The new supervisor "and get off at the" what should I do?

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Do not be afraid and subordinate Frank

May many managers have a similar experience. I have a friend, a few years ago he was outstanding, the company granted special promoted to head of Department. At that time than he is eligible to raise a lot of people, some people feel aggrieved. Although we do not say, but will work with, such as: do not accept additional work requests, and task, refuse, saying that they had something, or simply say "this thing you do to someone else to do, just give me do?" so his great pressure. But his staff issues or processing, including: communication with employees, as they create spaces and opportunities, to adjust their mentality and way of doing things, and so on, gradually won the support of all. I think he's some practices maybe worth Wang Tao.

Wang Tao is actually very clear communication for the importance of cooperation between departments, but he ignored the internal communication, and their subordinate full communication. From he and Lee's relationship status, they also lack of communication. People often have egos, often ignore their own issues, but the issue attributed to each other. Because employees in communication is usually in a passive position, so the new leadership first should strengthen and active communication with employees, in addition to the formal meeting, to take advantage of more opportunities and individual employees. Separate seminar staff feel more valued and respected, both closer emotional won understanding.

In 1996 I was doing the production management, a veteran staff of professional ability is strong, but the character quickly, temper quite large, very difficult to leadership. Although I have some concerns, but decided to talk with him alone. Through this communication, I found him while cynical, but he is generous, very lovely side. I listened to his personal experience, know how he is today's efforts, admire him. I sincerely expressed his respect and asked his advice to the sector development, fully affirmed his position within the sector: "we are relying on your it Department experienced older employees, my job also invite you to support and help!"

When you use the reports in a variety of ways, as the most important wealth, he'll have more responsibility, more important responsibilities. Results beyond expectations, he gladly accepted my ideas, but also produce more and better ideas. Later, he was certainly in the team has played an active leadership role.

Don't be afraid of resistance to change

Department Manager of the turnover is normal, but for this sector, however, there may be facing a change. As long as the change there will be problems and obstacles, but sometimes not change can potentially bigger problems. Changed or unchanged?

New leaders will introduce new programmes and strategies to improve performance, Galway, for it does not make sense. Thus, there will be a "new officer appointed three fire", but some of the new Crown fire, but fire to himself. The fire burned the how? when burning? is first to understand the situation due to fuel the fire, or based on past experience as fire firewood?

For example, the employee may ask Wang Tao: "this is the company's requirements, or for our departments do? why?" and "why not! we confidently?" we do not think that staff are there to make or the change of Manager must tell people why change? become? what are the benefits to everybody? we want to hire depicts a achievable better vision, the vision must be approved by us. At the same time that a practical way, and plan out the action programme, which the inside contains the requirements for team members.

As leaders, sometimes like making political and ideological work of the branch of the registry, like a preacher. Especially in the change, you need to go with their enthusiasm, radiate their subordinates infection of passion.