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Article from The Business Times, 14 Mar 2007
LETTER TO THE EDITOR
Managers, why remain dissatisfied?
I REFER to your article 'Most middle managers here dissatisfied' (BT, March 9).
In addition to asking what companies are doing about their middle managers' general lack of satisfaction, it is also apt to ask middle managers: 'So, what are you doing to reduce/eradicate this feeling of dissatisfaction?'
As a leadership coach, I work with both top management and middle managers on the 'fast track', that is, those who have the potential to move up to leadership roles and are familiar with some of their thought processes. What I would like to see change is simply this - that more middle managers take ownership of their own career and personal development rather than leave it to management, hoping they will be 'taken care of'; and for management to coach their subordinates to solve their own problems rather than wait to be told what to do.
Worrying about job security is not going to make it go away, and it is definitely not solely the boss's job to help alleviate the sense of insecurity or solve home challenges.
Given the demanding business world, it is imperative that organisations operate at an optimum level when it comes to available resources. Optimising the potential of your human resources is surely one of the ways forward for organisations.
Rather than remain 'dissatisfied', it could be more appropriate if middle managers try to do something about the issues themselves. Looking for another job may or may not be the best solution. Most times, it is not.
Paul Heng
NeXT Corporate
Coaching Services
A member of the NeXT Career Consulting Group, Asia
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