Fire Fighting Management Style
There are no big problems; there are just a lot of little problems. ~Henry Ford
The problem is not that there are problems. The problem is expecting otherwise and thinking that having problems is a problem. ~Theodore Rubin
These two business legends know how to deal with problems, no doubt. However, there is a tendency for a lot of young professionals and managers to spend their time solving problems or fighting fires (allow me to use this analogy here.) Incidentally, some even managed to set them.
Fire fighting or problem solving can sometimes be a great way to excuse yourself from your present or current responsibilities, and be misled to think that you are doing what you are supposed to do. Wrong! Fires are not supposed to be regular occurrences but glitches or abnormalities occurring once in a while and are easily put down.
Problems (fires) can be avoided. Some people, I must admit are born fire setters and fire fighters. They create their own problems. If not, they get a rush of adrenalin whenever they are confronted with these situations. They love to take actions on situations like these. This is good at times, but actually detrimental in the long run.
Before everyone gets burn, take a proactive action by giving time for brainstorming and planning. Business or operational problems can be avoided if and only if preventive mechanisms are in place. And should they occur, mitigating mechanisms should have been in place to address them effectively and efficiently. This way, no one will be panicking and leaving his important responsibilities in order to fight fire. Better yet no one will attempt to start one.
We call them drama queens at my office. Everything is a big emergency and most times it’s just a smokescreen to distract from your focus. I try to ignore these fire starters until they start getting in the way of the project’s progress. Otherwise I end up wasting lots of time catering to their drama.
If you know you have a firestarter on your team, what’s the best way to keep them out?
JMom’s last blog post..Have Faith
In my point of view problems are less dramatical our should be less dramatical to fires.
If so, there is something wrong with preventing them.
People usually predict and size problems in advance to minimize the risk that a big fire occur.
Ahmed Belghith’s last blog post..Tunisian Web Marketing
@ JMom
^__^ Funny how call them, but that seems to be an appropriate ‘brand’ huh. They grab our attention, they steal our time, and consume our energy -afterwards, we’re too tired and frustrated to deal with our own responsibilities.
1) Coach them to change their style and teach them plan and organize;
2) If #1 doesn’t work, give them something to do that will discourage them to start their own fire;
3) If #2 doesn’t work, remove them form the team or reassigned them. I would rather lose one bad apple than lose my entire team.
Hope, that helps.
@ Ahmed
As I’ve always tell my staff: An ounce of prevention is better than a pound of cure.
Thanks for the insight Ahmed! Cheers!
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My former boss was always putting out fires. 90% of them were started by him. It was really draining to work with him. Fortunately, he sold his business and now he only makes his family miserable.
Jeff Iversen’s last blog post..Doctors, Colds and Antibiotics. Oh My!
It’s very difficult to work with a boss like that, it drains you easily of energy and enthusiasm without really accomplishing anything of worth. Huh. Unlucky for his family.
Thanks for sharing Jeff.