"Almost" can all benefit. If this is true, why are there so many managers cannot do ""? this is not the Manager usually has four kind of excuses, let us look at what these excuses, and went to explain why any kind of pretext is untenable.
1. "no time. "Many managers have indicated that they had no time to train, listening, give feedback or motivate their staff, their work was too busy. They think that if they spend time on management and leadership, it must be possible to complete job tasks. They would rather far behind to one side when problems or crises arise again to solve them, and look forward to good fortune comes.
Tit-views: management and leadership work you really need to spend a lot of time. In fact, they should occupy most of the work of the Manager. However, management and leadership to do more, Manager of the future will be able to free up more time for their team members began to take on more work, not only so, but also cares for managers, complete only the Manager will complete the work.
2. Universal Player. Some managers consider themselves to be more than any other one employee to better and more quickly accomplish tasks. When they are told this is the reason they were promoted, this view is more deeply rooted.
Tit-for-hold this view manager is their current job performance, perhaps view is correct, because they do it better than others. However, if they are experiencing parental micromanaging to, one day he would light make oil blight, into a real workaholic. Many managers are "all-in-one player," the idea of victims. They think they're the only one able to do a good job. In fact, this is wrong. In any case, surely there is one person can do things, as long as they receive the appropriate training and guidance can be beautiful, and even to complete tasks than managers do better. If managers believe that they needed to complete a job, then he/she will become the only engaged in this work. If this situation persists, if he/she is not granted full trust in others, try to guide them on how best to complete the task, he or she becomes a personally workaholic.
3. the overload of work. A lot of "unexpected-Manager" we know that your staff has been busy daylights, so do not want to give them the extra work to increase the burden on staff.
Tit-for-point: this is a very compelling concerns. However, if managers spend more time on management and leadership, to re-examine the subordinate work priority, observing how they work, so that targeted training, expanding their ability to do more work. Many managers have errors that if subordinate their outstanding performance, can only be doing nothing. The most competent staff, who have long maintained a high standard of work, they apparently delivered more work the best candidate. But managers should be careful not to excessively frequent let these people assume too much work, which will make some people overburdened. In addition, other employees will bring such actions as leaders who favor. Please always remember that you should try to put the management and leadership focused culture that ability of poor people, making them more efficient, you can take on more work. You can also let those difficult, love to make waves staff to do more, and these people have probably tired of work, emotional upset or want to get more attention, more challenges or extra work might make them "transformed" and to improve performance.
4. corporate culture. In many organizations have such concepts and practices: each staff, even the managers, there is also a must own for specific tasks. In addition, many companies and their executives do not believe, "" the idea, or not received the relevant training.
Tit-views: it is very likely to become the lead not "of" the most important reasons. However, everything depends on your efforts. As a Manager, you need to make executives believe that a Department or enterprise will be from the "in" benefit (if executives can spontaneously in recognition of this, the benefit is obvious). Many successful managers are told me that when they use specific business results (such as productivity, profit growth, team morale high, etc.) to speak to their supervisor will listen, then allow them to try the "of".
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