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Managing by walking around still makes sense

How long has it been since you applied “managing by walking around,” or MBWA, to your regular routine with internal staff? This simple technique, when practiced consistently, can make a big difference for employee communication whether you are in a “fat” or “lean” economy. Here are some ways to incorporate MBWA into your regimen.

Do it to everyone.
You may remain in such close contact with your direct reports that MBWA is old hat with them. The real power of the technique lies in the time you spend with those down your chain. Get around to see those who work for your direct reports and any others whose work is important to you whether they are in your chain of command or not.

Block time to do it.
MBWA allows you to get the “pulse and pace” of what is going on in your department, section or unit. Put aside at least 30 minutes a week to spend with all employees. Aim for once a quarter to see those you must travel long distances to visit.

Go alone.
A quick, impromptu visit is more meaningful when you visit with an employee one-on-one. It encourages more straightforward dialogue and clearly demonstrates your personal commitment to the idea.

Set the leadership example.
Some employees may use the occasion to complain about a supervisor who is your subordinate or about one of their peers. Counsel them to discuss the issue fully with their supervisor or peer first. If you have cause to question the supervisor’s judgment, don’t indicate so to the employee, but follow up privately with the supervisor.

Ask questions.
Ask staff about the files, projects or duties they are working on. Take care to sound inquisitive but not like you are asking 20 questions.

Use your eyes and ears.
Take in everything. Tap into the words and tone of employees as they speak to you and to each other. Find out what motivates them and what fuels their satisfaction on the job. Remember Yogi Berra’s words, “You can observe a lot just by watching.”

Paint the big picture.
MBWA is a great way to inspire others about where you want to lead the team. Paint the picture about what the new direction looks like. This will help employees follow your leadership “bread crumbs.” Tell them about the organization’s vision for the future, and where your vision for the department/unit/section fits in with the big picture. Reveal the goals and objectives that you want them to help you fulfill together as a team. Talk with them about how their role contributes directly to the big picture.

Walk in their shoes.
Sit in on a customer visit; get behind the wheel; pick up the telephone; review a project file. Experience what they experience. Show that you are interested in them and what they do. Employees want to know that you get it.

Share good news.
Tout recent successes or positive initiatives. Increase their confidence and help them reflect on how they contributed. Employees hear enough gloom and doom throughout their week. Neutralize the negative with your own attitude, without being over the top.

Let your sense of humor show.
This is an opportunity to lighten up the office atmospherics, joke a bit and share a laugh without being disrespectful. Show employees that work should be fun and that you enjoy it too.

Posted by .(JavaScript must be enabled to view this email address) on 10/12 at 07:58 AM

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