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    A Manager's Quick-Guide To Mindful Management
    A Manager's Quick-Guide To Mindful Management
    A Manager's Quick-Guide To Mindful Management
    Ebook111 pages1 hour

    A Manager's Quick-Guide To Mindful Management

    By Rebecca Deans

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    About this ebook

    A manager is a promoted employee who knows how to perform all the jobs in their department - but they rarely get trained to be an effective leader. It takes certain people skills to discipline an employee, so they feel empowered to improve their performance or stop inappropriate behavior. Inspiring employees to want to do their best when burned out requires specific soft skills that many managers aren't taught and instead have to learn through trial and error.

    When HR is too busy to attend to an employee problem, this Managers Quick-Guide to Mindful Management will give you easy-to-digest tips and inspirations for many of your workplace problems. It will guide you to develop your employees to be confident and independent thinking professionals that will keep your team engaged and your workplace culture healthy and thriving.
    LanguageEnglish
    PublishereBookIt.com
    Release dateMar 17, 2021
    ISBN9781456637064
    A Manager's Quick-Guide To Mindful Management

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      Book preview

      A Manager's Quick-Guide To Mindful Management - Rebecca Deans

      review.

      Preface

      Twenty-five years ago, I worked as a wilderness guide with at-risk teenagers whose parents sent them away to learn respect, impulse control, and appreciation for what they had. I loved my job and the many teens I guided, not only through the mountains and desert but also to self-awareness and confidence.

      Every team of teenagers I worked with would inevitably unify into a tribe, and I began to notice a common thread of conversation with every group.  A recurring topic during the long hikes or around the campfire was that back home, their parents were always working and when they were home with the family, they were either obsessing, stressing, or complaining about their jobs. Work is what these kids saw to matter most to their parents. It was more important than their relationships with their children or quality time spent with the family.

      As my career in wilderness therapy evolved, I advanced to working with adults with drug addictions. The clients were affluent people (stockbrokers, athletes, performers) whose drug use had eventually led them to legal trouble, and an intense wilderness recovery program would look favorably before the judge. While sitting with the adults in the great outdoors as they detoxed and reconnected to their true selves, I saw a similar thread of complaints. Most contributed their addiction to the stress and expectations of their job. They felt they had given their lives to their employer, and in doing so, lost their family to divorce due to working overtime or the pressures of the job. 

      I began to see that the place to teach healthy communication skills, problem-solving, conflict resolution, and stress management was not only in retreats and rehabs. It was in the workplace! Of course, as I followed my inspiration, I learned that HR is responsible for making that happen. However, many fall short due to the responsibilities of processing payroll, time-off requests, benefits packages, compliance, and all other duties that falls under that job description. They don't have the time to directly connect with each employee and truly care for their well-being.  Many apps have been developed that claim to do it—but they are algorithms, and people need a real person to connect with to truly feel supported. Besides, we all know how to manipulate our digital devices to give us the results we want, and don't think employees won't attempt to mastermind employee engagement apps. 

      Fast forward to today. Those teenagers I worked with 25 years ago are now grown up and are the generation we’ve labeled Millennials. I understand that generation and have a deep love and respect for their upbringing in the rapidly advancing world. Using heart, smarts, and technology, I have created an easy-to-design and implement system that businesses can follow to continuously train and develop employees while keeping a pulse on their well-being. Imagine if people could learn and practice conflict resolution, communication, and mindfulness in the workplace. They would take those healthy skills home to their family and teach their children how to manage stress and make conscious decisions. Most everyone needs to work to survive - so it makes sense that the workplace needs be an empowering and supportive environment, and when it is, the company makes more money! 

      I have written these articles over the past two years and compiled them into a quick guide that managers can download to their phones for easy access. My intention is to offer helpful tips to common workplace problems to inspire managers to find their own heart-felt solutions to guide their teams through mindful management. 

      The Manager's Quick Guide to Mindful Management is a tool for inspiration. It should not be used without first consulting your company’s Human Resource Department to ensure that all solutions are compliant with equal employment opportunity laws and company policy. 

      Intro

      Ask any manager what their top frustration is, and most of the time, they will say their employees. The truth is, employee problems are a reflection of the manager's leadership style, so if you aren't getting what you need from your employees, they probably aren't getting what they need from you. If you want your team to bring their best to work every day, then you need to inspire the best in them. People need expectations, guidelines, and supportive feedback, and that takes a manager being willing to reach out, connect, and mentor each employee. 

      But who is there to give advice, support, and feedback to the managers? The truth, again, is that no one has the time. Most employers would say, A manager is supposed to know everything or find a way to figure it out. That's what I'm paying them for! 

      A manager is a promoted employee who knows how to perform all the jobs in their department—but they rarely get trained to be an effective leader. It takes certain people skills to discipline an employee so they feel empowered to improve their performance or stop inappropriate behavior. Inspiring employees to want to do their best even when burned out requires specific soft skills that many managers aren't taught and instead have to learn through trial and error.  

      When HR is too busy to attend to an employee problem, this Managers Quick-Guide to Mindful Management will give you easy-to-digest tips and inspirations for many of your workplace problems. It will guide you to develop your employees to be confident and independent thinking professionals that will keep your team engaged and your workplace culture healthy and thriving.  

      Easy to Use

      This is a reference guide, not meant to be read cover to cover but scanned with a focused intent to find a solution for the problem you have at hand. The best way to use this guide is to review the table of contents and choose the chapter that best describes your problem. Scan the titles and find the topic that best fits your situation and read it with an open mind. Feel free to alter the tips and suggestions offered in each chapter to include any inspiration you may have while reading it. Do not feel you need to accept or agree to all the content listed—take the ideas or information that works for you and create your own solution! Make sure to run your brilliant ideas by HR to verify compliance with EEO laws and so they can give you recognition for being so awesome. 

      - In Joy

      Rebecca Deans

      The Office Alchemist

      Table of Contents

      Preface

      Intro

      Easy to Use

      Chapter 1 - Manager Insights

      5 Things You Should Never Tell Employees

      The Balance Between Being a Boss and a Buddy

      5 Beneficial Skills All Managers Need

      Making the Most of a 90-Day Probation Period

      The Necessity for Policies, Job Descriptions, and

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