Misery Four Personal Fitness

In today's world, personal physical fitness and healthful lifestyles receive a great deal of attention. A career has an element of personal fitness too. In this context, personal fitness is the match of the gifts and contributions of an individual with the receptiveness of the corporate culture and the opportunity to maximize these gifts. There are times when the larger organization recognizes the gifts of an employee and seeks to develop this opportunity. More frequently, however, people in organizations become stuck in a situation, position, or occupation that is not a good match for them.

Lack of work fitness results in misery for both the person and the organization at some point. Waning or apathetic performance on the part of the employee affects productivity (i.e., organizational strength), especially as actions and contributions become more routine and less innovative over time. The organization is forced to bring in people capable of the higher levels of performance and competency. The original members of the organization are passed by for promotions and more-challenging opportunities.

Misery Management. Managing personal satisfaction and minimizing personal work miseries necessitates that an individual take charge of satisfaction. This can be accomplished in several ways.

Personal Preference. It is important for IS managers and professionals to understand their personal preferences for work and to recognize the types of activities, events, or projects they gravitate toward or away from. In addition, some individuals feel more comfortable with one type of organizational environment than another. As employees of an organization that is moving from an autocratic environment to one of higher levels of participation, IS managers may need to assess their personal preferences in the work environment as well as to ensure that there is a proper fit between the two. Knowing one's personal work and organizational preferences and using self-observation to confirm initial thoughts or ideas help ensure personal fitness in the work environment.

Continuous Development. The larger organization usually provides the initial training and education on the reasons for the change to a team-based structure, the context associated with the change, and the intended direction. This initial introduction and context is only the beginning or the foundation upon which to base continuous learning and to build competencies. The larger organization does not necessarily know what a manager's shortcomings are. It is the responsibility of IS managers to implement methods to identify the developmental needs of the IS organization and its teams and to promote a learning organization. Ongoing learning needs to be planned fully and deliberately.

Performance Tuning through Reflection and Coaching. IS managers should take the time to reflect on their style and competencies. At the same time, they need to remember myth one — managers know how to do this — as well as to learn from the experience of athletes, who continue to use coaches throughout their careers.

Few managers use the coaching technique, and even fewer women remotely consider its use. A coach serves to guide a person through self-reflection activities and other exercises that provide objective perspectives about current competencies and the desired state. Some people use a mentor for this purpose, but most mentor relationships are established to provide encouragement and advice and do not reach the level of a coaching relationship.

Project Management Made Easy

Project Management Made Easy

What you need to know about… Project Management Made Easy! Project management consists of more than just a large building project and can encompass small projects as well. No matter what the size of your project, you need to have some sort of project management. How you manage your project has everything to do with its outcome.

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