People don’t leave bad companies. They leave bad bosses.

People don’t leave bad companies. They leave bad bosses. They don’t leave flawed organizational structures and abandon lousy products and technology. They leave flawed leadership.
No matter how brilliant a company’s products and/or services may be, if management is dysfunctional, that company will have serious problems. It may not be immediate, but it’s nearly a guarantee that it will happen. This concept may sound like a no-brainer, but it continues to happen across all companies and industries, both big and small.
There is so much emphasis on IQ in organizations, and not enough on leadership. Now we have a bunch of technological geniuses who are socially and emotionally inept.
The problem? A complete lack of emotional intelligence, insecurity, and sheer incompetence on the most basic level.
Leaders set the tone of an organization. The outer environment is a reflection of the inner environment of those who establish the quality of the company. When the leader(s) are chaotic and manage without a solid foundation or strategy, the whole operation turns into fire drills, with everyone running around like beheaded chickens.
The only thing this creates is a sustained profile of hysterics and frustration.

The Dangers of Micromanagement

Micromanaging is a method of management in which an individual closely observes or controls the work of an employee. In comparison to simply giving general direction, the micromanager monitors and evaluates every stage in a process, from beginning to end. This behavior negatively affects efficiency, creativity, trust, communication, problem-solving, and the company’s ability to reach its goals.
The typical micromanager spends their time directing employees rather than empowering them. They are often very insecure. They spend more time with the details of business operations instead of planning the company’s short-term and long-term growth strategies. The fact of the matter is, time DOES equal money. When the designated leader of an organization is wasting time (and therefore money) on overseeing projects instead of focusing on specific growth opportunities, it’s time to reevaluate a few things. The effects of micromanagement can be disastrous for a company’s culture. Employees will soon realize that you are not listening to them. They will undoubtedly shut down, stop making suggestions or going to you with questions. Ultimately, employees will become disenchanted and will eventually quit to work for another company.
Much of the time, these quasi-leaders believe that they are the only ones who understand the business model and are the sole reason for the company’s revenue. They will often surround themselves with passive people who don’t question their authority, and fail to challenge or criticize their actions. These managers also tend to be extremely closed-minded to new approaches or ideas to solve problems.
It is for all these reasons that these types of managers will never hold a high level position at a large company. Of course, exceptions are noted, we often hear of executives who behave this way, but for the most part, they just do not possess the characteristics required to deal with projects and people in a productive and meaningful way.

Micromanagers want things done in a particular way. We all do - the “right way” – translation – “my way”. However, when these managers communicate requirements, they’re simply telling them to execute. In this case, they’re not asking anyone to think for themselves. And employees who actually engage in their work, won’t be satisfied for very long.
Managers certainly do not always have the best and brightest answers. Letting employees become part of the decision process is so important for increased productivity and helping everyone feel valued.
Underlying Problems
The underlying psychological issue of micromanagers is that most action (perhaps reaction is a more appropriate description) is based on fear, not reason or evidence. This causes major problems. First and foremost, their fear drives their need to control the details in processes, and their need for constant recognition. It’s not uncommon that most people who work with micromanagers have adapted their own behavior to try and prevent confrontation. However, enabling these issues only makes the problem worse.
There is also a failure to prioritize, making managerial and operational rhythms suffer. “Post-mortem” meetings become the norm, rather than after-action reviews. Blame is thrown in every direction except the manager’s and turnover gets worse. 
What Makes a Great Boss?

1. Communication: A great boss is a communicator who has the ability to relate deeply to others, someone who is able to empathize and recognize the talents in their employees and peers. They have strong emotional intelligence and self-awareness, and speak and act with integrity.
   
2. Delegation: Great leaders know when and how to delegate and, for the most part, remain removed from the project, trusting their employees to be professional and produce results. They know that being involved in the granular details of these projects is a waste of their time, and inhibits their employees from feeling free to do great work. They know that they should trust their employees and don’t micromanage to the point of distraction.
   
3. Fairness: There is a difference between treating employees equally and treating them fairly. Let’s face it: Not all employees are equal. Everyone is different. Some employees create different value within the organization. A great boss treats everyone fairly, but not equally.
   
4. Humility: Great bosses understand that the business is not about them. Leaders have to be able to talk and listen to their employees on all levels of the company. At the same time, they must have the respect of their employees, the kind of respect that’s earned by being honest, having integrity, and being humble.
   
5. Responsibility: Leaders take responsibility for their actions. If you make a mistake, own it. Don’t blame others for your lack of self-awareness, or make excuses for failed projects and blown deadlines.
   
    

What Do Employees Want?
Employees don’t just come to work for a paycheck. Yes, SOME do. However, research suggests that most people are not simply extrinsically motivated. They are intrinsically motivated and would rather be respected and praised for their work instead of just paid more.
What do we as employees (and managers) want? To be left alone to do our work in peace. Every independent and intelligent person who has the training, knowledge and desire to work at an organization has something important to contribute. Allowing them to become a part of the process can have a hugely positive impact. Not only will they have a sense of purpose, but also a sense of belonging and community within the organization, working toward a shared goal. To put it simply – they will be engaged.
Nobody wants to have their autonomy and creativity robbed from them. Managers at all levels within an organization must stay aware of the dangers of micromanagers and have ways of dealing with those issues. Otherwise, there’s a rough road ahead, for everyone. No team is perfect, but we all have to start somewhere in order to get better as a team.
I am Ward (#RP)

What were they thinking Wardy files?????........presents Spider Man.........

A man who used a can of spray paint and a lighter as a makeshift blowtorch to kill a spider in his laundry room started a blaze that caused $60,000 worth of damage, Seattle fire officials said Wednesday.

 

The man and his mother got out of the house, and no injuries were reported in the fire that broke out in the West Seattle home Tuesday night, said Kyle Moore, a spokesman for the Seattle Fire Department.

 

Moore said the man used the spray paint and lighter as "a self-made blowtorch to kill a spider in the laundry room" of a rental house.

 

"I don't want to encourage people to do this, but that's what he did," Moore said Wednesday. "The spider tried to get into the wall. He sprayed flames on the wall, lit the wall on fire, and that extended up to the ceiling."

 

Fire crews were called to the home in the home just south of Seattle just before 8:30 p.m. Tuesday.

 

Firefighters initially fought the fire from outside after someone reported hearing ammunition go off in the house. Crews eventually went inside the house after confirming from tenants that there was no ammunition inside.

 

The man initially tried to put water on the fire, but he wasn't able to put it out and the blaze quickly spread into the attic.

 

On Wednesday, portions of the house were boarded up with plywood, and a blue tarp covered part of the roof. The owners of the house declined to comment.

"There are safer, more effective ways to kill a spider than using fire," Moore said. "Fire is not the method to use to kill a spider unless your an idoit.

 

The Red Cross is providing temporary shelter for the home's two residents, whom authorities have not identified.

 

As for the spider, Moore said: "I'm pretty sure the spider did not survive this fire. The whole wall went."

 

I am Ward.....

So u tired of being fat, but still extra unmotivated huh???????

We may tell ourselves we're too busy, too tired, too distracted to exercise, but those excuses are often a cover up for the real issue:  We don't plan or commit to our workout time.  We don't figure out the what, when, where, how and why beforehand.  We don't think about how hard it might be to motivate ourselves out of bed 30 minutes earlier than usual so, what do we do?  We promise ourselves we'll do better tomorrow.
Of course, tomorrow never gets here and we keep making the same mistakes, the kind of mistakes that make exercise so much harder than it has to be.  If you're wondering why it's so hard to exercise, the answer may be more obvious than you realize sucka!
 1. Not enough time in a day?????
I don't dispute anyone's busyness these days.  We're all putting so much energy into the rest of our lives, it seems we don't have enough left for exercise. People who exercise don't have more time than people who don't exercise. The difference is, they carve out that time and set aside that energy, just for that workout. They make it important as reading the Bible daily! ( prepare the night before, put it on a calendar or plan a reward for getting it done!)
  2. U doing 2 waaaaayyyyyyy to much....
If you're a bit of a perfectionist, you might make exercise hard for an entirely different reason:  Doing too much, too soon.  This is the person who shows up on day one ready to do every workout they've missed in the past 6 months....Pushups and burpees and squat jumps and what about a few pullups? (Start slow, be patient and experiment with things that you like or can actually do consistenly).
   3. Now you giving up to quick (You making me tired with all these excuses-lol)
Now, there are those who try so hard, they try themselves right out of exercise. And then there are those of us who give up on exercise as soon as something goes wrong. And, trust me, something will always go wrong.
The kids will get sick, the dog  your ate you iPhone, you'll lose a shoe,  over time at work...these things will happen, but you still have to keep up your goal of better health.(be flexible, have shorter work outs and remind your self that quitting is not an option)
   4. You keep thinking motivation will magically appear-HA!
If you're waiting to exercise until you feel like it, you'll probably be waiting a very long time.  Guess how many times I feel like exercising when my alarm goes off at 5:45 a.m.?  Mostly, I just feel like going back to sleep, but I get up and do my workout anyway because I've found something to motivate me.
The thing is, in the beginning of an exercise program, finding motivation takes almost as much energy as actually doing the workout.  It's almost like trying to please a screaming baby - Do you need a diaper change?  Food?  Are you teething?  Tell me what you need!
We're often like that with ourselves, trying to find that one thing that will get us up and moving.  Don't you want to lose weight?  Don't you want to look good at the beach in 6 months?  Don't you want to feel good. Its really mind over matter or your back side getting fatter! You
know what we have to do, so lets do like the old Aresenio Hall.......AND LET'S GET BUSY!!!!!
i AM warD