What should be an effective leader. What is a good leader

A successful enterprise, a rapidly developing structure, a large-scale organization can be headed by a person who has all the valuable qualities that are very important for leadership work. Developed leadership, business and professional qualities of a good leader make him valuable and respected among subordinates, as well as senior management. To become successful and irreplaceable, a person who has taken a leadership position must continuously engage in self-development. All the qualities that are given to him by nature need to be cut, and you will also have to acquire some missing qualities and work hard on them.

A good leader is, first of all, a person

If you ask any employee or worker what is so outstanding in his boss, the first quality will be called that which concerns his personal characteristics. High-ranking persons who are not burdened with moral principles, unfortunately, are not uncommon, but there are those who honor the code of honor. Such personal qualities are necessary for a person who is able to manage, and not because such job requirements, it is simply impossible to become respected among subordinates without this.

Alienation of the team, unfavorable atmosphere in the team, even confrontation can be caused by the lack of necessary moral characteristics in the boss. Under the leadership of a dishonest boss, subordinates are able to unite into a team that will become opposing side. Managing such a team is very difficult and does not give the results that they can count on. Whoever heads the leadership position, a man or a woman, but if he has high moral principles, he will be honored in the team.

The leader often serves as an example for his employees, so an excellent physical form, stable, balanced mental state, adequate response in a variety of stressful situations I can be excellent example for subordinates. Optimism, good spirits, responsiveness and goodwill towards not only the team, but also towards everyone around, will not only increase the rating of the boss in the eyes of employees, but will also help him in the successful development of his career.

Why do business qualities are needed for a good boss?

“And the Swiss, and the reaper, and the player on the pipe” - about all possible functions should be performed by a good leader, but for this he must be not only a great pro and a person with capital letter, as well as become businesslike, pragmatic, capable of doing things. What are the business qualities, and how do they contribute to the career of a successful leader?

A very valuable quality is ambition, a person who possesses it is capable of great things, he is ambitious and persistent in achieving the goal. Leadership is in the blood of such people, they are always ready to lead and manage. The ability to organize one's activities and people to perform work is also a very important quality of a business leader. A good boss should not be a perfectionist, on the contrary, he should be able to competently delegate authority.

The ability to quickly respond to any, even non-standard issue, helps a modern boss a lot. Initiative business man does not allow him to wonder why it is he who has to do this, he basically places all the responsibility in solving the problem on himself. Self-control and coordination of subordinates, as well as the ability to plan their own working time and the whole team, very effectively in achieving high performance. For real business executive he will not be afraid of innovative ideas, on the contrary, he will calculate the risks and if they are justified, he will lead a promising enterprise and lead the masses.

Great professional in his field

Being a highly qualified specialist is the main requirement for a leader, since only a person who knows his business perfectly has the right to lead it. Professional skills include education. A high qualification of a manager is one of the mandatory requirements in many organizations. Competence and work experience in one's specialty are also considered mandatory conditions for employers.

Extensive thinking, large-scale vision of the situation, being an erudite, striving for self-development and career growth- these are the qualities that can make a leader successful, and the ability to use new, more advanced methods of work will help teams become successful professionals in their field.

A truly good leader must possess a whole set of valuable qualities, and skillfully apply them in practice. And it's no secret that there are no ideal people, just like leaders, but those qualities that are so necessary can be acquired and worked out to perfection.

Who are you: a performer or a leader? What qualities are important for the success of a leader, the site told the portal Svetlana Nefedova, consultant of the international personnel holding.

It is no secret that employees in companies are divided into two categories: those who make decisions, manage all business processes, and those who implement these changes. The first are called leaders, and the second - performers. This article will discuss what personal and business qualities a leader should have in order to direct the company to growth and prosperity.

The qualities of a leader are the same for both corporate executives and heads of small departments. This is what helps to cope with the tasks set, successfully build a career and relationships with others.

The main components of a successful leader are three categories of qualities:

Personal (psychological) qualities - with the help of them they gain respect and authority among subordinates and superior colleagues;

Business qualities - the ability to organize work and distribute responsibilities, leadership, communication skills, the ability to convince, initiative and self-control;

Professional qualities are good special education, erudition, competence in their profession, high learning ability, as well as the ability to plan their work.

Consider the main personal and business qualities of a leader. I emphasize that the points below are more applicable to managers in international companies with a well-organized business management system, clear goals and standards.

1. Systems thinking is the basis of the personal qualities of a leader. In the process practical activities it is necessary to be able to think - to determine in advance possible difficulties and ways to overcome them. The skill of systems thinking helps to cover all aspects of the case and influencing factors.

2. Ability to make decisions. Leaders face a myriad of challenges every day, and they need to do so based not only on understanding the situation, but also on personal values and principles. If personal values are not clear to the leader and others, they will be perceived in a distorted way.

As a result, the effectiveness of adoption and implementation management decisions will decrease. A leader who is not able to define his goals cannot achieve success in management activities, and is limited by this fuzziness.

3. Creative thinking. The ability to think outside the box, combining the benefits of accumulated experience with original, innovative management methods. The skill of developing non-standard management decisions in conditions where alternative courses of action are unclear or doubtful is necessary.

4. Result orientation. A successful leader quickly reacts to changes in the situation, independently accepts effective solutions in the conditions of lack of time, consistently and purposefully achieves the goal, separating the main from the secondary, without drowning in the turnover.

5. The ability to introspect, a sober assessment of one's actions, the ability to make the most of the positive experience of others. A person must understand the role of a leader in an organization, be able to see what impact he has on the organization.

6. Sociability. An effective leader builds a communication system in the organization, receives reliable information and evaluates it effectively. Any leader spends a significant part of his working time on communication. Therefore, an important professional quality for him is the ability to carry out business communications with people regardless of their own emotional assessments.

He must control his behavior - a negative attitude towards someone cannot affect the nature of business relations with him, and a positive attitude towards an employee works as an additional incentive to increase activity.

7. Leadership. The manager encourages the participation of employees in the discussion of problems, is able to abandon his point of view if they prove that it is not effective. Expresses only constructive criticism to subordinates, trying to help them to better express themselves professionally.

Gives them as much freedom as possible for official actions, while allowing compromises, but without showing unscrupulousness. A good leader wins favor.

8. Stress resistance. A modern leader must have a high resistance to frustration, be cold-blooded to some extent. Those who do not know how to manage themselves, deal with conflicts and stresses, use their time, energy and skills effectively, are limited by this inability and cannot manage other people.

9. Constant self-development. Professionalism is a self-increasing value. The leader is called upon to be an example of raising the level of his theoretical knowledge and practical skills, general cultural growth. It is extremely important to systematically demonstrate to him a good command of the technology of intellectual self-expression in the development of managerial decisions.

10. Responsibility for your actions and delegation. In other words, the leader sets an example for others. The standards used to assess the quality of work should be the same for all. The leader shares with his subordinates both the joy of victory and the bitterness of defeat.

Microsoft Evangelist experience in Russia

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Alexander Lozhechkin, who is responsible at Microsoft for technical "evangelism" in Central and Eastern Europe, on his blog on Medium, compiled a list of mistakes that newly appointed leaders make, and supplemented them with examples from his practice.

Always honestly admit your mistakes: this will dull the vigilance of the authorities and allow you to make new ones.
Mark Twain

I will follow the advice of Mark Twain and talk about common mistakes novice (and not just novice) leaders. It is especially easy and unpleasant for me to write this note: “I am going to tell about the mistakes that I made myself - and some I continue to make. Therefore, this will be a very personal and very frank note.

Someone may recognize himself in it, and in this case, the note may offend someone. But I wrote about myself, and not about someone else. So I hope I don't offend anyone. At least I really don't want to.

First, I will talk about two typical situations in which novice leaders appear. Growth is implied within the company, as is most often the case: hiring from outside a person without leadership experience immediately to a leadership position is too risky. We can divide the situation into four quadrants along two axes:

He is an expert leader in subject area or not.
Whether one of the team members is promoted to the leadership or an external leader is appointed.

Both of these cuts hold many interesting opportunities for success and failure. I will consider them in a little more detail before moving on to specific errors.

Appointment of the best specialist by the head

The most typical situation is when someone from the team is appointed as the leader. As a rule, the best specialist in the group is appointed. The best programmer becomes a team leader, the best salesperson becomes the head of the sales department, the best marketer becomes the head of marketing.

And again - you need the right balance. Extremes don't work one way or the other. Finding the right balance, individual for each employee, is an art. This is where the skill of a leader lies.

A case from life: once we were preparing a big conference with a plenary report of a big boss. I completely entrusted the preparation to a responsible, but not very experienced employee in this matter. And he himself took up other matters and did not even pay attention to the problems that the employee tried to tell me about. As a result, the day before the conference, it turned out that the report was no good, and I had to completely redo everything on the last night.

5. I want to improve team morale

We want to please others. The best way like - praise. Very often, novice managers, afraid of being rejected, try to please everyone, praise everyone. They focus on the positive and keep silent about the shortcomings, believing that talking about problems can worsen the morale of the team. This is very dangerous mistake because it prevents people from developing. To good news trust disappears from such a manager: he still only does what he praises?

A case from life: it was very difficult for me to convey criticism to my employees for the first time. I suffered for a long time. I thought they would hate me later (as it happened, a joke), and only praised me, which brought the situation to a completely critical one. With some - to incorrigible.

6. I believe that the team should always be in good shape

And then the managers begin to scold. No matter what happens, they are always unhappy. Did the project go well? But they could have been even better. Have you reached your goal? So this goal was underestimated. How to find the right balance between this mistake and the previous one? Once I heard this definition: "Criticism is good, as long as it does not start to demotivate." That is, there can and should be a lot of criticism. But only as much as it takes to get better.

Real life story: Decided to help the team by telling them what could be done better. At the same time, I forgot to praise for what was done well. As a result, the team was demotivated and all the time was trying to explain to me (and to themselves) that they were great, thinking that I was just constantly dissatisfied with them. Instead of discussing and fixing problems.

7. I am my boyfriend

Often novice managers, especially in a situation where an employee from the same team has become a manager, try to maintain informal relationships with subordinates. In my opinion, this is very correct. A person is first of all a person, and then a boss. It is important not to cross the line and maintain a respectful attitude towards each other. Therefore, you should not play “your boyfriend”, otherwise it will be difficult for you to ask the result from your employees.

A case from life: no, I did not make such a mistake! Haha.

8. Now I'm the boss

There is also the opposite situation, when a novice leader tries to build his authority on the conscious construction of a distance: "I am now the boss." There is nothing to comment here, it's just ridiculous. Although I suspect that in some areas, for example, in the army, you can’t do without it. But the most important thing, of course, is to be yourself, and not someone else, be it “your boyfriend” or “big boss”.

A case from life: I didn’t make such a mistake either! I've been looking at others.

9. Focus on results, not development of people

Any project and any task is, first of all, an opportunity to learn something new, and not just to achieve a result. A good manager, when planning a project and debriefing, is always looking at what new knowledge and skills the team can or has acquired. And then even the most failed project becomes useful.

They tell a story about some Henry Ford executive who failed big project and wasted a lot of company money. When he brought Ford a letter of resignation, he exclaimed: "I just invested millions of dollars in your education, and now you want me to let you go to competitors?"

Real life story: while leading programmers in a constantly late project (now it would be called a startup creating an MVP), I completely forgot that programmers need to learn new technologies, go to conferences and communicate on forums to do a good job. As a result, he lost several very valuable employees.

10. Attempt to retain employees

This point is related to the previous one. Often managers try to keep their good employees from leaving. This is a big mistake that I myself made several times. You need to do exactly the opposite - in every possible way help people realize themselves outside of your team.

Then no one wants to leave you. And even if he leaves, there will be a line of candidates to replace him: the best personnel will want to join the leader who helps his employees build a career. You can’t say better than Remarque: “Who wants to keep, he loses. Whoever is ready to let go with a smile, "they try to keep him."

A case from life: one very good employee I dissuaded to leave our team several times. I still regret that he left, and I consider his departure a mistake for both of us. But since then I have understood well: if someone is going to leave, then he will definitely leave.

11. Confuse loyalty and loyalty

Dangerous mistake. We remember Shakespeare and King Lear. Not always those who agree with you will be there in difficult times. And those who argue with you do not always give a pleasant feedback and saves from mistakes, often turn out to be the most devoted associates. Disloyalty does not always mean lack of loyalty.

The consequence of this mistake is to recruit managed employees who will be loyal to you, and avoid obstinate ones who have their own opinions. special case such an approach is not to hire people stronger than yourself, so that you are not “hooked up”. This is a big mistake. The caliber of a leader is determined by the caliber of the people who work for him.

A case from life: there were situations when I did not like "dissenters", I was offended by them and sometimes even went into conflict. Luckily, he caught on in time. Hope.

12. Compromise when hiring

“It is better to make a mistake and not take the good than to make a mistake and take the bad” - this rule is so easy to formulate and so hard to follow. I myself have sometimes succumbed to the temptation to hire the best of those who are. Is it better to have someone than no one? No, it's not.

A bad employee differs from a good one not in that he brings less value. Its benefit is negative, it brings harm. That is why you should not be afraid to fire bad employees. Pitying them, you punish the good ones. This, of course, does not mean that dismissal should be painless and without doubt.

A case from life: there were several of them - when I agreed to compromise with myself and take a person whose values \u200b\u200bdid not seem 100% correct to me. In all cases, when I compromised in hiring, I later regretted it.

13. Give in to flattery and believe in your worth.

When you become a leader, you have to face flattery - this is medical fact. Often flattery is difficult to recognize. Therefore, it is important for managers to create an atmosphere of trust in the team, when employees will not be afraid to convey feedback that is not always pleasant. And, of course, it is very important to learn to look at yourself from the outside.

And it is also dangerous to succumb to a sense of self-confidence, which inevitably arises in the first months and years of work as a leader. However, in subsequent years it occurs even more often, especially if the career was successful.

A case from life: many times I was so confident in myself and in my team that I didn’t make the last push at the very end of the project, I didn’t push it, hoping that everything had already been done. But in vain.

14. Imitate instead of lead

Hello! In this article, we will talk about how to become a good leader who is loved, appreciated and respected by his subordinates. You will learn what qualities a person holding a leadership position should have. What is the difference between female leaders and male directors. What mistakes should be avoided.

Why be a good leader

Supervisor is an effective manager. It is from his ability to establish manufacturing process and find an approach to the team depends on the quality and quantitative indicators company, department, etc.

The concept of a "good" or "bad" boss is very subjective. Cause you can't find perfect person that everyone will love. Nevertheless, the leader must be respected, valued and a little feared by subordinates.

Very many directors or bosses who have just taken a leadership position behave “wrongly” and this affects the atmosphere of the team, which entails a decrease in the efficiency of each employee.

In order to be clear about what is at stake, consider the following example.

3 days ago, a department of the company was headed by a new boss. He is quite young and came to this position from another company. As a specialist, he does not know much, but nevertheless does not want to study and learn something new. He is Boss. Therefore, he behaves arrogantly, shifts part of his work to others and is incompetent in many matters. He considers himself an excellent leader, because he thinks that he is afraid and respected.

In fact, the staff does not like him, does not appreciate, does not respect and considers him an arrogant upstart. Looking at the boss, employees lose their enthusiasm, and the performance of the department gradually falls. All due to the fact that everyone works on their own.

team is an association of people who work towards the same goal. It can be compared to a watch mechanism, where each gear is important in its own way. And the boss is the cherished key that starts the mechanism and knows how to make it work.

If you want to improve the quality of the work of a department or company, earn the respect of colleagues and subordinates, then move on career ladder you need to become a good leader. And now we will tell you how to do this.

Who can be the leader

In fact, good leaders are not born, they are made. At any age, a person can feel the strength of a leader. According to statistics, 4 bosses out of 10 become good leaders. This indicator is not affected by gender or age. An excellent director can be both a young, purposeful graduate of a university, and a man of advanced age with rich experience.

Who is better man or woman

Nowadays, both men and women can become leaders. Women directors are tacticians, while men are strategists. It is harder for the fair sex to win the authority of the team. You will have to prove your professionalism, especially if most of male employees.

Men are more stress resistant. They are not so quick to go to extremes. However, women are more attentive to their subordinates.

Answer unequivocally the question "Who is better?" it is impossible, because everything depends on the person and his character. Therefore, it is equally possible and necessary for women and men to fight for the title of “Good leader”.

Qualities of an ideal boss

In order to become a first-class leader, you need to realistically evaluate your positive and negative sides character. All people are not perfect, but people who take leadership positions should be able to suppress negative sides his temper and develop good traits.

So, consider what an ideal director should be:

quick-witted;
Master the basics;
Responsible;
Punctual;
Psychologically stable;
human;
Compulsory;
Punctual;
Know how to deal with your fears
Don't be afraid to take risks;
active;
learners;
not lazy;
Peaceful;
friendly;
not stupid;
Not melancholic, etc.

Mistakes Most Managers Make

Not every boss can be elevated to the rank of a good leader. All due to the fact that they make a number of mistakes that discredit them in the eyes of their subordinates.

Consider the most common mistakes:

Lack of desire to stress. Some managers, as soon as they take office, think that they have climbed to the top of the mountain and now they can relax and do nothing, thereby shifting part of their work to subordinates. In fact, you need to clearly understand that the higher the position, the more you have to work. Subordinates can help you in the early days, but you must do your own work.
Failure to value employees. Every employee who does a good job deserves minimal encouragement (at least verbal).
Failure to organize work. The manager must thoroughly know the entire production process. Very often, due to the fact that the boss does not understand all stages of production and does not know who is responsible for what, he attributes any troubles to the unprofessionalism of the team.
Lack of desire to improve, to learn something new. Very often, managers who have been in office for many, many years believe that they know everything and are not eager to learn and learn something new. But life and technology do not stand still. And modern man should be improved, especially the leader.
Appropriation of other people's merits. Let's look at this error with an example. A talented employee who has made some discovery works in a scientific laboratory. Instead of talking about the achievement of his employee, the head of the laboratory tells everyone that “THEY” did it. Such a boss believes that this discovery is his personal merit, since he is a class worker if an employee has reached such heights under his leadership.
Display of rudeness and disrespect for the team. Sometimes leaders do not think about the fact that their emotions need to be controlled and break down on their subordinates for any reason. Of course, there are different moments, and so you want to let off steam. But you need to learn to restrain yourself, because ordinary workers, most often, have nothing to do with your bad mood.
The insecurity of their employees. If the director puts his own interests above others, then he never defends his team anywhere. He does not understand controversial situations and does not look for the guilty. It is easier for him to punish people (impose a fine, give a reprimand, etc.) than to figure out who is right and who is wrong.

This is not the whole list of mistakes made by leaders. In any case, you need to remember that subordinates are people for whom you bear some responsibility, and their professional failures are the failures of the leader who could not establish the production process.

Basic Rules for a Good Leader

One of the founders of management, Peter Drucker, argues that in order to become a good leader, you must use the following 5 rules under any circumstances.

Rule 1 Learn to manage your time.

Rule 2 Focus on the end result, not the manufacturing process. Intervene less in the work of your employees. Explain to them that everyone is doing a very important process and is responsible for it. Let each employee feel that he is a small boss.

Rule 3 Use and develop strengths and positive qualities of himself and his employees.

Rule 4 Always set the right priorities, bypassing secondary tasks.

Rule 5 Make effective decisions.

Tips for those who want to become a first-class leader

Analyzing the activities of many successful leaders, we have made recommendations that will help each boss earn authority in the team.

Behave “right” from the first day on the job as a manager.
Study the team well. Immediately after taking office, familiarize yourself with all the personal files of your employees. Try to remember their names. So, your subordinates will see that for you they are not just a labor force, but first of all people.
Always be honest and keep your promises.
Discuss the production process more often in a team, let subordinates prove themselves, ask them to take the initiative.
Don't be arrogant, but keep yourself a little simpler. After all, the same people work in the team, only one rank below you.
Do not scold employees in public. Better reprimand negligent employee in my office.
Praise and encourage staff at general meetings. You will inspire others.
Don't sit idle. A good leader always has a lot of work to do. Bad directors shift part of their work to subordinates, and then toil from idleness.
Do not be afraid to lose your position and let's develop talented employees.
Control your emotions.
Rate yourself by your worst employee. After all, part of the blame for his failures lies with you. Perhaps you did not motivate him or assigned him a task that was too difficult.
Don't be sorry Money for financial incentives for staff. If people do not have an incentive (for example, in the form of bonuses for the highest performance), then they will work half-heartedly without enthusiasm. Remember that average employees work for an average salary.
Learn to resolve any domestic disputes. Do not stand aside if there is a conflict in the team. Try to understand the current situation and help to solve it peacefully.
Require discipline. Use redemption sometimes. The main thing is that your claims are on the case.
Do not indulge the whims of employees. Be kind but strict. Otherwise, you will be ignored.
Show your competence and do not shift all the problems to subordinates.
Congratulate the team on the holidays, be interested in the health, family, children of employees.
Never go to extremes, and evaluate any situation soberly.
Study psychology and visit psychological trainings. It is on this that the healthy climate of your team depends.
Determine the place of each employee in the team. For example, someone is a generator of ideas, and someone likes the monotonous work with papers, and someone is an inspirer.
Don't single out favorites. Try to treat all employees well.

Conclusion

A good leader is a kind of "lighter". He is able to set his subordinates in the right mood, kindle the fire of enthusiasm and provoke them to do their work better and faster. The boss may not be able to do what his employees can do, but he must organize the work correctly and give the right instructions to subordinates.

Almost anyone can be a good leader. The main thing is to want this, not be afraid of change and constantly improve.

Is his secret in charisma, persuasion skill or something else? What manager we are ready to consider good? This is discussed by Claire Liu, director of Know Your Company, which develops online programs for team training in companies.

1. A real leader does not lead in the truest sense of the word.

Based on the title of the position, it can be assumed that the leader should lead others. It's obvious, isn't it? But what does “lead” really mean?

Instead of "lead", words such as "direct, control, check" are often used. And all this, in my opinion, is not at all what a leader should do.

I am convinced that the best leaders focus on one single task: trying to understand what motivates people and create an environment in which employees will feel comfortable working under the influence of their own internal motivation.

You do not need to manage or influence anyone. You don't even need to expand someone's powers. On the contrary, you should assume that your colleagues already have the necessary abilities, talents and skills.

2. Clarity and clarity - above all

Start by making all processes in the company as clear and transparent as possible. Are your colleagues aware of what is about to happen? Why is their work important? What should the result look like? Do they know how their work affects the life of the company as a whole? Do they know what standards the results of their work must meet?

Good leaders constantly clarify these issues in meetings, mailing lists, and face-to-face meetings. They are always interested in employees, what is not clear to them, what confuses them and what issues they would like to discuss in more detail. Only by ensuring the clarity and transparency of work, you can achieve good results. In addition to the leader in the team, there is no one who could take on this responsibility.

3. Always provide the necessary information

Personnel must be adequately trained, familiar with the history of the company and have necessary tools to solve the tasks set, as well as to understand what kind of result the owners of the company and other interested parties want to get. In a word, workers need information.

Otherwise, people will act blindly. There is nothing worse when an employee is expected certain actions and he doesn't know about it. In this situation, the person feels helpless.

Questions “What difficulties do you have?” or “What can I do to help you achieve results?” given to subordinates will help you figure out what information they need to work confidently and productively.

4. Take care of psychological comfort

Your success as a leader depends on how honest your subordinates are with you. If it's hard for them to be honest with you, you risk losing control of the situation if things go wrong.

For example, if the implementation of the project becomes impossible as scheduled, will someone inform you in advance and on their own initiative in order to take immediate action? Or will you only find out about it when a partner or client starts writing you angry letters after hours?

Creating a comfortable environment for communicating with employees is that you take the first step and show your own vulnerability as a leader.

For example, do you admit that you find it difficult? If so, then others feel entitled to admit that it is difficult for them too. Or if an employee talks about their mistake, would you thank them for being honest? If so, then the willingness of your employees to tell the truth greatly increases.

5. Ask the right questions

It is generally accepted that a successful leader has all the answers. Society values people who can answer correctly. Schoolchildren, for example, get fives for this. TV show contestants who answer quiz questions correctly win millions of dollars. However, in our society, the skill of asking questions is practically not valued. It's a pity.

It is the ability to set the right questions, in my opinion, is hallmark good leader.

This is how you show that you want to learn more about your colleagues. They become psychologically comfortable with you to communicate. In addition, you get the opportunity to learn completely unexpected things about your company.

6. Reply within 24 hours

About five years ago I worked for another company. One day my employee told me that she asked the manager to give her a 3-day vacation next summer, after several weeks after the appeal, and there was no answer. She was very disappointed.

This behavior of a leader is blatantly disrespectful. Take note of this. The involvement of your employees in work processes directly depends on how willingly you respond to their ideas, comments and requests.

7. Learn to trust

As long as you are a performer, you do everything yourself. The moment you become a leader, everything changes. Your job now is to create an environment in which other people can do their jobs most effectively. There is no need to interfere in their affairs - they need to be trusted.

You will be visited by thoughts like "I can do better" - drive them away. It's hard for some to admit, but this approach is pure oversight, in other words, micromanagement. If you do too much on your own, the wrong habits will be fixed in subordinates, well-coordinated work will be very difficult to achieve, and employees will be dissatisfied with the lack of freedom.

8. Be an example to others

If you want your team to complete a task, show by example how to get the result.

If your goal is for people to be on time, be the first to arrive yourself.

To make your colleagues more willing to take responsibility, try to take on things yourself more boldly. No one in your environment will change if you don't change yourself.

9. Be consistent

Employees are often prohibited from spending more than a certain amount on business trips. But it happens that the leader allows the one with whom he has friendly relations to break this rule. "This is the first and last time, he says to himself. No matter how!

By applying different standards to different employees, you give people a reason to think that this is normal. Thus, your employees will sooner or later become as inconsistent as you.

Regardless of how long a particular employee has worked in the company and what kind of relationship you have with him, you must treat everyone equally impartially and fairly.

10. Build human relationships

Many people are skeptical of the authorities. Recent studies have shown that one in three employees do not trust their manager. Try to avoid it. Start lining up trusting relationship with the team.

Your employees want to see in you not only a leader, but also an ordinary person. The same as they are. Share your thoughts with them, talk about a wide variety of topics, talk about your hobbies, in general - discuss something with them that is not related to work.

It is not your task to please your subordinates without fail. But the more you act like a common person the more trusting your relationship will be. And the more they will believe in you as their leader.

I want to admit that I do not always manage to follow all the points. It is not simple! Just last week, I realized that I should provide colleagues with more information and trust them more. Nevertheless, here are my ten points - so it will be easier for me to follow them myself. I hope they will be useful for you too.