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	TSR : Web boards : Internal Enslavement : "Managerial Style Ownership" 1 2 Managerial Style Ownership (15) This post is on the Internal Enslavement web board. Fri 16 Jan 09, 10:29 PM Mistress_Tiara 5 yrs As some of you know I am something a list, and chart devising fanatic. This most definitely transfers into my Ownership of my boy. he is issued with daily, weekly and monthly lists. This works really well for us as I've discussed on other threads before. It is the source of much merriment amongst certain friends however that I adopt what is considered this 'Managerial' style on a longer term perspective as well. For example hearing of my boy's recent Annual Performance Review caused several questions and some good natured giggles. While I agree that this obviously sounds somewhat comic, I also think it performs a valuable function in terms of giving valuable feedback to my boy regarding his progress in a structured manner. At the end he has been given a written document containing a very clear overview of his performance across the course of the year, which we also thoroughly discuss to ensure full understanding. This highlights longer term progress which he is often otherwise unaware of while he is working and living through it, and provides insight into his performance, development and enslavement. For example, he knows he's done better in certain ways since last month but when I point out exactly where he was a year ago it really highlights the amount of progress he's made, which encourages him further. Similarly, if there is an area which I feel he needs to work on more, this feedback makes it very clear to him what he needs to do, and targets are set as necessary. More regular feedback is obviously also useful and assists his development, but this long term feedback, assessment and direction works in a way which focuses his attentions onto the Bigger Picture and removes any focus on the more general distractions of life clouding his view. Any longer term difficulties he may be having are also discussed if necessary. He finds this process very useful and so do I. My boy is the kind of person who responds very well to feedback and clear direction like this. It provides a valuable tool for monitoring, inspiring and reviewing my boy's development. The written copy also provides a useful reference material to review as time goes on and provide an overview of his patterns for record. Obviously the model for this kind of technique is Managerial. This is a role I am very comfortable in as I am used to directing large groups of demanding people, both as groups and individually, through my career. Techniques such as performance reviews etc therefore seem perfectly natural to me and a valid, useful application to M/s, especially as I have a slave who has a similarly lateral mind to me. Does anyone else adopt a similar 'Managerial' styled model? If so what techniques do you use? If they receive it how do slave's respond to this structured review form? If you don't receive it do you think you would you find formal structured feedback like this useful? I realise this is an unusually formalised and structured method, and that it is one that may only lend itself easily to people of our ilk, with a particular kind of lateral process. I am interested therefore to hear if other people incorporate any similar techniques in their M/s, and if not if anyone would find them useful. 'It's the fire in my eyes, And the flash of my teeth, The swing of my waist, And the joy in my feet. I'm a woman, Phenomenally, Phenomenal woman - That's me'. 17 Jan 09, 1:23 AM Lord_Laraby US(NY), 6 yrs Y! Mistress_Tiara wrote: Managerial Style Ownership As some of you know I am something a list, and chart devising fanatic. This most definitely transfers into my Ownership of my boy. he is issued with daily, weekly and monthly lists. This works really well for us as I've discussed on other threads before. Does anyone else adopt a similar 'Managerial' styled model? If so what techniques do you use? If they receive it how do slave's respond to this structured review form? If you don't receive it do you think you would you find formal structured feedback like this useful? I don't, but I'm glad it works well for you and yours. I am more the goals for the day kind of master. I see to it that angel achieves her goals each and every day. I then never have to see her fail. I particularly don't like the idea of giving her possibly unreasonable lists of things to accomplish to that I then have to correct or punish her failures. She knows what is required and expected of her on a normal day as it's been part of her conditioning for nearly 5 years now. She no longer needs micromanaging for which fact I am quite relieved as I have not the eneggy to do that right now. I simply add things as she progresses and see to it that she perfects it before moving on to the next thing. Does she forget things as time goes on? Yes. But, those are the times that I give her a refresher lesson. That works best in my house. Call me LL 17 Jan 09, 10:16 AM Wilhemina 3 yrs From an s-type perspective, I found that Sir being able to micromanage me was very encouraging (as we are LDR, it's these points which are important)as well as being more convenient for him. In my work/life, I have a lot of places to attend at various times and there are times when I've either forgotten this or forgotten to tell him about it. I created an RTM list which he was added to, and a wiki site for one of my work projects which he was also added to. I now have a reminder email service which lists what I am doing each day, and where I can note down events so that Sir is informed of them automatically. Sir is also informed of when I fail to attend sessions or something is changed (unless it's an emergency). He also reviews my medication, and is kept up to date with the progress of my work (I have a project ongoing). At the moment, he has no time to create an appraisal, but prefers to micromanage me throughout the week. But I would love it if he would be able to do so. 'The three most dangerous things in the world are a programmer with a soldering iron, a hardware engineer with a software patch, and a user with an idea' - Rick Cook 17 Jan 09, 8:03 PM Andrin DE, 3 yrs Mistress_Tiara wrote: Does anyone else adopt a similar 'Managerial' styled model? Yes, in an even wider sense. I have more than 25 years of management experience in my professional life. So this certainly rubs off on my private life. Mistress_Tiara wrote: If so what techniques do you use? There is a clear blueprint of my life for the next 20 years, you may call it business plan. And the service I require from my slave is very well included. In many ways I treat him like my staff at the office: I explain the business plan, the targets, the risks, the milestones, the resources, the funds available and the tasks assigned to him. And a performance appraisal is made, just as I do it with a staff member at work. Mistress_Tiara wrote: If they receive it how do slave's respond to this structured review form? piti needs a much finer micro management then I like to give. However, hopefully with time he better learns to understand and meet my expectations just as p described her own path in Service Conditioning. I don't think he particularly enjoys the reviews. But as a part of the training I see them of high importance. Andrin 18 Jan 09, 12:23 AM Mistress_Tiara 5 yrs It's interesting to hear I'm not the only person who does this sort of thing, so thanks for replying Andrin Andrin wrote: I explain the business plan, the targets, the risks, the milestones, the resources, the funds available and the tasks assigned to him. And a performance appraisal is made, just as I do it with a staff member at work. This is similar to what I do in a retroactive sense, though varies slightly on the pre-performance directives. We both find this process very useful. Given the fact that you are also from a Management led background I wonder if this only appeals to Dominants who are alrady used to giving assessment or direction in this form? I also wonder if people used to recieving feedback through these kind of methods would be more receptive to it than those who haven't recieved it before? I'm not sure. I also wonder how those who crave micro management would respond to annual assessment and direction? I have a feeling that despite the seemingly obvious difference, there are quite a few who would thrive with Bigger Picture assessemnt and direction added in as well (note: I'm not suggesting it needs to be an alternative to routine feedback, a technique I also use). Wilhemina wrote: At the moment, he has no time to create an appraisal, but prefers to micromanage me throughout the week. But I would love it if he would be able to do so. Maybe Wilhemina can answer some of these questions? Or anyone else who has a perspective on this 'It's the fire in my eyes, And the flash of my teeth, The swing of my waist, And the joy in my feet. I'm a woman, Phenomenally, Phenomenal woman - That's me'. 18 Jan 09, 11:02 AM Mistress_Tiaras_boy 5 yrs Hi everyone. When Mistress informed me i was to be given an Annual Performance Review i laughed as i thought She was joking, then i stopped laughing when i realised it wasnt a joke. i used to conduct them at work for my staff and found them very useful, disciplined services tend to use them quite a lot so i am used to the process. i think their advantage is they focus on attainment/performance over a long period. They provide a formal structure to consider where a slave was 12 months ago and where they are now. This can then be measured against where you want them to be (ultimate goal) and thus adjust their training/conditioning for the forthcoming year. Then re-measure and readjust accordingly on an annual basis. Mistress and i are both very organised and logic based people and it sems to fit us very well. i am sure many people prefer a less formal approach and use their own methods to equal effect. i actually found it very useful. It gave me time prior to the Review to consider my progress or not and then have them discussed. i was pleased to receive the praise for my improvements (forever seeking praise ) and was given my ' areas for improvement' in a very supportive manner.i even received a written copy, now thats structure for you ! It was beneficial and i look forward to next year, unless i havent achieved the specific areas of improvements slave 890-712-189. 19 Jan 09, 11:19 AM anjuli UK, 4 yrs Guilty! I was one of the people that giggled! J wanted to know if you were given kpi's n! But you know, I actually think it's a very good idea. And altho it's not J's style - and yes I think that has to do with background and experience and industry and his own natural managerial style - he does it without the formal structure. When we got talking I realised that we have regular reviews where we discuss progress and the changes that I've made and where he wants to see me putting more effort in next. J's memory is not the best (altho it affects things that are less important to him more) but he always seems to know where we're at. His background and nature is such that he's a seat of the pants manager (the industry and work he's in mean he has to be - you'd sink without trace if you had to follow a written plan to get his job done) and he leads by instinct. I know this, I've seen it in action and it's awesome. My own nature and slightly ocd inclinations mean I'd love charts and plans and stuff so that I could see the proof. However, you know it occurs to me that it's another area (like many I've tripped over so far) where he's going against my nature rather than providing me with what I want and think I need. And what I think is happening is that he's wresting control from me by doing this. If I had charts and plans maybe I'd have some level of control. That's what I do and what I've always done. If I had them, I'd be taking some of that control from him and listening to the wrong side of my brain - the worrying, planning, controlling bit rather than the instinctive, emotional, following bit of me? Hmmm... I look forward to asking him if I've rumbled him when he gets home!!! anjuli *** “I, with a deeper instinct, choose a man who compels my strength, who makes enormous demands on me, who does not doubt my courage or my toughness, who does not believe me naive or innocent, who has the courage to treat me like a woman.” Anais Nin *** 19 Jan 09, 12:29 PM Mistress_Tiara 5 yrs Oh that's interesting. I see this as just an additional longer term strategum, to use in conjunction with daily ('seat of the pants') stuff. It is more assessment based than directive, although obviously there is an element of direction for future conduct involved as well. This is given as a longer term reference of goals over the more daily, weekly and reactive direction's he is given. I don't think the Annual Performance Reviews give n any sense of additional control, rather just a 'meatier' feedback which we both like. I will ask n to explain this from his perspective though. Another factor that appeals to me regarding this is that, as I am a list and chart driven individual, and have yearly plans for myself as well as monthly charts and weekly and daily lists, it is convenient to fit n's on alongside my own. It's a natural fit. I can always refer to him monthly list or Annual Review to look and remind myself to fit something in. It's interesting that you mention memory as well actually as that's another factor for us. As n does not have the best memory, committing things to paper is an effective device. This works most obviously for issuing him with 'to do' lists etc, but the Annual Performance Reviews often remind him of some step he's made or how much he's achieved or of a useful strategy he used before that he's otherwise forgotten. 'If the first woman God ever made was strong enough to turn the world upside down all alone, these together ought to be able to turn it back and get it right side up again'. Sojourner Truth. 19 Jan 09, 9:36 PM Andrin DE, 3 yrs MT, how do you prepare for that review? Speaking about bad memory: For each of my staff members I have a file and significant issues I collect there during the course of the year (otherwise I would have forgotten by the time the review is due). That may be both, negative or positive examples, of someones behaviour/attitude/work style etc. That certainly doesn't mean that a major problem with a staff member rest for up to a year until the review is due. major problems are discussed immediately. It's the small issues that I definitively would forget about. (now brooding whether I should handle it this way for my slave too). Andrin 20 Jan 09, 8:46 PM Mistress_Tiara 5 yrs Andrin wrote: MT, how do you prepare for that review? Speaking about bad memory: For each of my staff members I have a file and significant issues I collect there during the course of the year (otherwise I would have forgotten by the time the review is due). That may be both, negative or positive examples, of someones behaviour/attitude/work style etc. That certainly doesn't mean that a major problem with a staff member rest for up to a year until the review is due. major problems are discussed immediately. It's the small issues that I definitively would forget about. (now brooding whether I should handle it this way for my slave too). Andrin Hi Andrin, I tend to just refer back to last years review for a starting comparision point. Also, because I'm such an anal keeper of lists and charts etc I have twelve books of the previous years charts and lists and notes to refer back to! When one is as list orientated as I it fulfills untold whole new functions 'If the first woman God ever made was strong enough to turn the world upside down all alone, these together ought to be able to turn it back and get it right side up again'. Sojourner Truth. 21 Jan 09, 10:42 PM Mistress_Tiaras_boy 5 yrs anjuli wrote: Guilty! I was one of the people that giggled! J wanted to know if you were given kpi's n! It is an unusual feeling when *everything* you do is measured against set performance conditions and standards ....But strangely enough i would say they do informally exist in my Owner's house, though i am yet to see them set in stone (or on PowerPoint), though who knows what tomorrows list will bring n. Mistress Tiara's beloved boy. Next page