Are you still living with the fantasy that relationships should be 50/50? If you want to be a manager who makes a difference, we encourage you to embrace the reality that relationships ebb and flow. Some days relationship investments from the two parties might be 60/40. Other days they might be 30/70. And over time some relationships may never even out to 50/50.

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Managers spend a lot of time focusing on managing “down” – guiding their teams and energizing results that align with organizational goals. A recent study from McKinsey highlights the importance of also managing “sideways” with colleagues and “up” with higher-level leaders. In fact, the combination of managing up and sideways has a 50% higher impact on business success than managing down does. And when it comes to individual career success, managing sideways and up is twice as important as managing down.

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Kim Turnage

I come from a family in which forgiveness abounds but apologies are much less common. In fact, my younger brother owns and proudly wears a t-shirt that says “I MAY BE WRONG BUT I DOUBT IT...” (Just for the record, that doesn’t even come close to an apology.)

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Kim Turnage

Conflict exists. There’s no getting around that fact. People frequently turn to their manager to referee. In fact, research from The Ken Blanchard Companies suggests 64% of people wish they could talk about problems with colleagues “often” or “all the time” in one-on-one conversations with their managers. When they get asked to mediate conflict, managers can make things better…or worse.

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Kim Turnage

The most important and powerful meetings are one on one. Nothing can accelerate the quality of a manager’s relationships with team members faster than one-on-one time. Here are a few statistics to consider:

  •  Although 89% of people want to meet with their managers one on one at least once per month, only 73% actually do. (source: Ken Blanchard Companies)

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