Good Management - Predictive vs Reactive

Good Management - Predictive vs ReactiveGood Management - Predictive vs ReactiveMany managersbelieve that their job is to resolve problemsthat arise. While that is true, it is only the lesser part of the job. More importantly, a managers job is to prevent problems. This is the difference between reactive management, which solves problems as they occur, and predictive management, which tries to prevent many problems from arising in the first place. Reactive Management Reactive management deals with problems as they come up. It is a management style that is much admired for its ability to quickly get the resources back into production, whether those resources are machines or people. If you are good at reactive management, you are Decisive and able to act quickly,Able to find the root cause of events,Creative and able to develop many solutions,Innovative and able to find new ways to solve problems, andCalm and in control in the midst of a crisis. Someone who is good at reactive mana gement is able to remain calm, quickly analyze the problem, and find its root cause. Rather than getting lost in the symptoms, they are able to think up many possible solutions, some proven and some new, and select the best choice. They are equally quick at implementing the solution to resolve the problem. A reactive management style clearly is a desirable skillset for a manager to have. By quickly solving problems they are able to get the people and/or machine quickly back to work and productive again. However, its not the best style. Managers should concentrate on improving their ability in predictive management as well. Predictive Management Predictive management focuses on reducing the number of problems that require reactive management. The more problems that can be prevented through predictive management, the fewer problems will need to be solved through reactive management. If you are good at predictive management, you are Thoughtful and analytic,Not likely to go chasing after the current panic,More aware of the important than the merely urgent issues,Able to identify patterns in data and patterns of failures,More focused on why did something go wrong, rather than what can be done to fix it, andAble to keep the big picture in mind when working through the details. Someone who is good at predictive management is sufficiently detached that they can identify the conditions that lead to certain problems and can implement procedures to reduce or eliminate the problems. Rather than being concerned about the immediate problem, they are able to relate current conditions to earlier information and predict when problems might arise. A predictive management style is an important ability for a manager to have. The more problems that can be prevented through predictive management, the fewer resources will need to be spent on reacting to problems that have arisen. Predictive management does not replace reactive management, but it reduces the need for it. Getti ng Better At Predictive Management How does a manager get better at predictive management? The best way is practice. Focus some time every day on predictive management and on developing the skills listed above. Heres an example of practicing the predictive management behaviors so you can get better at it. Schedule a meeting with yourself so you can block out a half hour of time. Close your door. platzset your phone on do-not-disturb. Turn off your cell phone and pager.Pick the problem that has been the biggest headache for your organization. Then allow yourself to just think about it.?When did it happen most recently?What caused it?What warnings or indicators did we have before it happened?What did we do to fix it?What could we have done to prevent it?What can I do now to reduce the chances of it happening again? Start monitoring the warning signs you noted above.When those signs next appear, apply the previous solution before the problem gets big.Evaluate the results and adjust as needed. The more you practice predictive management the better you will be at it. You will still need your ability in reactive management, but just not as much. Your resources will be used more on getting things done than on fixing problems and youll have more time to think about and prevent more problems from arising.

Two and five female managers are subjected to sexism

Two and five female managers are subjected to sexismTwo and five female managers are subjected to sexismBefore actual progress is achieved, it invariably enters a weird growing pains period wherein public consciousness defies policy and legislation. The same way racism didnt end when slavery did, sexism wont simply go away because more women are given equal opportunities.On several fronts, our laws are creating a false impression. Of course, its illegal to commit a hate crime in 2019, the same year that doing so is particularly in fashion. Visibility vs. equalityLadders recently reported on the irony of two conflicting developments for members of the LGBTQ community that were separated by literal weeks. One was a study conducted by Burning Glass Technologies thatreported an increased effort to employ LGBTQ friendly listings on behalf of recruiters and firms nationwide. The other, published in the Accelerating Acceptance Report, found that young Americans are less accepting of the que er community than they had been in previous years. Unfortunately, visibility does not, as a rule, mean equality, though its always the best start.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSimilarly, new research presented by the charity organization,Young Womens Trust found that sexist ideas are seeing professional women remain perpetually held back in the workplace.Despite the promotion of things like gender pay gap reporting, the results featured in this years paper mirror the dissapointing results published in years prior.Joe Levenson, Young Womens Trust campaigns director, had this to say earlier this week to the Independent,Many employers say they are aware of this, yet too few are doing anything to end it. From patronizing remarks to sexual harassment and gender discrimination, sexist cultures only serve to hold women back. This perpetuates gender pay gaps and disadvantages employe rs by limiting their organizations talent pools.The findings were derived from a pool of over 800 managers. One in 10 male respondents of this study sample said that men were better suited for management jobs than women, though one in five men admitted sexism is still prevalent in the professional world. Three percent of women reported agreeing with the 10% of men that felt they were biologically pre-dispositioned to run a business.This position is obviously unsound, but the fact remains only4.9% of Fortune 500 CEOs and 2% of SP 500 CEOs are women-and these numbers are actually decreasing worldwide. To the key point, biases and stereotypes that have long since been embedded into the national disposition, arent soon going to be repudiated by reason.According to an analyst of thousands of 350-degree reviews, women outperformed men on 17 out of 19 characteristics that suggest excellence in leadership roles.CapabilityWomens percentileMens percentileTakes initiative55.648.2Resilience54.7 49.3Practices self-development54.849.6Drives for results53.948.8Displays high integrity and honesty54.049.1Develops others54.149.8Inspires and motivates others53.949.7Bold leadership53.249.8Builds relationships53.249.9Champions change53.149.8Establishes stretch goals52.649.7Collaboration and teamwork52.650.2Connects to the outside world51.650.3Communicates powerfully and prolifically51.850.7Solves problems and analyzes issues51.550.4Leadership speed51.550.5Nearly half of female managers surveyed in the new Young Womens Trust survey said that they believe their workplace is sexist and a sizeable portion feels shutout of opportunities to progress because of it. Levenson reports,Unsurprisingly, women managers are more aware of it than men no doubt because they too experience discrimination. Employers must root out sexism in their organizations and give women an equal chance to succeed. It can be particularly tough in male-dominated workplaces, where employers should help to bring more women in and change the culture through training days, mentoring and even targets.

A woman who has reviewed over 50,000 résumés says these are the 7 most annoying mistakes she sees

A woman who has reviewed over 50,000 rsums says these are the 7 fruchtwein annoying mistakes she seesA woman who has reviewed over 50,000 rsums says these are the 7 most annoying mistakes she seesWhen Tina Nicolai began working as a recruiter for Walt Disney World in the late 1990s, she noticed that many job seekers were submittingflawed rsums.I realized people simply did not know how tomarket themselvesor their achievements, Nicolai tells Business Insider. And thats how I knew there welches a market to educate job candidates at all levels and in all industries.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSo in 2010, she foundedRsum Writers Ink. Since launching my company, Ive read over 50,000 rsums, she says. And there are a fewmistakesthat shes seen over and over again that are pretty irritating.Since hiring managers often base their first impression of you on your rsum, its imperative tha t you review it closely before hitting submit on your job application. Especially when an opening yields a high volume of eligible, talented candidates, employers may be quick to toss your file in the no pile for even the smallest mistake.So, as you give your rsum a final look, make sure it doesnt include any of the following faux pas, which employers may find to be annoying. And when in doubt, have a friend or expert give in one last read, too.According to Nicolai, these are seven of the most annoying mistakes people make on their rsumsSloppinessThe biggest mistake job seekers make They are sloppy. They pay poor attention to detail. They are lazyNicolai says that she has seen too many rsums with typos, unprofessional fonts, outdated information, and irrelevant information.Summaries that are too longSummaries are annoying when they are written in a formal tone and include too many adjectives, she says.After a while, the summaries can read like a lengthy chapter in a book. Its better to list a few bullets with pointed achievements and a branded tag line stating, known for achieving XYZ.Stating the obviousStop stating the obvious she says. For example, theres no need to write cell phone, home phone, or email in front of the phone numbers or email address.That infamous references lineDont welcheste precious rsum real estate with the References available upon request line. Employers know to request references. Save the space and brand yourself with your personal branding statement or add your LinkedIn URL, says Nicolai.Starting a bullet point with Responsible forThis is another lazy thing that she has seen too many times on rsums.Candidates need to understand that starting a sentence with responsible for tells the reader what the job requirements were supposed to be, but it does not state that the candidate actually performed the functions, Nicolai says. It does not state that the candidate was successful in these functions. Dont be lazy Take the extra few minutes to explain what you accomplished - not what you were expected to accomplish.Too many buzzwordsRsum jargon such as out-of-the-box, team player, and exceptional communicator are baseline expectations in todays market, Nicolai says. A person who truly is a unique problem solver who works well in teams will convey this succinctly and creatively on their rsum through a combination of few words and imagery.Being too formalFinally, she says that she finds overly formal rsums annoying because theyre not engaging and dont allow the reader to get a good sense of the applicants personality.This article originally appeared on Business Insider.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people