Alchemy for Managers: Turning experience into achievement by Tom Reeves

By Tom Reeves

Alchemy for Managers demonstrates how one can boost your self throughout the genuine event of coping with. Alchemy for Managers exhibits: - how one can use your functional event as a self-contained capacity to strengthen your self - with no need to move on a path - how your individual tasks can strengthen your competence in either management and administration - how handling exterior activities and your inner suggestion tactics might be introduced jointly in an built-in, holistic approach. Interactive and interesting type Real-life instances and stories written by way of managers on the chalkface

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Extra resources for Alchemy for Managers: Turning experience into achievement

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You need also to be able to manage your own psychology. This does not mean engaging in some kind of therapeutic self-help. The starting point for managing your psychology does not have to be a diagnosis that there is something ‘wrong’with you that needs fixing. Nor does developing your self mean resolving some deep-seated personal problem for which therapy or counselling would normally be indicated. Your starting point can simply be that you want to be more effective at managing the processes that mediate between your ‘inner self and your outward behaviour - to keep in check any psychological forces that might manifest themselves in the kind of personal incompetence or unwitting capriciousness described earlier in this chapter.

It is also learning more about yourself - how you perform in your world of work and how you might need to change in order to be more effective. Conclusion on effectiveness Drawing the threads of this chapter together, to manage effectively you need to: Have a purpose to accomplish, and actually to accomplish it - it is hard to see how anyone could reasonably be described as having managed effectively if they did not actually achieve anything. The purpose needs to be a worthwhile one, combining corporate and personal aspirations.

Complete learning There has been a debate over many years in management development circles over the relative merits and demerits of learning from on-the-job experience as opposed to more structured and possibly more broadly educative off-the-job learning. Caricaturing the debate somewhat, the issues reduce broadly to: Theoretical’ classroom or book learning is rarely relevant to any actual situations that managers have to manage and, even when it is, there are often insuperable difficulties in importing new ideas to solve problems that other managers do not recognize as existing.

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