Super Spolier

The other day in the hair-cutting salon, while I was being trimmed by my ends, a conversation ensued between the barbers seemingly about some customer who had just left the salon. I was the only customer in the salon at that time and they didn’t seem to mind my presence in their verbal freewheeling. This is a small reproduction of their interaction –

Barber 1: “He thinks himself to be Salman Khan. The other day he instructed me that not a hair of his must be out of place and he should look like Salman.”

Barber 2: “Does he look like Salman Khan! B##### cockroach…He does not how to talk even!”

Barber 3: “Next time he comes put some fevi-kwik (strong adhesive brand) on his hair, then not a hair would be out of place.”

Barber 1: “Or send him to Vinod (some disastrous barber) and he will know what he is…Vinod will make him Salman Khan…”

And they all break into loud roar of laughter…

Informal interactions of people are many times true representatives of their actual feeling. Their emotions and feeling are mostly ventilated through such interactions.

Recently in a survey conducted by talent management expert DDI found that one in three employees do not consider their boss to be doing an effective job, while almost half of the workers think they could do their boss’s job better than them. The research was based on surveys of more than 1,200 full-time employees from the United States, United Kingdom, Australia, Canada, China, Germany, India and Southeast Asia.

Prominent reasons for such high levels of dissatisfaction with their bosses or supervisors were:

1. Poor Motivators (Low motivation from their supervisors, to give their best effort).

2. Poor listeners (Most bosses never or only sometimes listen to worker’s work related concerns).

3. Non-involvement (bosses do not involve their employees in to decisions that impact them).

4. Non-respectful (damage self-esteem of employees).

5. Temperamental (d not remain calm & constructive while discussing problems).

6. Missing basics (low on courtesy, respect, honesty & tact).

The study also found that most employees surveyed had left the job because of their supervisors.

You many well imagine what most employees would be calling their supervisors…terms used by the barbers or may be even worse…!

When it comes to competency of a leader or a manager, there is no much differentiation in terms of ability, knowledge or skills. The truest form of competency for a leader/manager is emotional leadership that consists of Self Awareness (being aware of his/her actions and the impact of the same on others), Self Regulation (being able to change oneself), empathy (ability to put oneself in other person’s situation & think from his/her viewpoint) and finally, Social Skills (courtesy, respect, fairness and tact in dealing with others).