The Iceland volcano Eyjafjallajökull continued to shock the world with its second eruption this week. Air traffic is at a stand-still and major airlines are losing millions of dollars due to the ash-filled skies over northern Europe. Thousands are stranded and desperate to get home, but no one is going anywhere until the volcano ceases.
Scientists are now reporting that tremors from these eruptions could cause the nearby Katla volcano to erupt. This could potentially cause the worst-case scenario for the airline industry and travelers around the world. This volcanic domino-effect could result in the loss of billions of dollars and delay thousands, if not millions of passengers.
Just as the earth requires a balance of its natural elements in order to maintain its geographical fixtures, organizations require a balance of power to remain on their axis. Managers are responsible for coaching and developing their employees, while maintaining a professional and productive work environment. What do you do with a manager who is unstable or unpredictable? What is the best way to reduce conflict when the manager is a not-so-dormant volcano?
Managers carry so much responsibility, that they often lose sight of the bigger picture. Their attitude and interaction with employees dictates the overall mood of the work environment. Employees find it difficult to resolve issues, when the manager is the root of the problem instead of the solution. Business leaders should constantly check in with their managers, but they should also consider implementing a 360-feedback system.
These assessments give a manager perspective on their management style and capabilities. The confidentiality of the assessments enables employees to voice their concerns without having to worry about embarrassing confrontations. If a manager’s temper is already unpredictable, employees are not going to be willing to risk their neck to voice a complaint against him.
Creating a balanced and well developed manager ensures that he can exceed his job requirements and successfully manage his employees. If employees feel nervous or provoked by a manager, they will not be able to maximize their productivity. Don’t let your managers reach the point of eruption; give them the opportunity to learn about themselves from a 360-feedback assessment. Then coach them toward their goal of being a conventional manager.
For other helpful management information, check out the following: “Manage Yourself, Manage Your Own Talent,” “Bosses That Drive Us Mad,” “7 Leadership Strengths are Weaknesses When Taken Too Far.”
