Too impatient?

• Do you feel that others get in the way or slow you down?
• Are they too slow, not competent or not motivated enough?
• Do you show your impatience to demand compliance?
• The problem is: compliance is the best you will ever get from them.
• Showing impatience will never win their full commitment.
• Your effectiveness depends on the commitment you stop yourself from obtaining.
• Even if you can place some blame on others, you are only managing effectively if you ask yourself what you can do differently to make the best of the situation.
• Placing blame doesn't motivate many people to change.
• Often, firing everyone and replacing them is not practical.
• So, what can you do differently to win a fuller level of commitment?
• If you are not satisfied with mere compliance, then how can you alter your approach towards those you depend on for support.
• Try listening to their needs and suggestions. Ask them for their input. Ask them when they can get a job done rather than demanding it.
• Ask what support they need and how often it would be sensible to review progress.
• When things go wrong, ask how it can be put right in a supportive tone, rather than blowing your top and placing blame.
• Use more praise, celebrate success.
• Find positive things to say even when you can only see negatives.
• Take some pressure off yourself. Why is your fuse so short in the first place? Are you sufficiently in control of your own priorities that you can plan for setbacks? Or are you totally at the mercy of other people's agendas and driven by what is urgent?
• Loss of temper is due to internal pressures triggered by external annoyances.
• What steps can you take to ease this pressure on yourself?
• What can you do to build more flexibility and less pressure into your schedule? This is a core skill of effective management.