signs to be mindful of: 1️⃣ Nurturing Environment: Positive leadership fosters your potential, celebrating your accomplishments and nurturing your aspirations. Yet, the toxicity of certain behaviors can shatter this support, leaving you feeling undervalued and disheartened. 2️⃣ Trustful Collaboration: Trust serves as the foundation of any thriving work relationship. Toxic managers, on the other hand, tend to exert control through micromanagement, stifling creativity and autonomy. This not only diminishes productivity but also erodes trust and morale. 3️⃣ Transparent Communication: Effective teamwork thrives on open and honest communication. If your manager consistently shuts you out of vital discussions without valid reasons, it's a glaring indication of a lack of trust within the team. 4️⃣ Prioritizing Well-being: Your health and well-being should always take precedence. If your manager neglects your concerns or overlooks your need for personal time, it's crucial to recognize these red flags and advocate for yourself. 5️⃣ Retaliation: Retaliation in any form against employees for expressing concerns or seeking recourse is unacceptable. If you face reprisals for addressing issues with your manager, it's a clear indication of a toxic work environment that needs addressing. If you encounter any of these warning signs, don't hesitate to reassess the dynamics of your professional relationship. Remember, you deserve a workplace where your talents are celebrated and your well-being is safeguarded. Keep striving for the environment you deserve! 💼✨ #CareerGrowth #PositiveLeadership #ProfessionalDevelopment #Empowerment

“Ask any new manager about the early days of being a boss—indeed, ask any senior executive to recall how he or she felt as a new manager. If you get an honest answer, you’ll hear a tale of disorientation and, for some, overwhelming confusion. The new role didn’t feel anything like it was supposed to. It felt too big for any one person to handle. And whatever its scope, it sure didn’t seem to have anything to do with leadership.” I can attest for this and for that I wish to share it with so many that can benefit from this “advise “ . The article continues and has a very interesting passage : “One manager reports how she learned from an immediate superior: “She is demanding, but she enjoys a reputation for growing people and helping them, not throwing them to the wolves. I wasn’t sure after the first 60 days, though. Everything was so hard and I was so frustrated, but she didn’t offer to help. It was driving me nuts. When I asked her a question, she asked me a question. I got no answers. Then I saw what she wanted. I had to come in with some ideas about how I would handle the situation, and then she would talk about them with me. She would spend all the time in the world with me.” His experience vividly highlights why it’s important for the bosses of new managers to understand—or simply recall—how difficult it is to step into a management role for the first time. Helping a new manager succeed doesn’t benefit only that individual. Ensuring the new manager’s success is also crucially important to the success of the entire organization.” So important to reflect on this ! The full article here : https://lnkd.in/eqy2Z_ui By Linda A. Hill - She is the Wallace Brett Donham Professor of Business Administration at Harvard Business School, the author of Becoming a Manager, and a coauthor of Being the Boss and Collective Genius. Source : Harvard Business Review Dirk Bloem MQM Legal https://lnkd.in/eqy2Z_ui

“ Navigating the Challenge of Closed-Minded Management “ We've all encountered that manager who seems more interested in validating their own opinions than in genuinely listening to new ideas or leveraging the strengths of their team. It's frustrating, disheartening, and can stifle creativity and growth. Poor managers often fall into the trap of talking to be heard rather than listening to understand. This mindset not only undermines the potential of their employees but also limits the overall success of the team. So, what can you do if you're working under such management? 1. Pick Your Battles: Focus on the issues that matter most. Sometimes, pushing too hard on every point can lead to burnout. Be strategic about when and how you voice your ideas. 2. Document Your Contributions: Keep a record of your suggestions and contributions. This not only helps in performance reviews but also ensures you have a clear history of your efforts and ideas. 3. Seek Allies: Find colleagues who share your vision and can support your ideas. Collective voices are often harder to ignore than individual ones. 4. Continuous Learning : Keep honing your skills and expanding your knowledge. Even if your ideas aren't being acknowledged now, they may be invaluable in your future endeavors or in a more receptive environment. 5. Know When to Move On: If you find yourself in a situation where your talents are consistently undervalued, it might be time to consider new opportunities. Your growth shouldn't be hindered by someone else's inability to lead effectively. In the end, great managers are those who empower their teams, encourage innovation, and recognize the unique strengths of each individual. If you’re not experiencing this, don’t lose hope—keep pushing forward, learning, and striving for environments that value what you bring to the table. #Leadership #Management #EmployeeEngagement #CareerGrowth #ContinuesImprovement #WorkplaceSurvival

This is what great managers understand about their management style. A new perspective, not known to aspiring leaders. Interested? Here it is... 👇 The way managers communicate with their teams shapes the response and reaction that they will receive back. Transactional Analysis, introduced by Eric Berne, reveals that our ego states heavily influence our interactions. There are three ego states, and being aware of which one you communicate from often predicts the response. 👨👩👧👦 Parent Mode: Can either uplift or be constrictive with comments like, "What can we do to help you succeed?" or "You need to take more responsibility." The tone set here can either boost or hinder team spirit. 👤 Adult Approach: "Let's collaboratively identify the reasons behind unmet deadlines and discuss potential solutions." This fosters an environment of respect and collaborative problem-solving, essential for professionalism and accountability. 🧒 Child Response: Often manifests as frustration or pessimism, potentially disrupting team dynamics and impacting performance negatively. Spend a few minutes before your next team meeting to reflect on your communication. Are you being a kind or strict parent, a tantrum-throwing child, or a reasonable and factual adult? Remember, great management starts with self-awareness and the willingness to adapt. Simple changes in how we communicate can lead to significant improvements in team dynamics and performance. What else do you want to know? Drop in the comments. #LeadershipDevelopment #EffectiveCommunication #ManagementStyles

“Your manager is more important to your health than your family doctor.” Bob Chapman, CEO of Barry-Wehmiller No, this is not one of those ‘ideal’ but unrealistic quotes that you see online. Research shows that your direct manager at work is one of the most important people when it comes to the impact on your well-being. A good manager and you may not need to see your family doctor. A bad manager and you may need to see your family doctor often. Gallup research has shown that almost two thirds of all managers are disengaged at work. Just think about that for a minute; if two thirds of all managers are disengaged, that potentially means that two thirds of all employees are disengaged. No wonder they’re all at the doctors. This statement from Gallup recently summed up one of the main issues with managers. “For too long, companies have wasted time, energy, and resources hiring the wrong managers and then attempting to train them to be who they're not. Nothing fixes the wrong pick.” Often a manager is promoted because they were good at doing the job, however that doesn’t mean they have the skills to be a good manager. Even worse, becoming a good manager takes time, training, and mentorship however, most are thrown into the role with little preparation and little support. So, as a leader how much time are you spending on training your managers who have direct contact with your teams? If you’re a manager, how much time are you spending on learning the skills required? As an employee, remember don’t settle for a poor manager when there are still plenty of good ones out there. If you want to know more about the story of Bob Chapman, and what he did to change Barry-Wehmiller, read Simon Sinek’s book “Leaders Eat Last.” Empowering and inspiring every person and organisation we work with to realise their full potential using evidence based tool and protocols in every program we deliver. Sign up for our latest newsletter at https://lnkd.in/ekizyRwe #neuroscience #leadershipdevelopment #management #innovation

Research has shown that 70% of all employees have witnessed some kind of dysfunction within their organization, usually emerging from unresolved issues, poor communication, and lack of trust. The consequence of this dysfunction then trickles down throughout organizations, from disengagement to productivity and morale. So, let me ask? Are you a leader, driven and capable, but struggling with self-doubt as you gear up for a difficult conversation? Maybe you’re anxious, afraid it won’t go well, troubled that a solution hasn’t come together yet. You’re not alone. Let's revisit the typical symptoms of dysfunction that so many leaders and teams succumb to: Avoidance of tough conversations: This is where the resentment and disconnection come in. Low accountability: People will not take ownership and pass the buck when there's no trust to step up for. Poor communication could be misunderstandings and assumptions. It is costly; it diverts and distracts one from being focused. Fear of failure or rejection: When fear takes precedence, there isn't as much innovation possible. Conflicts without resolution breed tension that, if unresolved, can implode and damage much more than mere relationships; indeed, productivity and creativity suffer. It is sad to realize that workplace dysfunction is costing businesses an estimated $500 billion annually through lost productivity, absenteeism, and disengagement. If we want more than to survive, to thrive—we need to embrace those difficult conversations and build those cultures in which trust, accountability, and transparency are foundational. Join us in Calgary on November 15 for a full-day masterclass on Leaders Coaching Teams and Navigating Difficult Conversations. We will explore practical skills, work on real-life scenarios, and leave armed to lead with confidence—even through the messiest of conversations. It's time to invest in yourself and your team—because it's time to lead from a place of courage. Pre-Register Here: https://lnkd.in/gQ4jAVu3 #YYCLeaders #CourageousLeadership #NavigatingDifficultConversations #LeadersCoachingTeams #CalgaryLeaders