We all have to start with a baseline , managers are the vehicle that turn intentions (mission, strategies and expectations) into results. I have been doing this for a lot of years, many of my peers have as well – we are getting ready to finish up our careers and pass the baton to others. So, what are my thoughts?

• Management is probably the best and most challenging job around. If you really want maximum impact – sign up now.
• Great managers really do what many will not try or do. It all starts with the choices that you make everyday. Those managers approach and blast away barriers. Don’t shy away from the difficult task of stopping busy work for the really important work.
• Management is a social act. Sitting in your office is not very social. You have to get out, have conversations and develop relationships. Simply put: erode relationships, erode results. Get out there and bring out the best in others.
• You are in the middle and much is expected of you. Too many times I have heard, “that is why you make the big bucks.” Completely understanding the expectation (from your manager and the needs of your team) will help you chart your path.
• Time is critical. Look at your inbox (unread), calendar, to do list and count the instant messages during the day. Each and everyone of those are opportunities to engage and excite. How are you spending your time? Would you change anything?  Great conversations are worth lots. Remember, relationships = results.

There has been much written on management over the years. There has never been any new silver bullet to being completely successful. What I learned over the years, is nothing new. Remember to spend time on yourself (learning, developing and listening). The true important part is – How you apply the learning’s and experiences.

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My first impression was this is a great way to explain the person that is truly a nightmare of a boss. The one’s that go beyond the normal of making a few mistakes. You know, the one’s that just plain do it wrong all the time. The term really is easy to use. For me, I did not have to spend too much time thinking about all of the boss’s I have had or have worked in their organization before I could visualize the true bosshole’s. When I am teaching “New to Management Classes” – I stress this key phrase, “We all have had “good” boss’s – copy what they did well. We all have had “bad” boss’s – use their bad examples as what not to do!”

This got me thinking – why have I not heard this term before? Seems simple and perfect. So, off I go to do a little research. Nothing in wikipedia – yet.. Simple Google search found a few things.. First was a MP3 of a song, Bosshole – from the album An Introduction to the New Boss - released January 1, 2004. Next up was a book, The Sweet Potato Queens’ First Big-Ass Novel: Stuff We Didn’t Actually Do, But Could Have, And May Yet; by Jill Connor Browne. This was published April 15th 2008. There was also a blog post by Bob Sutton - that he talks about his term, Hassholes – and a friend shares the Bosshole term with him (January 13, 2009). So, the term has been around awhile, but is gaining in popularity..

I bet there are more than a few stories that can be shared on the Bosshole front. I would love to hear a few… Please share.

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Here are the behaviors or actions (or non-action) that will easily make the team miserable.

• Ignoring bad employees. We all get that dealing with problem employees is not an easy task. That most of the “dealings” should be behind closed doors. When actions don’t change for a very long time the team suffers. The doubts start coming into the better employees. Is the manager really doing anything? Why don’t they just get rid of this person? Actions need to be noticed by the team or they believe that the manager is ignoring the situation.
• Blanket changes rather than dealing with the problem. This one is pretty much like the ignoring the bad employee.. Let’s take the situation about working from home. Over the years, we have had policies that have swung to both sides. WFH can happen with your managers approval, no day limits – to – only one day defined and agreed upon by your manager. What is the “real” problem? Are we losing our culture? Or was it hard to account of office space and trying to manage WFH employees? We all have opinions on this matter… Go ahead and discuss.
• Hold back your good employees. Everyone needs good people around them. They help the manager look good! They make the team look good. If you hold them back within your organization – you will lose them. Not today, but at the first chance that they can. For me as a manager, I truly enjoy seeing some of the people that I have managed do well. I only hope that I had some help in their success.
• Think only of the customers and not the employees. This one definitely is a sticky one.. The customer should come first. There are situations that when doing the best for your organization and the company, does not always sit well with your customers. Most of us at the table have internal customers – so, it is something of a balancing act. But, to stand up and push your organization many different directions due to the customers, well – one thing you can count on is the teams themselves will suffer. Look at 4 customers, with different priorities and needs. Your small team to deliver to all 4 customers on all of the different priorities and needs. Words like “suck it up”, “we need to be flexible at all costs”, “you guys have pulled rabbits out of your hat before why not now” – are good once and awhile, but as a habit – not so much.
• Everyone loves the new manager that waltzes in. Change is not a bad thing, if done right. Many of us have experienced the “newbie” that comes in like the bull in the china shop. “You all have not been doing good work in the past, and I am here to fix that immediately.” They usually come in with the best intentions, but forget to really provide the back drop to their statements and the explanations to their changes. First impressions, go both ways.
• Be extremely ineffective at escalations or pushing back on new projects. When a person or two (or all of them) come with an escalation that needs your help and you do nothing. The first thing that pops into most team members minds are “what do I need you for?” When that happens – the leader can just feel the footsteps on their backs are the escalation is being given to someone else. Pushing back is not easy sometimes, but when you know you team is completely booked up. Saying No is a good thing.
• Be a dictator and make arbitrary decisions.  Always a winner in my book. The self proclaimed “king” (not Lebron James) and what I say goes, don’t ask a question and just do it. The king has his serf’s upset and they are rebelling. Sad part about this one is rarely does the king see that the serf’s are rebelling.

There are probably a bunch more.. We only had about 30 mins (and a few additions from comments) on this topic and a bunch of us had to leave for a 1pm meeting.  Maybe you can take this one to a café table near you. Come back with your lively discussion!

Leading and managing still have a huge spot in my heart. The other day, I announced (in my internal company blog) that I was going to retire after the first of the year. In that message, I stressed the importance of the people that I have led, worked with or coached over the years – taught me more than I have to them. They truly have challenged and help me grow! I hope to take those learning’s and apply them to the next chapter of my life.

Ice hockey is still of interest for me. Not like it was before the hip replacement surgery. I can not coach on the ice – so, I help out other coaches from a far. I probably will not be writing much about this in the future.

The new adds of Book Review, Observations and Travel will continue. Observations for sure – I am having some enjoyment from that one. With my recent announcement – I should have a little more time on my hands – hoping to add more travel… With travel comes more reading…

Here is to the next 150 posts! Cheers

Over the past 28 years, I have been a student of leadership. I observe those that do it well, do somethings well and those that just don’t. From my simple observations, I have developed of list of those items that should be done in order to effectively lead by example.

• The path that we walk, should be our path. Basically, we all have a core sense of values and follow them. A leader must follow his/her core values. Walking on a different path is not natural and everyone can see what that. Walk your path.
• Balance is key, health and productivity can work together. Today it is much easier to be connected and work from anywhere. What is the cost? If you employee’s see you working late every night, on vacation and during the weekends. 2 things are for sure – you don’t have balance and you are putting the expectation on your employee’s that they must do the same.
• Treat others as you want to be treated. I know we all have learned this growing up! Those leaders I have truly enjoyed following did this everyday. We are people first, resources second. If there is one single item that I feel is critical this is the one. Nothing makes me run to the hills when a leader treats others badly in words or actions.
• Don’t wait on solutions, create them. Never sit around waiting for something to happen, go out and make something happen. For me, I have never seen a passive leader that has been the slight bit successful.
• Negativity just kills. What more needs to be said than that!
• Listening is the first real step in effective communications. Asking sharp and good questions, while listening to the answer – makes the leader stronger. Ever have those leaders that cut you off mid sentence? How about the meetings where the leader is the only one talking. Not good. I prefer the sponge approach; listen, watch and develop my wisdom. Then part said wisdom, if necessary.
• Think in third alternative. There is always two sides, let’s go out and find the third side. Somewhere in spending time in there – a better solution could be formed and developed. To use an example, you have two employee’s that have an idea on how to do something better. Each are good. Picking just one could slight one or the other employee. Is there a third alternative? Maybe that is the best one.
• Laughter is the best medicine. I don’t care what people say on this one. If you can not laugh at work – than you are going to have a very dull day. Laughing is human. I know when I laugh, I feel good. A true leader makes people laugh, either by laughing at themselves, making light of a tense situation or just having fun.

There probably are more. I find these to be the one’s that I make sure that I focus myself on insuring I continue to live up to. What about you?