tag:blogger.com,1999:blog-3623132.post117022470204301981..comments2024-03-29T14:50:14.174+05:30Comments on Exploring The Future of Work : The boss relationshipGautam Ghoshhttp://www.blogger.com/profile/04691216163099240523noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-3623132.post-86927725411481500822007-02-02T10:06:00.000+05:302007-02-02T10:06:00.000+05:30Considering the fact proven by research that most ...Considering the fact proven by research that most people don't leave companies but their bosses, this discussion is highly relevant. Most loyalty in today's world seems to involve people, not companies. At the end of the day, for most people, their 'company' is their 'boss'. In my perspective, it boils down to 3 key inter related points.<br /><br />1. Trust<br />Building trust is most important and difficult. Communicating openly & listening carefully for inputs/feedback (during both good & bad times) seems to be one of the important constituents. Constant encouragement and faith in the team member's ability would also be really important.<br /><br />2. Integrity <br />This is about 'Walking the Talk'. Bosses are closly watched by their team members. If the talk and actions of the boss are not aligned, building trust would be close to impossible.<br /><br />3. Respect <br />Building mutual respect involves efforts from both constituents. Bosses earn respect by 'walking the talk', communicating openly, setting clear expectations and sincerely appreciating great performances. The team member earns respect by clearly understanding and ensuring that his/her boss meets or exceeds expectations for the organization. <br /> <br />Best regards,<br />TojoTojo Eapenhttps://www.blogger.com/profile/09044065762648422832noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-87634249953514021312007-02-01T21:35:00.000+05:302007-02-01T21:35:00.000+05:30The folks at CIO.com have assembled a handy guide ...The folks at CIO.com have assembled a handy guide to boss relations. Though aimed mostly at the IT exec, the guide also includes valuable insights for non-tech staffers, including articles on how to tell your boss you're overworked, how to read his facial expressions--or anyone else's--and a piece on how to tell you're about to get fired.<br /><br />http://www.cio.com/specialreports/bossandyou/index.htmlAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170301208044753872007-02-01T09:10:00.000+05:302007-02-01T09:10:00.000+05:30DDI (Development Dimensions International) has dev...DDI (Development Dimensions International) has developed a simple theory, based on observation of actual behaviors and attitudes.<BR/><BR/>Good bosses or effective leaders tend to provide support without removing responsibility. They hold you accountable for your decisions. They do help in terms of direction, rationale, resources but end of the day it is all abt u.Geetha Rajagopalhttps://www.blogger.com/profile/10141186444618212043noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170251182938964602007-01-31T19:16:00.000+05:302007-01-31T19:16:00.000+05:30Indeed, a responsive boss is the best thing that c...Indeed, a responsive boss is the best thing that can happen to someone at the workplace,especially early in the career. I had the opportunity to work with and observe such a person during my meagre work ex of 1 year as SAP consultant. The thing to watch was how he used to handle the client, right from the data entry operator upto the CEO/CMD. It is undoubtedly a gr8 learning experience that cant be had from any course or degree. It prepares you for the tougher assignments to come. I would liken it to learning how to ride....the initial support is crucial...but too much of it is harmful. that's what good bosses are capable of realising and that's exactly what makes it a pleasure to work with them :)Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170243006648957112007-01-31T17:00:00.000+05:302007-01-31T17:00:00.000+05:30Great analysis GG,My best boss : has to be John Id...Great analysis GG,<BR/><BR/>My best boss : has to be John Idicula currently heading HR for Metro Hypermarket in India.<BR/><BR/>The best part of it was when he delegated a responsibility, he would stay hands off of it unless I was facing a problem & went to him with the problem, then he would give an idea or recommendation or nudge in the right direction. <BR/><BR/>Which is so much better than bosses who stand over your shoulder peering at everything that u do. & believe me I had a boss like that too. Didn't stay there very long tho :)<BR/><BR/>The 1st kind of boss brings out the best in you. The 2nd makes u quit.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170240705037903342007-01-31T16:21:00.000+05:302007-01-31T16:21:00.000+05:30Hi Gautam! Spot on! I have been a rather "passive"...Hi Gautam! <BR/>Spot on! I have been a rather "passive" reader of your blog for quiet sometime now and couldnt agree with you more. In my 5 years of work experience, i have been fortunate to work with bosses who have all the qualities mentioned by you and some who are clueless about it :-(. <BR/>One plus point tho' is one can always learn what not to do! <BR/>Thanks for churning out some amazing posts!!<BR/>And yeah..I have not been as fortunate as you in finding great bosses at satyam yet :-(<BR/>KarthikAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170234393860112472007-01-31T14:36:00.000+05:302007-01-31T14:36:00.000+05:30Fully agree with Ranjan...build an API ...train bo...Fully agree with Ranjan...build an API ...train bosses before they get started wid their roles and measure it, tweak it and what not is possible!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170228660692665052007-01-31T13:01:00.000+05:302007-01-31T13:01:00.000+05:30Paul Glen has developed a rather simple philosophy...Paul Glen has developed a rather simple philosophy of boss-subordinate relationships. Some excerpts:<BR/>Wouldn't it be nice if every boss came with a standard API? It would be so easy to look at the interface specifications and know exactly what he expected, in what format he expected it, when you should deliver it, what predictable events would result from your input and how you should handle error conditions. All the politics would go away. Those pesky emotions would become a nonissue. Success would become deterministic.<BR/><BR/>Read my post here: http://financexchange.blogspot.com/2006/11/boss-is-always-right-your-workplace.htmlAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1170226982750851492007-01-31T12:33:00.000+05:302007-01-31T12:33:00.000+05:30Sounds great ideally. In my 4 years of consulting ...Sounds great ideally. In my 4 years of consulting industry experience (having interactions with more than 50 top level professionals and their respective 150-200 juniors from different industries), none of these employees found 2 qualities (which are listed in your blog) in their respective bosses...<BR/>Employees who felt that their bosses had such qualitative they admitted that it was because of the dependency of their bosses to help them out in trick situations.<BR/>I summarize that such qualities are either created or felt by different employees with respect to their bosses on situation basis……Anonymousnoreply@blogger.com