So much of the content in Manager-Tools is, quite rightly, focused on making yourself as Manager, and your Team more effective. But what if you don't [i]have[/i] a team?
Our (IT) organisation has implemented a 'resource pool' model, where analysts and developers are selected from a 'pool' for the duration of the project, then they either migrate to another project team, or go back into the 'pool'.
This means that coaching, mentoring, etc. can only be based on a manager's recent knowledge of that individual, as they are not around long enought to really get to know them. So called 'Practice' managers have been created to facilitate the career guidance, run the appraisals, etc.
The results of this are two-fold -
1) The individuals get limited feedback, as their managers feel that they have a limited responsibility since the staff member isn't going to be around for longer than a few months anyway.
B) In my view, this has resulted in at least a partial loss of the effectiveness of teams. No longer are they "greater than the sum of their parts". There is no sense of belonging, no camaraderie, no competitive spirit.
Okay, maybe I'm exaggerating the effects a little; it's not quite as desperate as that, but do you see my point?
Has anyone else had this experience or seen this model in operation?
If so, do you agree with my opinions of the effects?
And lastly, how do you convince senior management to change things?