What role does personal involvement play in the management process?

Some things are counteproductive to good management.

As an example:
Sympathy is applicable. Empathy on the other hand is dangerous, and can be disabling. I think empathy is a cause of (some) "burn out" in management.

Objectivity improves longevity, improves evaluating skills, supports credibility.

PEACE

Jim Chester

You are who you say you are. Your children are who you say you are.

James, I'm not certain this is what you are looking for. Nonetheless, here are a few personal characteristics/roles or functions of a good leader or manager.

Roles:

Vision -Having a sense of direction of where you want your organization to go.

Eloquence -Being able to eloquently articulate that vision to others.

Consistency -Being able to consistently articulate your vision until it becomes a part of the culture of the organization.

Commitment -Being committed to your vision.

Well Informed -Staying informed about what is going on within your company.

Able to Delegate and Empower -Delegate work so that you don't become overloaded.


Personal Characteristics:

A good Coach and Motivator -Is able to energize and influence others.

Creative Problem Solver -Being able to look at a problem from different angles.

Effective Communicator -Able to effectively communicate with a variety of people.

Fair, but Steer

Considerate -Careful in thoughts in regards to others.

Honest -Truthfulness is not questionable.

Trustworthy –Being a person who others can put their confidence in.

Thanks Len:

That is the kind of thing I was looking for. This is not an exciting subject, but a critical one for those contemplating managing others. It is even more important if the decisions being made in the management system IMMEDIATELY impact the lives of the public, as in law, and law enforcement and life-threat regulation such as air, water, and other environmental issues.

That's why I dealt only with the single issue of sympathy vs empathy. I didn't want the original post to be too long.

African Americans are rising in these fields. The general population in African America often demands that particular/differenct consideration be given if the "persn-in-charge" is African American.

The person may indeed take a special look at the circumstance, but can do a disservice to al if that look isn't based in law/regulation governing the issue.

Thanks again.

PEACE

Jim Chester

You are who you say you are. Your children are who you say you are.

"African Americans are rising in these fields. The general population in African America often demands that particular/different consideration be given if the "person-in-charge" is African American."

Speaking from a general point of view and experience. Managing African Americans is not much different from managing any other group, in that we require respect and fairness. However, depending upon the level or scope of management an African American manager can have a stressful job. For example, first-line managers spend most of their time with people they supervise. For an African American manager who has a diverse group he or she will have to manage people from various cultures and subcultures, which means one cannot fall into the trap of stereotypes. Sometime our own will expect for us to be partial to them. When we are not we are labeled and face resistance. Nonetheless, a manager has to keep a level head and be fair with all employees.

Managers who run into a lot of problems are generally partial, talk down to their subordinates, as well as distance themselves from their subordinates. All employees like to feel respected, valued, and have access to management. A good manager has an open door policy.

In my opinion, there is no 'special method' for managing people other than having good people skills, which requires the aforementioned traits. The challenge is effectively managing various groups. There is no easy answer or short-term fad. It is a learning experience and ongoing process.

"Managing African Americans is not much different from managing any other group, in that we require respect and fairness." -- Len

I agree with your post. I realized I had not been clear. In fact, the original question could have been better directed. I was thinking of the public being served by the management system. Internal mangement problems can be just as demanding. But I have always found management of staff more pragmatic. You are operating within a system that all have signed-on to. The rules help a lot.

Please know that I am not saying staff managemet is either unimportant, or easy.

The empathy/sympathy involvement I spoke of is a hazard that can really "stress-out" a decisionmaker gets involved in "wanting to do the right thing." "Stretching" to meet this desire has very deep pitfalls. Care has to be taken that the "stretching" is an application of expertise in understanding and applying the system.

PEACE

Jim Chester

You are who you say you are. Your children are who you say you are.