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Boubacar Bah
IT Team Supervisor at Cellcom Guinee
Boubacar brings extensive IT experience in the telecom space, with 11 years of experience. He is licensed as Microsoft's server infrastructure and enterprise administrator along with ITIL foundations.
- product
- tech
- design
- teamwork
- building
- curiosity
- change
- management
- managing
- people
Meet the mentor
Tricky Workplace Situation Handled
- Remote workers need be considered and valued the same way as for local ones. The company needs to have a strategy in places to attract and maintain remote workers.
- Micromanagement and lack of consideration for the conditions of the remote workers.
- Lack of adequate salary, lack of cleary defined objectives and misunderstanding with management. Provide good work conditions , establish a fair treatment , Reward people conveniently and give feedbacks
- Avoid micromanaging, provide good working conditions and reward program. Value your employees and do not overload them and elimine the most possible stressful situations.
- Not respecting work hours No justified absence at office Doing things without being instructed
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- Taking a SWOT analysis with honest answers.
- 9/10. I clearly mention that i have committed a mistake and annonce the actions taken or take to correct.
- The manager needs to know the mistakes done by his staff. This is part of knowing his team and the level of trust he can grant them. Hiding mistake can cause confusion and the manager can be asked to explain things he even is not aware of
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- We all make mistake but we cannot hide them. Take responsibility, inform required person and work with them to find a solution.
- By practicing active listening, the employee feels that importance is given to what he is saying. This makes him feel that his contributions are expected and valued. With active listening the employee confidence, happiness and engagement are both enhanced and the relationship with management is good
- She was not at first disposed to receive Joy Was not practicing active listening Was aggressive and blaming Interrupted Joy Put the fault on Joy and decided to take charge leading Joy to think that he did wrong and surely not happy
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- Good. I take time to receive the person and listen to her till she finishes talking. I practice eye contact, nodding an d ask questions. To enhance, i should maybe smile a bit to make the person comfortable and more open.
- Listening actively is an important skills that need to be practiced by everyone. Effort and discipline are needed to develop it because it requires a lot of energy in its practice. However, the benefits are worth compared to required efforts. So, to each it, i would place the person in a situation where he has to practice all the behaviors required to develop that skill.
- Frequently exchange with my team member to keep them informed about our service situation, important information got from management, evaluating our procedures and get their feedbacks and view about our working conditions.
- 6/10. Frequently inform employees of the situation of the company by giving key information regarding its projects, goals and challenges.
- Dear all, we would like to inform you that the changes discussed by management few months ago will be implemented soon. Because of their importance for our creativity and performance, each of you will adequately trained and documentation will be provided to help you be familiar with them . Please, feel free to address your feedbacks to your direct manger and they will be taken in consideration to refine the precedures. Best regards, Boubacar
- In our team, we usually review our procedures and methods of work to compare them with the current reality. We do so to identify gaps or ineffectiveness of our methods and use innovation technic to update them .
- Put a side my ego and accept the feedbacks. Analyze on how they are accurate and how to take actions in order to improve myself.
- Dear all, We would like to inform you that some changes will be implemented. Because of their importance for our procedures, each of you will be adequately trained and documentation will be provided . In the implementation of those changes, feel free to address your feedbacks to your direct manager. We assure you that they will be taken into consideration. Best regards Boubacar
- 6/10. Frequently informing employees about the situation of the company, the goals and objectives we are working on. Organizing meetings between direct managers and staff to exchange with them and get their feedbacks.
- Discuss frequently with my team members to inform them about the situation of our service and transmit them news of the company received from management.
- I prefer compromising because in that case it is a final agreement between parties that accepted to give a bit to reach the final arrangement. Nothing is imposed and no one is forced.
- Exposing a team member to a situation in which he has to defend an initiative while received instructions are reverse.
- Melissa should be more confident and find the courage to speak to Sandra. She need to avoid to always avoid escalation because it will continue like that until she finds the courage to say stop. It is normal from John to have the winning attitude and to always look for the victory. However, in that way sometimes he can hurt his colleagues or uses unethical actions that can lead to serious conflicts.
- No. That situation affect the team because we do not know to what focus our effort and how to use resources. We are unaware of what is relevant to the company at a given moment and if our action are contributing to the company actions to achieve its goals . . .
- Hiring a team member and defining her job description and responsibilities to help her being focus and concentrated to activities.
- Exposing the individual to a situation were conflicts can be generated and teaching the person how to handle it.
- Sharing the vision , mission and objectifs of the team i am leading. All team members realize that we are in the same boat and our collaboration is crutial to reach our assigned objectifs. I also use fair treatment. No one is considered above others and same respectful attitude is granted to all of them.
- David should discuss with his team members and make them understand that the success of each individual is measured throughout the overall performance of the team. They need to develop Team spirit, work together to deliver acceptable results.
- Conflicts are frequent Results and performance are negatively affected Other team members might be affected and they might be contaminated Environment become toxic
- Self-centeredness Manipulative Rule-breakers Conflicts with others Vindictive Know it all Saboteur Unwillingness to take responsibility for shortcomings. Lazy employee Bully (someone who taunts others or throws hurtful remarks.) Highlights co-workers' mistakes regularly Gossipmongers
- Bad behavior (Breaking rules, manipulative, ...), no discipline and no sense of responsibility, always arguing,... I have exchanged with him several time regarding his behavior and reminded him about the company expectations in that matter. Sent him to my N+1 to better talk to him. Finally, we are observing now the rresults Of taken actions before considering to move forward with him
- Several times I faced situations where I could have applied critical thinking before taking action on an issue. After deploying so much time and energy we end up with the problem on hand. Although critical thinking is difficult, it helps to identify the issue correctly and save us a lot of time and energy.
Tricky Workplace Situation Handled
- Remote workers need be considered and valued the same way as for local ones. The company needs to have a strategy in places to attract and maintain remote workers.
- Micromanagement and lack of consideration for the conditions of the remote workers.
- Lack of adequate salary, lack of cleary defined objectives and misunderstanding with management. Provide good work conditions , establish a fair treatment , Reward people conveniently and give feedbacks
- Avoid micromanaging, provide good working conditions and reward program. Value your employees and do not overload them and elimine the most possible stressful situations.
- Not respecting work hours No justified absence at office Doing things without being instructed
- Taking a SWOT analysis with honest answers.
- 9/10. I clearly mention that i have committed a mistake and annonce the actions taken or take to correct.
- The manager needs to know the mistakes done by his staff. This is part of knowing his team and the level of trust he can grant them. Hiding mistake can cause confusion and the manager can be asked to explain things he even is not aware of
- We all make mistake but we cannot hide them. Take responsibility, inform required person and work with them to find a solution.
- By practicing active listening, the employee feels that importance is given to what he is saying. This makes him feel that his contributions are expected and valued. With active listening the employee confidence, happiness and engagement are both enhanced and the relationship with management is good
- She was not at first disposed to receive Joy Was not practicing active listening Was aggressive and blaming Interrupted Joy Put the fault on Joy and decided to take charge leading Joy to think that he did wrong and surely not happy
- Good. I take time to receive the person and listen to her till she finishes talking. I practice eye contact, nodding an d ask questions. To enhance, i should maybe smile a bit to make the person comfortable and more open.
- Listening actively is an important skills that need to be practiced by everyone. Effort and discipline are needed to develop it because it requires a lot of energy in its practice. However, the benefits are worth compared to required efforts. So, to each it, i would place the person in a situation where he has to practice all the behaviors required to develop that skill.
- Frequently exchange with my team member to keep them informed about our service situation, important information got from management, evaluating our procedures and get their feedbacks and view about our working conditions.
- 6/10. Frequently inform employees of the situation of the company by giving key information regarding its projects, goals and challenges.
- Dear all, we would like to inform you that the changes discussed by management few months ago will be implemented soon. Because of their importance for our creativity and performance, each of you will adequately trained and documentation will be provided to help you be familiar with them . Please, feel free to address your feedbacks to your direct manger and they will be taken in consideration to refine the precedures. Best regards, Boubacar
- In our team, we usually review our procedures and methods of work to compare them with the current reality. We do so to identify gaps or ineffectiveness of our methods and use innovation technic to update them .
- Put a side my ego and accept the feedbacks. Analyze on how they are accurate and how to take actions in order to improve myself.
- Dear all, We would like to inform you that some changes will be implemented. Because of their importance for our procedures, each of you will be adequately trained and documentation will be provided . In the implementation of those changes, feel free to address your feedbacks to your direct manager. We assure you that they will be taken into consideration. Best regards Boubacar
- 6/10. Frequently informing employees about the situation of the company, the goals and objectives we are working on. Organizing meetings between direct managers and staff to exchange with them and get their feedbacks.
- Discuss frequently with my team members to inform them about the situation of our service and transmit them news of the company received from management.
- I prefer compromising because in that case it is a final agreement between parties that accepted to give a bit to reach the final arrangement. Nothing is imposed and no one is forced.
- Exposing a team member to a situation in which he has to defend an initiative while received instructions are reverse.
- Melissa should be more confident and find the courage to speak to Sandra. She need to avoid to always avoid escalation because it will continue like that until she finds the courage to say stop. It is normal from John to have the winning attitude and to always look for the victory. However, in that way sometimes he can hurt his colleagues or uses unethical actions that can lead to serious conflicts.
- No. That situation affect the team because we do not know to what focus our effort and how to use resources. We are unaware of what is relevant to the company at a given moment and if our action are contributing to the company actions to achieve its goals . . .
- Hiring a team member and defining her job description and responsibilities to help her being focus and concentrated to activities.
- Exposing the individual to a situation were conflicts can be generated and teaching the person how to handle it.
- Sharing the vision , mission and objectifs of the team i am leading. All team members realize that we are in the same boat and our collaboration is crutial to reach our assigned objectifs. I also use fair treatment. No one is considered above others and same respectful attitude is granted to all of them.
- David should discuss with his team members and make them understand that the success of each individual is measured throughout the overall performance of the team. They need to develop Team spirit, work together to deliver acceptable results.
- Conflicts are frequent Results and performance are negatively affected Other team members might be affected and they might be contaminated Environment become toxic
- Self-centeredness Manipulative Rule-breakers Conflicts with others Vindictive Know it all Saboteur Unwillingness to take responsibility for shortcomings. Lazy employee Bully (someone who taunts others or throws hurtful remarks.) Highlights co-workers' mistakes regularly Gossipmongers
- Bad behavior (Breaking rules, manipulative, ...), no discipline and no sense of responsibility, always arguing,... I have exchanged with him several time regarding his behavior and reminded him about the company expectations in that matter. Sent him to my N+1 to better talk to him. Finally, we are observing now the rresults Of taken actions before considering to move forward with him
- Several times I faced situations where I could have applied critical thinking before taking action on an issue. After deploying so much time and energy we end up with the problem on hand. Although critical thinking is difficult, it helps to identify the issue correctly and save us a lot of time and energy.
