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Discussion Starter · #1 ·
After a year on sabbatical, it is finally coming to an end with a new work opportunity. I'm excited and a little nervous over this new opportunity and would like to start with doing the right things. So I am wondering how do you Sevens manage superiors, peers and team members at work? I am specifically looking for inputs on what has worked well for you in day-to-day communication, task/project communication, conflict & expectation management for each of these levels.

Just a bit of a background:
It's an SME setting and I am hired as a junior management staff responsible for two teams.

Thanks in advance! :happy:
 

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After a year on sabbatical, it is finally coming to an end with a new work opportunity. I'm excited and a little nervous over this new opportunity and would like to start with doing the right things. So I am wondering how do you Sevens manage superiors, peers and team members at work? I am specifically looking for inputs on what has worked well for you in day-to-day communication, task/project communication, conflict & expectation management for each of these levels.

Just a bit of a background:
It's an SME setting and I am hired as a junior management staff responsible for two teams.

Thanks in advance! :happy:
Interesting that you talk about "managing superiors..." what other type beside a 7 would let that phrase roll of the tongue like that (3 and 8 would, I guess.)

The answer all depends on your peers. And I'm including super- and sub- ordinates in "peers", because work relationships tend to be very transient. Someone who's technically a subordinate (or sub- or super- ordinate) may really be on your same level... if you (or the subordinate) has motivation and intelligence, you'll run into this situation more often than you might care to. And the relationship may well change in a year or two. Mostly depending on the cross-company moves people make... and the people who challenged you as subordinates may well become great allies, contacts, and even friends as you all move through our corporate oceans. ;)

So, here is my answer. Treat everyone with respect. More or less like an equal. Let people's ideas fight it out in a gladiator-like arena but make sure to keep the people outside, watching with detached interest. And cultivate the relationships, because I think those are the most important.

And if you figure out how to make this work, tell me how. ;)

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Discussion Starter · #3 ·
So, here is my answer. Treat everyone with respect. More or less like an equal. Let people's ideas fight it out in a gladiator-like arena but make sure to keep the people outside, watching with detached interest. And cultivate the relationships, because I think those are the most important.

And if you figure out how to make this work, tell me how. ;)
Thanks for responding! Hmm, I think you are onto something here for me. I do all of the above but something was just off. I think respect could be the issue at play here.

This is how I look at respect before reading your post: I will give everyone basic respect, other than that, everyone needs to earn in. It's also easy for me to lose respect for others through their actions. It's basically meritocracy.

After reading your post, I thought if I give everyone the full level of respect (okay, there is probably no such thing but it exists in my mind) and if no matter what actions they take, there is no change to the level of respect, I can most probably manage and cultivate better work relationships... Sort of like since they don't need to do anything to gain it, I won't have to make any judgments that can in turn color my actions when I deal with them... Not sure if this makes sense...

Thanks! I'll try it out and will definitely get back to you on this! *excited 'coz I have something to experiment with*

>managing superiors - ROFL XD I know, I know... It's just that in my previous role, it was important to also manage upwards ;) I thought I ask to gather inputs.
 
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