It's been a hectic week and I'm glad I got to be a little more digital using 'mentimeter' as my tool for several workshops I conducted recently ka.
Several months ago, I shared with you about a summary of the book, 'Managing Up' which talks about boss types and how to handle them. Somehow, I love it so much that I started playing around with it. With the use of mentimeter and its app to have a radar chart, it turned out to be a good effective tool to get views from the team what type(s) they thought their boss could be from advancer (result-oriented), harmonizer (survival), evaluator (detailed-oriented), and energizer (project initiator)….the parentheses are from my own understanding and not that self-explanatory though!
After while I was describing each type of the bosses including possible positive and negative traits, I asked them to take pix for reference as they all would have to do a series of exercises I prepared. The picture I saw when almost all in the room took pix from my ppt was fascinating to me. Then I asked them to rate the boss types of their director. This tool made it very safe for all to express their views since they used their smart phones to vote while the director looked on. I forgot to ask the director if one vote there including this very big boss' opinion too:))!
My lessons drawn from this exercise are:
- This could be an effective tool to engage people (especially Gen M) and get their honest views.
- It requires boldness of the boss to allow it to happen. Several young staff told me how happy they were to be able to express their thoughts. (It was so funny a few weren't so pleased after I took a break for lunch when they still wanted to 'play' through this tool.')
- The boss could use the results to improve oneself where it could become too extreme for the team in such a context.
- It opened a floor for me to share my experiences both as a boss and a staff, sharing with them what I didn't understand until I became a senior and what I vowed not to do after having been through some unwanted manners or treatments. I think it wasn't much about my former bosses that mattered to them. It was the real stories that they knew weren't made up that were seen valuable.
- The team realized a little bit better that those who are bosses have to go through much more tough times than they could imagine ka. This should create a little more cooperation, sympathy, and synergy of the team too ka.
- When using smart phones as learning tools, my frustration to see participants listen less and play more was gone!
It was so fun for me too!
Happy weekend ka.
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