It is necessary to know the approach to each player

Each person has his true reason for which he wishes to become a member of a team. This is the key to motivation of each player.

 

Show players the team goal

This is - the image of the future of your organization, and it should be possible in detail to convey to each employee. Develop slogans, names, symbols and slogans. People need to feel a sense of pride in their organization.

 

Define the role of each player

A clear explanation of the role of each employee in the organization will help to avoid unnecessary competition, as well as a sense of "injustice", often with the imposition of penalties and reprimands. Each player will be evaluated for its contribution to the overall victory.

 

Create the players a sense of group identity

To be successful a person must be a sense of belonging to a team, the identification with the team. Fully propagandizing the history of the organization and its values. Organize common activities that create memories uniform.

 

Generously use the pronoun "we"

A member of the team must feel that he does not work for anyone, but for yourself. After the successful completion of the project it is important to assess the efforts of the entire team, without singling out individual members.

 

Contact and share information with all

Share information with everyone who they are, not only with the "key players". In ignorance of the person usually begins to suspect the worst. Awareness of team members will allow them to put the common interest above personal, and without it is impossible and your success as a leader.

Remember the story of mountaineer Edmund Hill-GEL and his Sherpa guide, Tenzing, made the first ascent of Mount Everest? On the way back Hillary lost his balance and began to fall, but Tenzing had to plunge his ax into the ice, and saved the lives of himself and a friend. Tenzing later refused to recognize any special merit, considering that he did not do anything fancy. "Climbers have always helped each other" - he said.

 

The winning team is constantly improving

When an organization comes to an end perfection, soon coming to an end and the organization itself. Why is the same team is rarely a champion for several years? As a general rule, coaches are tempted to leave it at that - of all the players, strategies, and tactics. Too many people think that stay the same means to remain at the top. Nothing of the sort! If the players do not want to improve, they need to take place are new, potentially better ones.

Consistent success - the result of continuous improvement.

The first duty of a leader - to promote the development of people. Studies have shown that daily training "step by step" gives the best results in increasing the efficiency of labor. In the step by step process of learning can be divided into two major components: setting specific goals and regular inspection results.

The goal set before the employee must indicate the specific outcomes (what to expect from the head of a slave), and be tied to a specific time frame. How many goals should be placed in front of an employee? In our experience, it is important not to overdo it. It makes no sense to expect that an overworked slave fulfill all that was required of him, with decent quality.

Talking about the final results, I want to warn against common mistakes - employee assessment, depending on the effort devoted to the execution of the order, especially if it is a weak employees. It is important for leaders to establish clear requirements to the result of the work, and the slave was responsible for their implementation. The manager must make every effort to set goals to be mutually acceptable to both the head and for the subordinate. If there is a disagreement, the leader must be firm and form the ultimate goal of extremely specific. Remember, the goal is important for the result, not the effort.

Regular and frequent monitoring of the progress towards the goal plays several roles. First, constantly reminds the employee that it is important for the achievement of the goal of his personal professional career. Second, gives the manager the opportunity to monitor the progress towards the goal. Third, if progress has slowed or absent, the supervisor can hear the views of a subordinate of the reasons for the failure and to try to help him solve the problem.

In any case, if the slave is moving toward the goal or stuck in the middle, constant monitoring of the results gives the manager the ability to manage the process *. If you are currently three people report to you about the results, it is likely that you will be unhappy with at least one of them. Typically, in this situation it is possible to allocate at least one of the following moments:

■ The employee does not work brilliantly, but not terribly so you keep it to yourself.

■ Find someone else is spending time on the interview, do not take the risk again of the need to train a new employee. To all this there is no time.

■ Employee definitely does not work in the best way, but he likes you (or did you feel a sense of guilt in relation to it).

* William J. Morin, Lile Yorks, Dismissal (San Diego, Harcourt Brace Jovanovich, 1990).

■ At the head of all there is no evidence that the employee be fired.

■ Head avoids talking directly subordinate to that unhappy with his job.

What is the result? Nothing happens. However, keep in mind that you are a candidate for dismissal - not only members of the equation. Too many leaders do not realize that:

■ About the current situation is well known to other employees. Insufficient quality of work can not be concealed.

■ Inability to dismiss an unsuitable employee devastating impact on your future career. You, as a leader, responsible for the prosperity of their organization. Organizations do not need a leader, putting personal interests above the common.

■ Keeping the employee fails to meet its obligations, you undermine the "fighting spirit" of the other team members who have to take the extra load.

Remember, the reason for the failure organizations are not those of the staff that you were fired, and those you are not fired. If you have serious doubts as to whether the staff member and you have plenty of time to make sure it is the inability to deal with the case, then that person should look for another job.

How to relate to the dismissal of employees? Bob Beale says: "At the time dismissing the man with the work with which he can not cope, you actually release him from the constant feeling of failure, giving him the opportunity to find another job and be successful. At the time dismissing an employee, you can even cheer him by giving him a sense of anticipation of new business. "

Of course, the best scenario - a detailed interview with the candidates, careful selection in hiring and training new immediately after their employment, which will allow both him and you to show their potential. There are three phases:

1. I maximize my potential (I pour my energy into itself).

2. I maximize the potential of others (I pour my energy into leading members of the group).

3. Other maximize my potential (they poured their energy into me).

Followers are allocated only in phase 1.

Top allocated in phases 1 and 2.

Outstanding leaders stand out in phases 1 and 2, and have personal experience phase 3.

At this point I suggest to stop and assess their own strength as a leader. This will allow you to see your strengths and work on their "weaknesses."

Circle the number that corresponds to your assessment of their abilities. Proceed to the test right now, without delay.

1 point - Perfectly

2 points - good

3 points - Satisfactory

4 points - Requires growth

5 points - with difficulty

 

Common features prominent leaders

The ability to dream

Do not dismiss dreams - you can turn it into a reality. Constantly working with the leaders, I often ask myself: "Man creates a dream or dream man is doing? '. I am convinced that the one and the other are equally true.

Setting Goals

The goal - a dream of a fixed term of its implementation.

If you do not know exactly what you need and where you are going, you are unlikely to come and it is unlikely that you will get.

Impact on other

The essence of impact strength lies in the ability to attract another person to participate in your business.

People do not care how much do you know if they know that you care.

Personal organization

"Before we get down to business, it is necessary to organize everything, and then everything turns out right." - Christopher Robin, the hero of the book "Winnie-the-Pooh."

Setting priorities

"Wise is he who does not waste power on the matter, which does not fit, but wiser still the one who of the many cases that it is capable of, reshigelno selects and makes the best." - William Gladstone, Prime Minister of the United Kingdom.

Solving Problems

"The majority see the obstacles, and few see the target. In the success stories is the second, the fate of the first - oblivion. " - Alfred Armand Montaperti.

Ability to take risks

The risk should be evaluated not in light of the possibility of success, and in light of the value of the goal.

Decisionmaking

Solutions will always be true, if you do what is best for your organization, and not what is best for you personally.

Creative approach

There is always a way to do better ... just try to find it.

"Man's mind, once expanded to accept a new idea, can never be reduced to its former size." - Oliver Wendell Holmes, American author XIX century.

The hiring and firing "There are only three golden rules manager: Find good people, tell them that they are not at work trying to" cut corners ", and the maximum support them. The most important thing - to find good people. " - AE Stevenson, American politician.

"At the time dismissing the man with the work with which he can not cope, you actually release him from the constant feeling of failure, giving him the opportunity to find another job and be successful." - Bob Bil.

Ability to assess

People are realizing their potential, think about what they did right, and not about what they did wrong.

The man who "knows how to" always have a job. A person who 'knows why' will always be the host.

If you set yourself 1 (excellent) or 2 points (good) in at least four areas, then you are on the first level. If you set yourself high scores in eight areas, then you are on the second level. If you set yourself high marks in all areas, it means that you have a great support team, with which you can far surpass their own capabilities.

I can happily admit that at this point in life I have reached the third level. All my life I will be grateful to my colleagues, through which could achieve much more than let my abilities and resources. Our forces did not add up and multiply. Thanks to them, I continue to grow and develop as a person and as a leader.

 

Epilogue

Our world needs leaders ...

Those who use their influence on the people in the right time and for the best reasons.

Who takes a little more and a little less guilt merit.

Who possessed them and only then tries to lead others.

Who are constantly looking for the best, not the familiar solutions.

Who adds value to the organization, which is headed, and its members.

Who work for the good of others and not for personal gain.

Who governs itself through reason, and others - with the help of the heart.

Who knows the way, goes the way and shows the way.

Who inspires and motivates, and does not force or manipulation.

Who live together with people to know their problems and live with God to help solve them.

Who is aware that the character is more important position.

Who forms an opinion and should not be followed. Who understand that their organization - a reflection of their character.

Who never puts himself above others, except for one thing - taking responsibility.

Who are equally honest and in large and small.

Who discipline yourself so that it does not want to do another.

Who adequately meets the fall and turns them into ups.

Who should be the moral compass pointing in the right direction regardless of the prevailing trends in the society.

 

 

ABOUT THE AUTHOR

Artyom Vorobyov in 2009, is interested in writing. It is considered one of the most influential leaders. Most lectures and seminars on the problems of leadership and the development of relations.

Artyom Vorobyov - author of popular books on the problems of leadership and success.