"By the way, boss, the mood is pretty bad right now." The whisperer confidentially flatters his superior. We hear what he says. But what is he trying to say? His words are not a neutral report. They convey two messages. First: "You can rely on me, dear boss." The second is a clear, albeit hidden, instruction: "You alone, dear boss, are responsible for the working atmosphere. Now finally do something about it!"
Should you respond to this announcement or reject it? One thing is certain: compared to this double agent, even Rumpelstiltskin is trustworthy. A weak character will thank you effusively for the expression of trust and fall into hectic actionism. They will hold one-on-one meetings or schedule a group dynamics weekend. Will that help? Sure! The only question is, what exactly?
Of course the boss is responsible!
The importance of the working atmosphere for a company is preached everywhere like a mantra. And, of course, the boss is responsible. Although it seems to have long been clear that leader are leader idiots. Today, employees badmouth their bosses, call them morons, praise their "pure stupidity," and read books with titles like "The Boss Hater's Book" or "Revenge on the Boss."
Corporate culture often wants to turn managers into supermen. The typical Western focus on individuals seeks out the one person who can fix everything. This kind of thinking overwhelms leader turns employees into yes-men. But you can only achieve really good results if your employees work independently. Of course, you are responsible for the results externally. Internally, however, you are not responsible for everything. You must ensure that everyone voluntarily contributes their share and that everyone can grow to their full potential. Difficult enough! Everyone must contribute their own personal commitment, their own desire for growth, and their contribution to the atmosphere. Anyone who needs constant encouragement from above is the fool they call their boss.
Leadership and consent
What is more important to know? How leadership works? Or that those being led give their consent to be led? Correct: both are equally important! Both are powerful. leader employees – 50:50. We achieve this by understanding and teaching leadership as a learnable profession in order to make it transparent and comprehensible in the eyes of employees. Clear, to the point, without frills, superman talk, or hocus-pocus, but instead with common sense. Leadership provides a framework and direction. How someone gets to their goal is up to them. The main thing is that everyone arrives on time with the best results.
Speaking of mood: as leader severely disabled leader , I leader had many interesting experiences. At the beginning of my career, everyone held the door open for me. When I surpassed many of them, that was over. Interesting, isn't it? I even had a boss once who wanted to dampen my positive mood. Whenever he could, he put obstacles in my way. He saw me as a competitor. I didn't see him that way. I watched this silently for a while and continued to deliver results. At some point, I got fed up with it. I told him without reproach, "You can continue like this until you retire. You won't break me." From then on, I had peace. Someone who spreads a negative mood also has someone who accepts it.
So the next time someone comes up to you and whispers something about the bad atmosphere, ask them: "Thanks for the information. But since you're pointing it out, what have you done today to improve the atmosphere?"
That's why you're not really happy.
Why success and fulfillment have nothing to do with each other.
Image source: © Alexas_Fotos Pixabay
