Message to Managers – Lead by Example

Manager Training This Way

Guidance for Trainer 
This training is provided to facilitate talking with your managers and supervisors about their responsibility to lead by example. Often, the best time to review the subject is during regular weekly or monthly meetings. Review the following examples with your managers, considering your specific environment and industry. Make sure your managers are aware of your expectations and the consequences for failing to meet those expectations. 

How to Lead by Example 
As managers and supervisors, you’re the face of the organization. Employees look to you for instruction and guidance. Accordingly, if you fail to lead by example, you’re doing a great disservice to both the employee and the organization. Managers who fail to abide by the organization’s policies and procedures will be subject to discipline. 

Review the two hypothetical scenarios below and think about how you’d have handled the situation. Next, consider whether your actions would've set a good example for your subordinates. 

•  You walk into the break room and notice a group of employees staring at a cell phone laughing hysterically. You approach the group and notice that they’re watching an online video poking fun at people in wheelchairs. The video features a well-known comedian and even though you know it’s inappropriate, you think it’s pretty funny. 

What kind of example will you set? What did you decide? Did you laugh? Or did you ask the employees to turn off the video?
It should be readily apparent to you that joking about disabled persons isn't appropriate for the workplace. Take this opportunity to remind the group that this type of behavior is unacceptable at work and require that they immediately turn off the video. Laughing would send the wrong message to your employees and undermine the organization’s commitment to providing a harassment-free working environment. 

•  It’s Super Bowl Sunday and you’re the only manager working. Your favorite team’s playing and you’re dying to check the score. There’s a strict policy against using the organization’s computers for personal use, including searching the internet or streaming videos. Likewise, the organization prohibits use of personal mobile devices during working hours. An employee comes into your office and asks if you could check the score of the game on your computer or cell phone. You could easily check and you know the employee won’t tell on you – they want to know as much as you do! 

What should you do? What did you decide? Did you quickly do an internet search? Or did you tell the employee “no”? 
As tempting as it might be, you can’t violate company policy. Sympathize with the employee and remind them of the organization’s policy. Tell the employee that you’ll check your phone on a break or after your shift and let them know about the game. It’s not always easy to do the right thing; however, if you fail to lead by example, your ability to enforce workplace policies and your credibility as a manager will be jeopardized. 

ePlace Solutions 2013