My Door is Shut

My Door is Always Shut

“My door is always open.”Do you have managers who say this?

It’s a cliché, naturally tripping off the tongue to give the impression of openness to their team and accessibility to the issues that they face. It is also a defensive reaction to prevent further probing into their daily interactions with staff and any subsequent negative information that may come out as a result.

Having an open door policy is just not practical in this day and age. A policy like this will just rip away at your time and pull you off into undesirable directions. Your time management will suffer, your work will slow down and your results will slip away down the drain of accessibility.

I know people who have a policy of never closing their office door. They are the most committed people I have ever met. They also give 100% of their time and energy to their work.

The problem is: They are terrible at effective delegation. Sure, they delegate ok. However, effective delegation requires more than just allocation of work, as an example.

Here are my thoughts on an open door policy:

It is an invitation to interrupt

Availability=Not very busy (when everyone else is busy)

Too available=means it’s easy for staff to move problems to the boss

 Time management is a subject that many busy managers tend to put onto the back burner and leave to fate.

What should you do?

Have an open and closed-door policy Choose your best period of the day to have as quality time for getting your best work done. Tell everyone that you are not to be interrupted when your office door is closed, unless the building is on fire.

Go Over Your Area Don’t make your office your fortress, where problems come to you and are fighting issues across your desk. Go out and about to talk to your team, get updates on progress and discuss issues with them, out in the main office. Be seen. Be heard. Be a leader who cares enough to take time to talk.

Learn to delegate effectively Don’t just allocate the work, give real thought and time to those decisions that will move your team towards self-management.

Develop your team Ask questions, rather than solve their problems. Empower your team by getting them to solve their issues at work, rather than waiting for you or relying on you to solve them. Then, back their decisions if they go wrong. Build trust and learning points for you and your team by being loyal.

Oh… and carry the can when it goes wrong.

Have your best week ever

Email: mervyn@masteri.co.uk

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About Mervyn Murray

International Leadership and Organisation Development Professional. Using a coaching style to support you every step of the way. Inspirational event speaker and father of 2.
This entry was posted in Communication, Leadership, Learning, Time Management and tagged , , , , . Bookmark the permalink.

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