Managers I have worked with will complain about how their teams offer nothing in the way of advice or input as to how to do things better. That’s because the environment wins!

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I'm Jeff Altman, The Big Game Hunter, the head coach for, and This is a video that talks to you as a manager about the impact of the environment that you've created.
Now, if you're happy with an environment where you get no input from from people that's worth a damn, or worse, get no suggestions, no advice, no input from them whatsoever about how things could be done better or differently. . . Your fault because you've created an environment where they've gotten the message from one another or from you that this isn't anything worth doing.
I want to be clear, one of the biggest places where it occurrs is from one another amongst the staff. Ever hear the phrase, "brown nose?" "Suck up?" If those are behaviors or messages that people are getting, then, you're never going to get an idea from anyone because they know ostracism starts to take place.
Harvard Business Review had an article eight, nine months ago on this subject. And the truth of the matter is I put the title of this as "Environments Win." But it's really the messages that people get from their colleagues about what it's like to stick their head up as a poppy in the field, and what's going to happen to them that often is the big difference between success and failure in organizations.
You see, as a manager, the commonplace behavior that you're responsible for is repeatable processes. You want people who will do the job and could repeat doing the job again and again. And thus, when there's someone who stands out in some way, often colleagues try to cut that person down to size. They backstab them. They criticize them. They tell stories about them, right? And no one defends the person that they're really trying and that they really care.
I know, there was a search firm I was associated with, where I just didn't understand how they operated. I kept asking questions and the response I basically got was, "that's basically how we've always done it. We've done pretty well." Good answer, but not good enough for me because I saw a way that it could be done better.
Alternatively, people started, shall we say, to shoot bullets at me, and take shots of me behind my back at meetings with managers and ownership. Eventually, I got the message that they didn't care. It didn't matter to them . . . Doing things the same way. It was clear enough, the idea of doing something better wasn't. I learned to shut my mouth and the result was they missed boatloads of opportunities. I've always been out front with a lot of things and I'm not always right, quite obviously. But I'm right, far more than I, I'm wrong.
So, I'll just simply say if you're not getting advice, if you're not getting input from your people, that's because they've gotten the message in the environment, and/or from you that they shouldn't do that. All you care about is repeating the performance and the process that's existed before and that's good enough.
So, I hope you find this helpful enough, a little bit provocative. Think about it for a little while before you just simply go "Ah, that's not true," or not. Notice, are you getting advice? Are you getting input? Is anything useful coming to you. If the answer is no, start to change that.
Again, I'm Jeff Altman. If you're interested in my coaching you in being a more effective manager, reach out to me through LinkedIn at Once we're connected, message that you're interested in coaching. We'll set up time for a free discovery.
And, if you hire me to coach you, I just want to be clear. I do not work for free any more than you do.
I hope you have a great day and take care


Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for He is the host of “The No BS Coaching Advice Podcast,” and “No BS Job Search Advice.”

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