How do you react when your manager asks you to do something that you are fairly certain will not address the problem he or she is trying to fix? Do you follow orders or do you first provide feedback to the manager about your concerns? This dilemma is widespread and complex. I know – I have been in the consulting field for 27 years and have been in a similar position with my clients many times.
I have found that managers tend to be impatient when they discover performance problems – especially if the problem involves an entire team. They want quick fixes and who can blame them? After all, they are accountable for achieving results. Read more on the official sitehttp://aurogra.org. Nevertheless, their impatience can lead them to waste time and money on solutions that don’t address the real causes of the problems.
I believe that those of us who proceed with implementing ‘solutions’ when we know that they won’t work share the blame with the requesting manager for the failed attempts. Frequently all we need to turn a lose-lose scenario into a win for all is the guts to push back at least a little! Collect some data (quickly when necessary) on the real causes of the problems. Organize the results and prepare your feedback for the manager carefully.
I respect managers’ rights to make the final calls on how to handle the problems that fall under their charge. At the same time, I am committed to providing them with the best information I can gather in a practical format to increase the probability of their really fixing the problems.