Management of dogs and people

My fantasy thoughts after reading “Stroke, Love, Praise” by Nastya Bobkova and Nadya Pirogova. There will be useful quotes from the book. My thoughts and parallels with office work. Images. Links to read. And all this accompanied by delicious tea or coffee, which I hope you have already poured for yourself.

Let’s go!

Base

this is how quotes from the book will be highlighted

The owner is the security base. The dog doesn’t need anything else for stability.

During the first year of life in the family, the dog will develop a strong attachment with you, which will help to survive possible further stress associated with changes. She is capable of adapting to the birth of eight children, or even to moving to Australia to a kangaroo farm.

“We live in an era of rapid change” has ceased to be a blackmail headline for articles and has become our everyday reality. All approaches have already been sold, the tools are known. Here is scrum, there is AI, hypotheses, testing… We are technically equipped, but the person himself is not ready to dangle an empty bag in the wind.

We need support, and here we are offered a leader in its role.

A manager is a person who creates a safe space for an employee. This is the base. Feeling support, a specialist is ready to change, offer new things, take initiative, grow, and conflict correctly.

The appearance of a dog in the house is a great stress for all participants in this significant event. On the first day, there is no need to pester the new dog unnecessarily. And tell the children not to pester them, because the dog has no time for games now – he is with strangers in an unfamiliar place.

The fact is that both people and dogs need at least two weeks to form primary attachment. Sometimes owners take a vacation while the dog adapts.

Yes, and it takes time to build it. A new person must understand the hierarchy, formal and informal leaders, understand the company’s philosophy and rules of communication.

Tasks for the first weeks:

  1. Build a base for future achievement;

  2. Avoid large screw-ups.

And all this is the responsibility of the leader.

more to read “5 Dysfunctions of a Team” Patrick Lencioni

Essential minimum

Among the essentials, you will need a simple soft collar and a three-meter leash, a couple of deep bowls and a couple of toys.

The collar is like boundaries. These are the rights and responsibilities of a specialist.

Bowl (food) – as the realization of basic physiological needs of a person. Is it possible to go conquer the world with a team that is thinking about how to pay the rent next month? I think the answer is obvious, and the salary should be appropriate

A couple of toys are fun and non-monetary motivation. Something about which he will say “I like doing this.” Opportunity to study, work remotely, a great team… Finding out an employee’s motivation and giving it to him is the manager’s task.

more to read “Gerchikov’s Motivation Assessment Test”

Dogs are very talented at inventing ways to escape from mom and dad.

Yes, you yourself won’t notice how your new employee will interfere with the tasks of another department, but at the start of work it’s wow! what a traumatic experience for the entire company. Or in a couple of months the person will leave for another job because he initially came to you to just sit out. There are a lot of negative scenarios.

Borders

Here the author compares a regular leash (this is just a piece of cord or belt) with a tape measure (a device that allows you to adjust the length by pressing a button). As a non-dog lover, I didn’t know.

It seems that a tape measure is much more convenient than a leash. It does not need to be wound manually, it does not get dirty, looks beautiful and fits well in the hand. A tape measure is a harmful and unsafe device, at least with a dog that is just learning to walk like a decent one.

We have already compared the leash with rights and responsibilities, and let’s continue this comparison.

Flexibility in this matter is very convenient. You don’t have to think about how to integrate a new specialist into the company, how to build relationships with other employees, set goals, and administer tasks. “Do what you want! Try it!” and wait for the result. Flexible. Free. Modern.

But where will an employee run who knows a little more than nothing about the company? How can he navigate the multitude of possible solutions without knowledge of business and financial goals, priorities, responsibilities of other people, relationships with customers… No, of course he will make a bunch of things in different places. Go ahead and clean up later.

The dog, which has been played on a roulette table since infancy, stands out from the crowd – it has a powerful chest and a weak butt. A kind of jock who missed “leg day” at the gym.

Another problem is the dangerous cable. Getting them burned or cut to the bone is a couple of trifles.

Yes, such an employee will rush and run in one direction, then in the other, but never in the right direction. And he can be understood, because you need to prove yourself from the very beginning of work, but there is no understanding of what to do. They either let him go or pull him back. But they never let you run and complete the task to the end. A sort of sprinter who ultimately exhausts both himself and the manager.

The first rule of dog safety and your peace of mind on walks is a loose leash. The tape measure prevents the dog from walking on a slack leash. She’s just tense. A tight leash is a physical connection between the dog and the guarantor and commander in chief. If she feels the owner at the other end, she can handle Alabai. After all, the folder will intervene and bite him himself. A sagging leash is not a “Nearby” command. The dog should walk like this without additional instructions.

Working “on a loose leash” means understanding your rights and responsibilities. Don’t rush in different directions, don’t test the boundaries of communication with your colleagues and clients. This is smooth, quiet and reliable work. Success is not about going all out; success is a lot of hard, monotonous work. And this is an ideal position for both a specialist and a manager.

Never go anywhere if the dog is pulling.

Yes, if an employee “drags” you with ardent inner enthusiasm, this is the moment to stop and see in which direction we are now running. And the task of the leader is not just to stop, but we again slide into pulling back. Each stop is a time for joint analysis. The manager does not indicate where and how it should be done. He discusses why this decision was made and not another. Gives tools with which a person will understand this himself. Now in the future.

more to read “Impact mapping”

Dog place

Like any family member, it is important for the dog to have a territory where he can retire and where he can escape from parental attention. This is such a magical corner where no one should pester her with parental attention. If you have a large apartment, you should not organize a dog place in the far corner, where people rarely go. Dogs love to hang out where life is in full swing.

Every person should feel self-realization.

A team result is not at all the same as a personal result. And at the start of work, a specialist does not invest much in team success. And here it is especially important to give a person “his own garden.” This is a place where the rules are set by the employee himself. And the responsibility for the result is purely his.

At the same time, these tasks and directions should not be completely divorced from the activities of the entire company. It must be explained to both the employee and his colleagues what contribution is being made to the work of the entire company. It gives a feeling of Significance.

more to read “Motivation”

What to do with a new dog

All changes in the dog’s life that she most likely will not like must be done in advance.

I found this very interesting.

What does a change in department head look like in almost any company:

  1. The director decides to change the person;

  2. Start searching for a specialist;

  3. Find and hire. And this is the first moment when employees find out about it;

  4. They immediately assign him to a new position, replacing the current boss and making a bunch of additional changes along the way.

Employees get stressed (as they do after any changes) and the reason is obvious – here it is, a new manager has arrived. Immediately guilty!

What the authors suggest: we first rebuild the structure of the company with the people we have. There remains an empty place of leadership – so be it, we’ll live like this for a while. A little later, we announce to the employees that we will be looking for a new person.

To space out changes (stress) and a new person in time, thereby preventing them from connecting in a cause-effect chain.

And the same rule works in the opposite direction. A new employee comes to a prepared place, where he is expected, he is not attacked from the start, and is not made to blame for all the changes, which are always difficult at the start.

Why are rituals needed?

Rituals provide predictability of the environment and calm – the main components of a dog’s well-being.

Maintaining established patterns of behavior with your dog helps even in stressful situations. Rituals do not have to be followed with millimeter precision.

What rituals are we talking about?

Yes, about any that you yourself come up with. General calls at the beginning of the week, corporate events, company news, holiday greetings in the same format… It doesn’t matter what or how. Regularity is important.

And even if you start to feel a storm, you are drowning in fever and deadlines… missing these events will increase tension. It would seem, why then start them at all? Yes, because their presence, on the contrary, reduces nervousness. Even in difficult situations, employees with a positive attitude are more productive than stressed neurotics.

And if you don’t have time for the usual format, for example, a general hour-long call, the manager can replace it with a message in the general chat. Like “today the situation does not allow us to gather as usual, but this does not cancel our tradition…blah blah blah.” And immediately my soul is calmer)

more to read “About an aggressive office” https://habr.com/ru/articles/441048/

Bribe or incentive

When a dog is learning a completely new command, it is shown a treat and encouraged to perform a certain action in response to a code word. But the skill has already been fixed, and the dog perfectly understands what they want from it, and if the owner still shows that he has “what he has” before the command has been executed, then this will be a bribe. In this way, the dog develops an understanding that this command can be ignored if there are no chicken remains looming on the horizon.

It turned out to be a very short and understandable explanation. I don’t even know what to comment here)

When you train a new employee, give him extra perks and motivation.

For an employee experienced in already constant tasks, such buns will be superfluous and can breed a corrupt official. On the one hand, working with corrupt officials is easy “pay and get.” But it’s also difficult, because people quickly get used to the current level of remuneration, it begins to seem like a base and is not perceived as a bonus – they have to increase it. And so the price begins to rise, with the same value. Plus, big breakthrough goals are often a game with a delayed effect.

Praise and scold

At first glance, everything is simple. He said the traditional “bravo, Oleg,” summed it up with cookies, and it seems like the ritual of praise was followed. But everything is a little more complicated.

The forms of praise can be different depending on the situation and the reaction we want to achieve from the dog.

For example, your dog returns on the command “to me.” He runs as he should and, of course, deserves support. You need to praise him quickly and cheerfully. Or the dog sits at rest exactly exactly as you taught it. In this case, you need to approve it differently – slowly, drawing out the words and, as it were, fixing it in place.

Dogs understand emotions very well, so it doesn’t matter what words you say as praise.

I think many of you have attended corporate appreciation meetings. When the manager, in a monotonous manner, praises in formal words for the work done. And he will also begin to tell some numbers in detail – wow! Creepy.

And then you go as a team to a bar, have a couple of drinks, discuss vacations, football and anything else that is as far away from work as possible. And that’s the feeling of a job well done. And I want to continue running with these people. Other tasks to fight. The words are stupid, but the emotion is real.

The owner’s dissatisfaction does not work unless you show the dog what behavior is more desirable than hooliganism.

Well, yes. If this is not possible, then how can you do it? Abandoning a scolded employee without understanding the path where he should move next is raising neurotic and active users hh.ru.

more to read “Positive reinforcement”

This is all)

I hope my comments don’t interrupt your main idea: anything can serve as a source of inspiration (and it is important for any work). Books about dogs, art, music, films.

Be focused on your profession, but open to the rest of the world.

See you again)

Similar Posts

Leave a Reply

Your email address will not be published. Required fields are marked *