They can be hard to have. We worry about the other person’s reaction. Will they be hurt or angry? We worry about our own reaction. Will we hear something we don’t want to hear? Candid conversations are hard to have…
How often do you complete a demanding task or spend hours with a group of staff and know that although it’s really useful to the company, you suspect that senior people simply don’t value it? This happens at all levels but is particularly painful for mid-level managers. Many tasks and priorities, even those given lip service by the top, are often valuable but not valued.
I worked with a coaching client once who spent a lot of time helping onboard new recruits, especially those in distant field offices. The new employees were incredibly grateful for her help and she knew her mentoring made them more effective more rapidly than otherwise. But she also realized it was not valued by the people she worked for. Tough call. Continue to spend the time or orient yourself more to what they value? There’s no hard and fast rule for this one. Try to get recognition for what you know to be valuable but don’t be surprised when it’s not considered a good reason for not having got done the stuff they care more about.
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