Only people run a business. Only people solve problems. Only people manage people. Often managers are promoted due to seniority, good problem-solving skills, or financial achievements. Rarely are future managers trained for their role as ‘people managers’. The results can be tragic and can sabotage professional and private lives rather than managing success. Here are some of the signs of poor people management:

• Managers (or staff) show signs of over-controlling, over-thinking and over-qualifying all the time: ‘I’ll do it myself’, ‘I can do it better, faster, more efficiently’. This behaviour frustrates others rather than promoting cooperation.
• Or they just focus on what other people do wrong, instead of recognising what they do right most of the time. They become a pain in the neck for their colleagues.
• Some start to become ‘wishy-washy’ in their decision-making – they can’t say ‘no’ anymore, so they delegate decisions. They appear insecure in their business environment, and they procrastinate, and delay.
• Others just seem to not understand. They invite others to do the thinking and doing for them. Then they blame others for failure.
• Others simply clam up, and withdraw, becoming stubborn and grumpy.
• Others will start several projects at a time, but not get anywhere with anything.
• And yet others expect staff to fend for themselves and offer them no support. Their attitude is: ‘Either you solve the problem, or you become part of the problem’.

These kinds of dynamics cause the atmosphere in an organisation to deteriorate and processes between people to break down. Dysfunctional people management is characterised by miscommunication, which leads straight into mismanagement and damage to the organisation.

Instead of draining energy by fighting each other, staff and managers learn to endorse each other’s differences, potential and strengths. Cooperation improves dramatically as PCM allows everyone to purely focus on factual issues. No more personal hidden agendas.

Wouldn’t you like to achieve cultural re-engineering from the inside out, by changing people’s minds positively?

For more information on PCM please see our flyers:

industry specific:

PCM for leaders
PCM in high-risk industries
PCM safety flyer

generic:

are you communicating or just talking?
PCM - where it all began
what is it all about?

course description:

the PCM introductory seminar
the PCM advanced seminar

When it comes to people management, PCM allows managers to take advantage of the differences between personalities, to understand different ways of doing things, to deal with situations and use the right techniques to communicate and motivate others. It enables managers and staff to decode behaviour, to understand underlying psychological structures, to identify the onset of dysfunctional behaviour and allows for constructive, supportive intervention.