Expectations of Managers at MEC Introduction: Managers and supervisors hold a very special place at MEC. They either have the very best jobs or the very worst, depending on your point of view as well as the particular day you ask. On one hand, they are more included in business planning and have more say in how things are done. Plus they can experience higher satisfaction that comes with facing and solving tougher challenges, and on a bigger stage. On the other hand, there’s a reason it’s called management’ and that is because…you’re in the middle. ‘middle In between doctors and staff, patients and staff, two arguing staff members, or your department and some other. These jobs are literally in the middle of everything. They can be fun, challenging, tiring, frustrating, and/or satisfying, and that’s all before lunch time. Due to the importance of these roles, this guide was developed to clarify and support managers in achieving career success here. What follows are notes on many topics. Feedback about any or all of this is welcome. There are two overall concepts, broken into many different parts below. Managers have two priorities: Develop every person working for you, every day. Redesign processes. Human Resources Developing people is one of the most important functions for any manager. For those who continually give feedback, set clear expectations, train, encourage, and hire the best possible people, success will generally follow. but fair’ is probably the best way to summarize what is needed. More ‘Tough, specifically: No care taking. Assume that your staff is capable of keeping their commitments, doing the job according to our standards, and generally competent to handle their own lives. Assuming the opposite makes you their parent, which has day’ written all over it. ‘long Don’t assume they are unfulfilled doing their jobs. Many managers become the personal problem fixer and adviser. This can gratify the ego, but is seldom very helpful and much time can go away. Consider that it is arrogant to assume that others can’t handle their lives. Care taking can also take the form of failing to be straight with someone about what you want and see. Or it manifests in protecting them from other departments or challenging assignments. Caretaking managers, when confronted with some new challenge, will go first
Expectations of Managers at MEC Introduction: Managers and supervisors hold a very special place at MEC. They either have the very best jobs or the very worst, depending on your point of view as well as the particular day you ask. On one hand, they are more included in business planning and have more say in how things are done. Plus they can experience higher satisfaction that comes with facing and solving tougher challenges, and on a bigger stage. On the other hand, there’s a reason it’s called ‘middle management’ and that is because…you’re in the middle. In between doctors and staff, patients and staff, two arguing staff members, or your department and some other. These jobs are literally in the middle of everything. They can be fun, challenging, tiring, frustrating, and/or satisfying, and that’s all before lunch time. Due to the importance of these roles, this guide was developed to clarify and support managers in achieving career success here. What follows are notes on many topics. Feedback about any or all of this is welcome. There are two overall concepts, broken into many different parts below. Managers have two priorities: Develop every person working for you, every day. Redesign processes. Human Resources Developing people is one of the most important functions for any manager. For those who continually give feedback, set clear expectations, train, encourage, and hire the best possible people, success will generally follow. ‘Tough, but fair’ is probably the best way to summarize what is needed. More specifically: No care taking. Assume that your staff is capable of keeping their commitments, doing the job according to our standards, and generally competent to handle their own lives. Assuming the opposite makes you their parent, which has ‘long day’ written all over it. Don’t assume they are unfulfilled doing their jobs. Many managers become the personal problem fixer and adviser. This can gratify the ego, but is seldom very helpful and much time can go away. Consider that it is arrogant to assume that others can’t handle their lives. Care taking can also take the form of failing to be straight with someone about what you want and see. Or it manifests in protecting them from other departments or challenging assignments. Caretaking managers, when confronted with some new challenge, will go first
Casebolt-Expectations-Managers-MEC.docx