Comments on: I Am Your Manager Now Listen To Me http://www.baileyworkplay.com/2009/07/i-am-your-manager-now-listen-to-me/ Sun, 07 Mar 2010 23:06:00 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Chris Bailey http://www.baileyworkplay.com/2009/07/i-am-your-manager-now-listen-to-me/comment-page-1/#comment-1088 Chris Bailey Tue, 29 Dec 2009 20:58:34 +0000 http://www.baileyworkplay.com/?p=765#comment-1088 I see your point, but I think we both know of organizations in the private sector that do apply limiting employee practices. Not that long ago, there was a controversy centered on companies who tried to impose smoking, over-eating, and other health-related bans in order to keep their insurance premiums down. So, I'm not sure it's that big of a stretch to use the Army as an example. But let's get back to the core of the post which is the hubris of managers making decisions without regard for everyday reality of their employees...undoubtedly there are plenty of examples to draw from so what would you suggest as a better case for argument? I see your point, but I think we both know of organizations in the private sector that do apply limiting employee practices. Not that long ago, there was a controversy centered on companies who tried to impose smoking, over-eating, and other health-related bans in order to keep their insurance premiums down. So, I'm not sure it's that big of a stretch to use the Army as an example.

But let's get back to the core of the post which is the hubris of managers making decisions without regard for everyday reality of their employees…undoubtedly there are plenty of examples to draw from so what would you suggest as a better case for argument?

]]> By: @alora http://www.baileyworkplay.com/2009/07/i-am-your-manager-now-listen-to-me/comment-page-1/#comment-1087 @alora Tue, 29 Dec 2009 20:37:39 +0000 http://www.baileyworkplay.com/?p=765#comment-1087 I definitely don't disagree on principle, but I think you'd probably have a better case to make not using the military as an example -- after all, this is an organization that lays claim to all KINDS of behavioral oversight that a normal 'employer' would NEVER get the legal right to interfere with. We can debate whether they really have the right or not until we are blue in the face, but by enlisting in the military, an individual agrees to submit to a lot of restrictions that the average person would never concede to a traditional employer. I definitely don't disagree on principle, but I think you'd probably have a better case to make not using the military as an example — after all, this is an organization that lays claim to all KINDS of behavioral oversight that a normal 'employer' would NEVER get the legal right to interfere with. We can debate whether they really have the right or not until we are blue in the face, but by enlisting in the military, an individual agrees to submit to a lot of restrictions that the average person would never concede to a traditional employer.

]]> By: Chris Bailey http://www.baileyworkplay.com/2009/07/i-am-your-manager-now-listen-to-me/comment-page-1/#comment-985 Chris Bailey Mon, 13 Jul 2009 15:34:53 +0000 http://www.baileyworkplay.com/?p=765#comment-985 Brad, I wager you're correct on the receptivity of people who think they know better than to listen to their employees. Which leads to a question that's driving one of my current ventures: what are the leverage points that cause an executive/manager to see the need for change and move forward? If an individual doesn't know they need to change or doesn't believe they need to change, then we can sit on the outside and cast opinion until we're blue in the face. <br><br>I think these leverage points will be unique to individual and organization...we get to have fun and figure out how to identify them/use them to move clients forward. Brad, I wager you're correct on the receptivity of people who think they know better than to listen to their employees. Which leads to a question that's driving one of my current ventures: what are the leverage points that cause an executive/manager to see the need for change and move forward? If an individual doesn't know they need to change or doesn't believe they need to change, then we can sit on the outside and cast opinion until we're blue in the face.

I think these leverage points will be unique to individual and organization…we get to have fun and figure out how to identify them/use them to move clients forward.

]]> By: Brad Shorr http://www.baileyworkplay.com/2009/07/i-am-your-manager-now-listen-to-me/comment-page-1/#comment-984 Brad Shorr Mon, 13 Jul 2009 13:09:09 +0000 http://www.baileyworkplay.com/?p=765#comment-984 Great post, but I fear the people who could most benefit from your suggestions are not receptive. Ideas like this inane smoking ban are promoted by folks who think they know better, and no amount of discussion will convince them otherwise. Great post, but I fear the people who could most benefit from your suggestions are not receptive. Ideas like this inane smoking ban are promoted by folks who think they know better, and no amount of discussion will convince them otherwise.

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