Managers put up walls for you to break through
May 18, 2007 at 11:13 pm | In Networking, Personal Branding, Project Management, Success Strategies | 2 Comments
One tactic I find commonly used in the workplace by the most experienced managers is to set up scenarios where their subordinates are tested. Managers who have high confidence in certain individuals, or are who are wondering what workload they can handle will use this tactic, especially if pressure has been applied to them from above. I call this concept “the wall”, just like any other wall that is a challenge to pick through or get around, in management the wall is a test to see if individuals have what it takes to break through it.
These walls are obstacles and opportunities for you in the workplace and are the only way you can truly learn and “break on through to the otherside” or be promoted. People are promoted because the scope of their jobs and responsibilities have expanded and they have been able to handle it. In order to do this, you must not only work harder, work smarter, but be strategic in how you handle your new responsibilities.
What this means for your Personal Brand:
- A promotion is an increase in your total perceived value
- When you are pushed down and pressure is applied, you learn more and knowledge is power
- Your boss will have more confidence in you, causing your credibility to increase
- You will be given more important projects, which will boost your resume
- Opportunities may be created for you to network cross-functionally
Either way, you must seize this opportunity by displaying professionalism, competency and having a positive attitude. You should want your manager to keep putting up walls, so you get stronger and stronger and your brand thrives in the process!
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However, there should be times when the wall is created just to be there. Some managers might be working their subordinates to the breaking point without even thinking of using the pressure for personnel’s valuation. The advancement and opportunities provided by such wall depends on both the good intention of the manager and the positive attitude of the employee.
Comment by Andiyanto Sutandar — May 29, 2007 #
As a manager over 4 levels below me & having one level above me, I would tend to disagree.
I view my role as that of identifying areas that my staff can grow professionally & individually in & then helping them achieve that success. We work together to achieve more rather than my putting up walls. As a leader I consider it my responsibility to monitor the pace & ensure that my staff are learning & growing.
Is that a different way of looking at what you are suggesting? or have I missed the point?
Connie
Comment by Connie Bensen — August 7, 2007 #