Don't Try My Patient
I raised my voice and said it twice : Don't try my patient; when chair the operation team trasfer meeting yesterday afternoon, I was upset, the reason why it may me angry ? because I saw 2 department wasting time in trivaial and minor issue, debating on what function should be transfer and why? this task of transfer some funtion from one department to another last for 2 months, this is totally waste of company resource; the internal confrontation in such an attitude reduce the overall productivity; I hate this and really worried about people building the glass wall between department, it getting serious and serious; that's why I am so angry, the only resource we need is speed, but this task drag for 2 month, it shows that we don't sence the urgency of speed and efficiency, if the wall can't tear down, then I don't see the future in this company.Another surprise finding when conducting the welcome talk; V. the newly on board assistant to one director honestly told me she is facing the serious communication problem between her supervisor; she didn't express in purposely, I trigger her and asked her an open question in the very beginning of the conversation : How are you? how's your working relationship with C? Then she withhold , took a deep breath and told me, the communication wasn't good, my second question followed : Are you afraid of her ? she nod her head and say Yes, then she build up her body and told me how she feels in this new company and this new supervior, then I asked her what she going to do ? well, she said she will resign in a few days.
The newly promote division director is like a Tyrant to lots of people who worked for her,COO advise her about it couple of times, we send people to the 7 habbit class training, she is among the candidate;HR conduct assimilation to collect voices from her dept. and very high turn over last year and almost all the associate managers who reports to her resign, they make up their own reason to leave without hurting her feeling.
I need to find a way to couch her, find a way to let her know if she don't change the way she communicate with people, respect and value everyone in the world, this might be the end of her career, I am not saying she will be fired, but she will hardly find partner to share with and will be very lonely in the top hill, enjoy great dinner along and talking to the wind; I am not saying follow my foot print will make her great, but ... you know what I want to express. don't be too hush, don't be too hardship. don't be too crul. you never know who will help you in the end...
But, she taking care of K. so decent and nice, she had the tendency to perform lady's elegency, caring about people who work with her in deep trouble, so, How should I address this point? or this is the attribuiton of her personality, if this is the case, What should I do? and What should I say? she build the system, we choice her to be the next pool of executive, we should respect her decision..
posted by Roger @ 5/19/2005 08:29:00 上午
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