Inpatient Medical Manager, Occupational Health Senior Physician, Employee Health Program Director,RCM
During my career journey which isn’t long & also not short I’ve realized that: the most important tool to manage people and to get as much as they can do for work is “APPRECIATION” it’s the key of gaining loyality, respect and achievemen To be a successful manager you have to show your team the apprecition.
Being a boss After 30+ years of professional experience and having worked for 19 bosses so far, I learned what makes a good one. I was lucky to have 4 exceptional (21%), 8 good (42%) and 7 poor ones (37%) among them, 1 horrible. I used five criteria to assess them. 1. Did I have a trustful relationship? Where they honest and cared about my success and development? 2. Where they providing direction and setting clear priorities? 3. Where they able to motivate me and get the best from me? 4. Did they work on my development? 5. Where they removing the barriers (practical and mental) I was facing? Looking back, I tried to see if there is correlation between company and quality of line manager, but there isn’t. For example, at Diageo where I spent 13 years, I had 3 exceptional, 3 good and 2 poor ones. So, it is about the person, their character and people management capabilities. If you are a line manager, you have a big responsibility. Your team’s success, development and well being is in your hands. Check yourself against those criteria, ask for honest feedback and have a positive impact on them.
Working hard at being lucky. Rockstar Enabler... you want your people to shine, give me a call.
Managers... GET OUT OF THE WAY! All to often I hear from people that want to do a good job, they have great ideas and tonnes of passion... but then a manager gets involved and takes over. It's happened to me and it's probably happened to you. And nothing kills passion quicker. 🚫 STOP IT! You job as a manager is to support, provide the resources (which includes non-tangibles like time and information), then once the person is ready, stand back and let them got on with it. You really only need to step in when invited to or if you see things going wrong. It's really not difficult. Think of your best manager... how did they treat you?
Assistant Manager - Process & Quality Control/ Illumine I/ MBA in Internation Business Management/ Engineering in Mechanical
🌟 Exciting Career Milestone 🌟 I’m thrilled to announce that I’ve been promoted to Assistant Manager - Process and Quality Control! 🎉 This new role brings an exciting opportunity to make a significant impact, and I’m grateful for the trust and support from my amazing team and leaders. In this new role, my focus will be on: 🔹 Optimizing Processes: Streamlining workflows and enhancing efficiency to deliver better results. 🔹 Operations Delivery: Ensuring that our operational goals are consistently met, and delivering high-quality results on time, every time. 🔹 Ensuring Quality Excellence: Upholding high standards and implementing quality control measures that consistently meet customer expectations. 🔹 Empowering Teams: Collaborating with colleagues to foster a culture of teamwork, growth, and accountability. 🔹 Adapting to Change: Embracing innovation and staying agile to tackle new challenges and opportunities. I’m excited to take on these new responsibilities and contribute to our continued success. Thank you to everyone who has supported me along the way! #NewRole #CareerGrowth #Leadership #ProcessOptimization #QualityControl
Critical Facilities Manager. Data Center Engineering Operations. @Google (ex-AWS) Navy Nuke |TX/OK State Notary | Veteran advocate | Talent sourcing.
These are excellent things to practice as you grow into leading teams anywhere you are in your career.
Follow for daily posts on parenting and work life | By day, building the world's best childcare company 🎤 Keynote speaker | ex-McKinsey, Rhodes Scholar, Oxford DPhil | 👶 3x Mum
6 BIG mistakes I made as a new manager (so you don't have to make them too!) Making this brought back painful memories - But we all learn and grow. If you're struggling with management, you're not alone. I've led teams for over 20 years now. Here's what I wish I'd known right away: 1. Don't radiate stress to your team → It doesn't help them do their jobs 2. Be direct with your requests, not vague → Get comfortable with being clear. You're allowed to! 3. Learn when to direct and when to give space → You need to be able to do both to get the best out of a team 4. Give your team context → So they can make good decisions as they do their jobs 5. ... But not TOO much context → It's easy to overwhelm people, especially at the start of a project/job 6. Celebrate wins → Don't wait for perfection -- help your team take the wins where you can I'm grateful to all the team members who helped me learn these lessons... especially the very direct German one who told me #2! If you can learn from my mistakes, you'll be well on your way. What's been your experience? 🔄 Repost to help other managers, and follow Rachel Carrell for more like this
Follow for daily posts on parenting and work life | By day, building the world's best childcare company 🎤 Keynote speaker | ex-McKinsey, Rhodes Scholar, Oxford DPhil | 👶 3x Mum
6 BIG mistakes I made as a new manager (so you don't have to make them too!) Making this brought back painful memories - But we all learn and grow. If you're struggling with management, you're not alone. I've led teams for over 20 years now. Here's what I wish I'd known right away: 1. Don't radiate stress to your team → It doesn't help them do their jobs 2. Be direct with your requests, not vague → Get comfortable with being clear. You're allowed to! 3. Learn when to direct and when to give space → You need to be able to do both to get the best out of a team 4. Give your team context → So they can make good decisions as they do their jobs 5. ... But not TOO much context → It's easy to overwhelm people, especially at the start of a project/job 6. Celebrate wins → Don't wait for perfection -- help your team take the wins where you can I'm grateful to all the team members who helped me learn these lessons... especially the very direct German one who told me #2! If you can learn from my mistakes, you'll be well on your way. What's been your experience? 🔄 Repost to help other managers, and follow Rachel Carrell for more like this
Some great insights in these few slides that I would recommend to any People managers, not just new ones!! Thanks.
Follow for daily posts on parenting and work life | By day, building the world's best childcare company 🎤 Keynote speaker | ex-McKinsey, Rhodes Scholar, Oxford DPhil | 👶 3x Mum
6 BIG mistakes I made as a new manager (so you don't have to make them too!) Making this brought back painful memories - But we all learn and grow. If you're struggling with management, you're not alone. I've led teams for over 20 years now. Here's what I wish I'd known right away: 1. Don't radiate stress to your team → It doesn't help them do their jobs 2. Be direct with your requests, not vague → Get comfortable with being clear. You're allowed to! 3. Learn when to direct and when to give space → You need to be able to do both to get the best out of a team 4. Give your team context → So they can make good decisions as they do their jobs 5. ... But not TOO much context → It's easy to overwhelm people, especially at the start of a project/job 6. Celebrate wins → Don't wait for perfection -- help your team take the wins where you can I'm grateful to all the team members who helped me learn these lessons... especially the very direct German one who told me #2! If you can learn from my mistakes, you'll be well on your way. What's been your experience? 🔄 Repost to help other managers, and follow Rachel Carrell for more like this
These are great tips for newer managers!
Follow for daily posts on parenting and work life | By day, building the world's best childcare company 🎤 Keynote speaker | ex-McKinsey, Rhodes Scholar, Oxford DPhil | 👶 3x Mum
6 BIG mistakes I made as a new manager (so you don't have to make them too!) Making this brought back painful memories - But we all learn and grow. If you're struggling with management, you're not alone. I've led teams for over 20 years now. Here's what I wish I'd known right away: 1. Don't radiate stress to your team → It doesn't help them do their jobs 2. Be direct with your requests, not vague → Get comfortable with being clear. You're allowed to! 3. Learn when to direct and when to give space → You need to be able to do both to get the best out of a team 4. Give your team context → So they can make good decisions as they do their jobs 5. ... But not TOO much context → It's easy to overwhelm people, especially at the start of a project/job 6. Celebrate wins → Don't wait for perfection -- help your team take the wins where you can I'm grateful to all the team members who helped me learn these lessons... especially the very direct German one who told me #2! If you can learn from my mistakes, you'll be well on your way. What's been your experience? 🔄 Repost to help other managers, and follow Rachel Carrell for more like this
Cyber Standards and Training @ McKinsey | JD CISSP CIPP AWS Associate | Follow for musings on cybersecurity, law, and management
💡My new favorite question as a people manager: 💡 “Where can I step back more, so that you can step in to lead more?” Already loving the growth, empowerment, speed, and time savings this has unlocked for my team in the last couple months.
Supply Chain Expert/Consultant/Trainer/Instructor/Career Coach/Supply Chain-Recruiter/Business Transformation Expert/Advisor/Public Speaker/Storyteller/Change Agent/Writer
Know your value ... be where you are truly valued ! 💫 Experience has proven ... you are valued differently in different working environments , levels of maturity of organizations & employees ... It is not about who you are ... it is more about what they expect from you ... Watch out who you are ... Watch out where you are ... Watch out what are they expecting from you ...
There's only four things you need to do to get someone promoted! 1. Know how promotions work in your organization 2. Make sure your Manager knows that you are working on getting someone promoted 3. Get stakeholder feedback and support 4. Put the candidate on a project that shows they can operate at the next level More Managers should be doing this because it is maybe the only good part about being in Management (shrimp cocktail breaks at 3PM aside).
