Wk5Discussion-WMBA-6010-FeedforwardGrowth

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Walden University *

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6000

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Management

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Nov 24, 2024

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Wk5Discussion -WMBA-6010-FeedforwardGrowth Post a description of one behavior in your professional life that significantly impacts how you manage or relate to others and that you would like to change. One behavior that I would like to change is my ability to pick up the slack. I tend to do other employee’s jobs by picking up the slack for them. At first look, this is a great feature in helping, but generally what happens is they leave it for me to continue to do. For example: I am the purchasing manager. I am responsible for every single supply within the company, all production material, office supplies, everything used right down to an ink pen. They are supposed to do a daily count of their supplies. They get busy and do not do that. I get in trouble if we run out of supplies, so I go around to see how the supply issue. I noticed some stuff we were low on, so I ordered them. The other managers decided that they like the fact that I did the counts and just keep “forgetting” to do it [ CITATION Cha19 \l 1033 ] . I even organized cabinets so all they must do is go around and count, but they still just leave it up to me. This is causing problems for me because they are forcing their work onto me. Giving me more tasks to do causing me to be overwhelmed. If I stop doing it, my boss will yell and scream at me, literally, for running out. His rule is to never run out. He has said many times that if we run out of anything, I am failing at my job which will reflect on my evaluations. I have discussed the situation with him, but he tells me to deal with it. I am that person that will help anyone, if necessary, but does not like being taken advantage of. . I have been sending emails to those managers reminding them to do their counts so I can order things in a timely manner. This is putting the responsibility back in their hands. I am getting some positive feedback with them thanking me for reminding them. I am also getting lack of feedback with claiming they didn’t see the email. I am working on the feed forward which is improving communication skills. This type of feedback can help others understand your perspective and assist on building a stronger team. In my communication, I am trying to make it clear that we are on the same team. I should be the back-up on counting, not the front runner. I feel like I am doing everything to make it easier for them to avoid getting yelled at [ CITATION Gol02 \l 1033 ] . Feed forward can also help build management skills by identifying strengths and weaknesses. For example: My strength is making sure nothing runs out, but my weakness is doing everyone else’s job regardless of how overwhelming that is. I strive on being great at everything I do. I am trying to build trust, responsibility, and teamwork. Having a positive working environment is essential to all employees. References Chappelow, C., & McCauley, C. (2019). What good feedback really looks like. Harvard Business Review Digital Articles , 2-4. Goldsmith, M. (2002). Try feedforward instead of feedback. Leader to Leader , 11-14.

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