Nobodys perfect, including the boss. Managers, we polled recently, acknowledged making a number of mistakes, from not recognizing staff accomplishments to inadequate communication to poor hiring decisions. Here is a sampling.

Withholding praise was a problem cited by many:
"I didnt give recognition to someone who turned out to be one of my best employees and soon lost her."
"I didnt give credit when it was due to individuals who made major contributions."
"I failed to acknowledge someone who needed to be rewarded. I have regretted that for years."

Letting poor performance go unchecked:
"I kept someone on who should have been let go."
"I didnt recognize that someone was in way over her head.
Keeping a person in a position where he failed was my biggest mistake."

Not hiring the right staff:
"I encouraged a group manager to hire an internal candidate when an external candidate was better qualified."
"Hiring people who are too similar to me has been a mistake."
"I hired an executive-level individual for a much less senior-level job."

Not pay attention to whats going on with staff:
"I didnt pick up on signals from disgruntled employees." I regret not seeing the signs that someone was going to leave.
"I failed to clearly understand an employees situation and ended up losing him."
"I wish I had provided more opportunities for subordinates to engage in projects they enjoyed."

False assumptions often led to trouble:
"I assumed I knew what my employees problems were instead of talking to them. Now I talk to my employees instead of assuming that I know whats going on."
"I assumed someones motives were like mine and he would want to make his job a career."
"I assumed someone was very knowledgeable when she wasnt. It backfired on me when a presentation was made."

Although management mistakes can be a learning experience, some lessons come at a hefty price. "I delegated some work on a project and never checked to see if it was completed. A year later, I discovered it had never been done, and it cost the company about a million dollars."

Still, while errors can be painful, its best to acknowledge them and move on. "Early in my career, I didnt admit my mistakes, and it was very damaging. I have since changed my ways." Over time, however, most supervisors learn from their mistakes and are able to improve their managerial performance.

Marcia Zidle

Marcia Zidle, M.S. N.C.C., the ?people smarts? coach, works with business, government and community leaders to quickly solve their people management headaches so they can concentrate on their #1 job ? to grow and increase profits. Her services include:

• What Really Works Handbooks ? resources for managers and supervisors on the front line
• Power-by-the-Hour Programs ? fast, convenient, real life, affordable courses for leadership and staff development
• Your Strategic Partner ? support to leaders who are in positions of high expectations, high visibility and high payoff.

Marcia is founder of Leadership Hooks, a business coaching company, which helps executive teams, operations managers, business owners and agency directors to move their organizations from seat-of-the-pants to feet-on-the-ground leadership.

She brings over 20 years experience from a wide variety of workplace settings, countries, and industries including: health care, financial services, professional practices, automotive and light manufacturing, energy, pharmaceuticals, telecommunications, event management, education, non-profits, local and state government.

Finally, Marcia's ?claim to fame? is experiencing expatriate living with her family in Scandinavia and Australia. She has traveled in over 30 countries throughout Europe, the Middle East, Far East, and South Pacific. She welcomes invitations to speak internationally so that she can add to her growing list of interesting places to explore.