As a leader you will be authorized?

( http//oxford. ) Report: ' join pushes ' Zhuge Liang's sentence, often makes people ' leimanjin '. Life care of Zhuge Liang's access to the revered, also attracted some criticism, the reasons are not authorized Zhuge Liang, don't trust anyone, let me show you, personally, finally exhausted in the battlefield, Shu thus perish. A State of danger to a person is dangerous, as a company, a team's success hinges on a person is dangerous. Emphasizes the force of modern enterprise management, licensing is the key point. 　　 It can be said not to know how to authorize, in respect of executive power. I have been working for a world famous multinational company customer service center, Dept. Manager very conscientious, also very hard working overtime is a regular thing, even when the sick can't rest, because once he breaks out, the entire customer service center to paralyse all work does not start. Is not without appropriate management systems and work processes, the enterprise has a set of strict scientific management method, but because the nature of the work is with the ' God ' in dealing with, there are many exceptions to the event, emergency needs on the spot decisions. Senior management was the Department head is equipped with several deputies, the longest dry in less than two months, not quit, is recommended by the Department Manager and removal from Office. The final solution turned out to be a Manager is out of service. Why have this outcome? is the ability to highlight the Department Manager though, but to their own level subordinate, subsidiary efforts could not reach the Department Manager of the requirements of the directive is very detailed, subordinate work initiative, enthusiasm repression. Senior Management believes that the Department managers in the mandate with respect to a fatal flaw that affects the productivity of the entire team.

The Manager's management style is typical of the "directive"-authorized, it is characterized by managers adhere to one person outpourings of subordinates do not trust, do not worry, in order to obtain good results, with a particular focus on process management. This authorization to subordinate great psychological pressure, while also fostering a subordinate dependencies. Placed on the hand of his only subservient from, without making any decision, does not assume any responsibility. Although managers worry about God, the final result can only be the entire team, no spark creativity, whether or not the achievement of the goals of the Department to the management. This type of authorization issued instructions, in fact, there is no real authority to manage the subsidiary must be mechanically oversight, and subordinate to leave the Manager's guide you will know what to do. How could such a team have executive power?, no matter how perfect plan, great goals, success can only rely on the Manager a person, this condition for an enterprise is quite dangerous. From another perspective, the number of managers to be able to manage his micromanaging? how much time can be thinking some global managers?

And "directive"-type authorization corresponds to the ' trust ' type of authorization, the authorization is not just focus on process management, are more concerned with the results. We can also be referred to as the ' destination management '-authorization. The authorization given under full trust, enhancing the sense of initiative and, ultimately, improving the team's execution, because trust can inspire subordinates the strongest motive to subordinates to go all out to complete objectives. This is a modern enterprise management mode as advocated by the authorization. How to implement the ' trust '-type authorization? first clear goal or expected results: set goals, managers must be subordinate to the adequate communication and consultations, to spend more time mutual discussion and determine each other on the goals of cognitive consistent and correct. Discussions focused on the goal or expected results, not in the specific means of implementation and operation. Only through adequate communication between managers and their subordinates to obtain sufficient understanding and consensus on the objectives be more enforceable. Communication is an important principle, managers and subordinates for various reasons could not reach agreement on the objectives, management has a clear objective, the subordinate managers set goals to unconditional execution, this is called a limited communication. In addition to the time frame for completion should also have clear conventions.