For the New year why not resolve to Be a Better Boss! Or at least, work for a Better Boss. The following is some fascinating information about Bosses and statistics. If you work for a Boss, or you are a Boss, you may be able to improve things with this information. Enjoy -Jeff Juhala
From- http://truenorthleadership.com/_blog/Emotional_Intelligence_Live
Relly Nadler - Tuesday, November 02, 2010
Earlier this month was Boss Day
Every boss I have dealt with has underestimated their influence over others, therefore they and their team(s)have underperformed. Is this you?
The reason is bosses are under the spotlight more than they ever think. Followers watch their every move and read into what they and don’t say and do and don’t do.
Usually the boss is unaware to the degree of scrutiny and depth of influence they have.
Some of the current research points the massive influence the boss has on their direct reports and team.
Boss Research
• A boss has between 50-70% influence over the climate of the team
• 50% of your life satisfaction comes from relationship with your boss
• 75% of employees say dealing with their boss is most stressful part of their day
• 20 to 40% more heart attacks with bad bosses
• 66% of employees say they don’t see their boss enough
• Only 21% of workers say they know how well they are doing
• Your blood pressure goes up more when there is ambivalence and not knowing how are doing in your bosses eyes is anxiety producing
• 65% of American workforce as received NO praise or recognition in the last year
How to make your influence matter as a boss?
1. Stop, look and listen: Truly listen to your people and stay focused on what they are saying not your computer what your response is.
2. Make sure you have regular one on one meetings with people where you highlight the strengths you see in them.
3. Be very clear of your expectations that you have of them. Make sure when you delegate you check for their understanding of you want.
4. Praise progress on projects you see, Dr. Barbara Fredrickson says 3:1 positive to negative response is the ideal for an engaged and productive employee. Most organizations are more .8 to 1.
5. Jim Kouzes says are you leaving you people feeling more capable after every conversation as a development metric. One easy way to do that is to talk about their capabilities regularly.
