How to become a good team leader. What should a manager know?

Finally got promoted? Congratulations! You have already proven your professionalism, now is the time to demonstrate your managerial and organizational skills. Because a new position means not only new responsibilities, but also a new role in the team. Are you ready for this?

I decided to collect recommendations for novice heads of departments, divisions, companies. After all, promotion career ladder one person can become a problem for the rest of the team and even negatively affect the working atmosphere.

What leadership style to choose? How to motivate employees? What is a psychoclimate and how to understand that it is negative? With these questions, I turned to the psychologist-consultant of the Wezom agency Antonina Ulyannskaya. According to her, 80% of new managers do not know or do not even think about psychological aspects team management. And there is something to think about if you don’t want to see a decrease in productivity and a bunch of applications for dismissal from disgruntled subordinates in a month or two.

What to do as a new leader

1. Choose a democratic management style

Of the three styles - authoritarian (decisions are made by the head alone), democratic (decisions are made collectively, the boss controls execution) and liberal (the team makes decisions on its own, the role of the leader is minimal) - it is democratic that can provide a comfortable working atmosphere and maximum performance. Because the boss is a Democrat:

• does not give rigid orders, as in the army, he works in a team;
• gives subordinates the authority to solve problems within their competence independently;
• involves employees in solving organizational issues;
• encourages creative ideas, initiatives;
• lines up trusting relationship with colleagues: informs about current state affairs in the company and development plans;
• sees and helps to reveal the potential of the employee.

Democratic style makes subordinates feel more like partners than just performers. For a novice leader, this style will be the key to the success of the team of which he has become the leader.

Nuance. If the manager came from outside (not from among the employees of the department or company), we recommend:

• ask what was the predecessor in this position, what management style did he use;
• get to know the team and organizational processes;
• determine the priority goals of the work, discuss them with higher management, and then with subordinates.

Do not forget to listen to the proposals of the department entrusted to you.

2. Motivate not with orders, but with the help of involvement in solving problems

This method will help to increase self-discipline in the team. After all, the responsibility for decisions made passes to employees. This implies a democratic style of management. Let your employees feel important. The feeling of a simple cog in a huge mechanism is unlikely to cause enthusiasm. And when subordinates become important participants overall process, will be more responsible approach to the matter.

If employees fail to cope, the Democrat boss does not use power methods and in no case scolds in public.

Remember the rule: praise in front of everyone, punish in private.

Subordinates should not be afraid of being called to the mat. To punish in a democratic style means to explain what is wrong, to find the reasons and ways to eliminate it.

3. Build a team

Remember that you are leading a team (department, department, or company), not each individual. Form a team that will implement the planned projects. To do this, develop management skills. Be ready to set goals for the team, define results, transform goals into clear tasks, motivate performers to solve them, monitor implementation, eliminate problems and conflicts that have arisen.

And also learn to select people adequately to the tasks. In other words, don't squeeze a lemon in the hope of getting tomato juice.

The mistake of novice managers is in pulling the blanket over themselves with the motivation "I will do it faster and better myself." With such an approach, it will not be possible to build a team.

4. Don't be arrogant

• recognizes that promotion is not the crown of a career, and he is not the ruler of the world;
• understands that a new position is a big responsibility;
• takes into account personal experience before promotion;
• continues to work on himself, improve personal and professional skills;
• does not abuse his position, does not shout at every corner that he knows everything better.

Arrogance, like omniscience, will not help you gain respect in the eyes of your colleagues. The principle “I am the boss, you are a fool” is a sign of an authoritarian management style. You don't want to be quietly hated behind your back, do you?

5. Keep your social distance

Finding the perfect balance between friendship and service is not easy. Not every leader with experience succeeds, let alone a beginner. Some young bosses build friendly relations with one subordinate, thereby forming negative attitude from other employees.

There should be no familiarity in the team. stick to the culture business communication. Build relationships based on mutual respect.

If you are a supporter of the appeal to "you" between subordinates and the boss, make it clear to employees that this is not a reason to be frivolous about tasks.

Nuance. How to build communication if the subordinate is older than the boss? Stick to the partner line in communication. Use the pronoun "you". Don't be afraid to ask for advice. Such appeals as “I wanted to know your opinion”, “What do you think” will demonstrate respect for a senior employee, increase his sense of importance, help identify valuable experience and use it for the development of the company.

The main thing is not to hurt the ego of the subordinate, but to create comfortable business relationship. Set your distance gradually.

In many respects, the psychoclimate prevails in the team depends on the manager's management style.

What is psychoclimate and how to understand that it is negative

Psychoclimate is comfortable emotional mood the environment in which employees work. Indicators of a negative climate in the team are:

• staff turnover;
• frequent sick leave;
• low labor productivity;
• tense relationships between colleagues;
• general irritability and dissatisfaction;
• unwillingness of employees to improve;
• mistrust;
• psychological incompatibility;
• lack of desire to work in one office.

Signs of a positive climate include:

• friendly relationships;
• a high degree of trust among team members;
• desire to be in a team work time and spend leisure time together (corporate holidays, joint trainings, field trips, etc.);
• absence internal conflicts and "groupings";
• cohesion of employees in force majeure situations, high level mutual assistance (not every man for himself);
• free discussion of current issues (no one is afraid to express own opinion);
• healthy business criticism;
• no pressure on subordinates.

In addition to internal factors, the atmosphere in the team is influenced by:

• physical working conditions;
• the current state of affairs in the company;
• economic, political, social situation in the state.

Analyze how subordinates communicate and interact with each other, whether they often conflict or express dissatisfaction, how employees from other (related) departments are treated.

Psychologists recommend conducting an anonymous survey to find out what kind of psychoclimate prevails in the team. And if the head of the department is unable to influence the state of affairs in the country, then he can take care of working conditions, find out the reasons for discontent.

And finally

There are much more recommendations for novice managers than five. But we tried to choose the basic tips, following which the young leader will smoothly enter into new role and will not become the object of negative discussions in the team.

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AT modern society financial position becomes the main argument determining social status person. The only one legal way to be at the top of the hierarchical ladder - to get a highly paid position in successful company, becoming the head of an enterprise or a specific department. , controlling the daily life and work of "subordinates" is the dream of most ordinary employees. Become a competent leader knowing the nuances profession and versed in the personal qualities of colleagues, only a few workers are capable of. It is not surprising that at the head of enterprises are managers who have among other employees. However, good leaders are not born, they are made. Can be possessed leadership qualities and learn, but not be able to control the work of their employees. the main task boss - to organize the labor activity of the "wards", stimulating them in time or punishing them for relaxation.

All chefs once started with ordinary positions, doing ordinary work. Some bosses could not cope with the responsibility entrusted to them, having lost the trust of their superiors. The main reason why promising employees failed to live up to expectations is a limited view of the relationship in the team. It makes no sense to consider only the business version of communication between colleagues, forgetting about personal conversations, sympathy, friendship and hatred.

Only a few people who know how to manage a team and knowledgeable features jobs with leadership and responsibility

Based on the above factors, it becomes clear that a good boss should be a sensitive psychologist who anticipates a change in mood in the team. If you do not learn to read the minds of your employees, theft and lies will flourish at work, and the company's performance in an economically unstable time will negatively affect the profitability of the enterprise. In the current situation, the only rational decision– learn to manage your “wards”, earning authority and respect among colleagues. To attain cherished goal, you need to deal with the theoretical part first next question Q: How do you lead a team?

Manager's tasks

Each company employs employees with different life positions, hobbies and prohibitions, so you can not communicate with colleagues, adhering to the same format. A conversation that stimulates one person to work can have negative impact on another person, instantly undermining the authority of the boss. People who find themselves in a leadership position should first of all look around, study the behavior and characters of the “wards”, avoiding premature conclusions and verdicts. Detachment from the team in the first days of work will allow you to form your own opinion about each employee. If you follow the lead of society, you will immediately lose respect among colleagues. The decisions of the chief cannot be challenged, but must be prudent, balanced and fair. It is not surprising that newly-minted bosses are sent to trainings where professionals are taught to manage people and control the work of each member of the team. Once in the chair of the chief, you should adhere to the following rules, postponing the hasty imposition of punishments and the application of sanctions to employees:

Find out the traditions and orders established in the team. It is important to respect the foundations that have been held in society for many years - the main thing is to everyday life employees did not interfere with production processes.
Get to know your “subordinates” by making up for yourself psychological picture every colleague. Find individual approach to employees, revealing their preferences and fears. One "ward" can be motivated by a bonus, while the other will work only under the threat of dismissal.
Find out who is the unspoken leader of the team. Having met a person who enjoys authority among colleagues, you will be able to compose general impression about the foundations that have developed in the company. If you have a mercantile, cunning and insidious person in front of you, then theft and deceit flourish in the enterprise. If you see in front of you a professional who wants to work for the good of the company, then it remains only to direct his aspirations in the right direction. Act according to the situation, but to enter into an open conflict with the unspoken leader of the team, without yet gaining authority among colleagues, is an inappropriate decision.
Having picked up the “key” to the secret desires of each employee, do not manipulate the “subordinates”. Create a friendly atmosphere in the team, where honesty and openness, professional skills and a high level of productivity will be valued among colleagues. However, do not forget to punish employees for misconduct by demonstrating the need to comply with the procedures you have established.
Do not single out individual employees in the team, guided by personal sympathies. Bonuses or praise from superiors can only be received by responsible colleagues who have completed the production plan ahead of schedule or have concluded a deal that is beneficial for the company. Employees must be clearly aware that flattery and friendly communication with the leader will not help on the way to career heights.

Having decided on the plan for the upcoming work, it is important to pay attention to your own position in the team. Employees will invariably obey you, because violation of the order of the boss is fraught with a fine or dismissal. However, to increase the productivity of the company, inspiring colleagues to work overtime and endowing each member of the team with enthusiasm, you can only lead by example.

In the current situation, it is important for a short period of time. Demonstrate professional skills to colleagues, because you were appointed to a leadership position not by acquaintance, but for your flexible mind and resourcefulness. Employees of the enterprise must be clearly aware that your social status in the company is confirmed by qualification and personal qualities. The boss is a self-sufficient person who is able to organize the work of "wards", perform tasks independently, help and prompt employees, direct their energy in the right direction.

A boss who can remotely monitor the work of each team member will achieve the highest level of productivity in the company

In order for employees to follow your orders without question, it is important to choose the right behavior model. The manner of communication and the format of relationships with colleagues directly depend on the mood prevailing in the team. If the company is dominated by young employees who have recently graduated from the university, then it is preferable to pay attention to the learning behavior model. You should be an example for colleagues, advising them and helping them in difficult situations. The main thing is not to overdo it with virtue, so that “subordinates” strive to complete the tasks on their own, and not turn to you at the slightest difficulty. The strictness and prudence of the boss is the way to increase the level of company productivity.

You must control the work of each employee, paying attention to the relationships of employees within the team. Personal communication during working hours is strictly prohibited, because suspended conversations negatively affect the work capacity of colleagues. However, do not forget that if things do not go according to the planned course, the panicked mood of the boss should not be transmitted to the employees. Remember about general recommendations for new leaders, following which you can learn to control the activities of each member of the team:

Refer to employees by name, demonstrating to colleagues your participation in the life of the team. The boss who manages the company is the same person who should not forget about the rules of decency in society, etiquette and courtesy.
No need to regularly remind employees of their official duties specifying deadlines for completing tasks. A fair boss once pronounces a plan for future work. If the company employs professionals, then they will definitely hear you. If employees leave tasks unattended, then there comes a moment of partial change of team members.
Do not limit yourself to orders, forgetting about human relationships. Trust your employees if they have not given you reason to doubt theirs. professional qualities. The authoritarian model of communication should be used only in exceptional cases when colleagues do not understand the seriousness of intentions and the importance of the tasks set.
Learn to listen to people who come to you for advice or complaints. You should carefully read the information provided and make a reasonable decision on question asked. In some situations, "subordinates" turn to superiors with pressing problems, which are not correct to turn a blind eye.
Prefer to build work in a team according to the “carrot and stick” method. Motivate your "mentees" with bonuses and encourage the initiative of colleagues who want to increase the level of enterprise productivity. It is preferable to punish lazy people and irresponsible employees by applying sanctions and fines to them.
Consider the opinions of "subordinates" in conversations on specialized topics. The engineer knows more than you about the structural features of the object being erected, so it is not advisable to make a decision without his participation. The team must employ craftsmen whose professional opinion you trust.
Keep promises by demonstrating to employees the weight of the words spoken by the boss. If you told your colleagues that you will reward them if they exceed the plan, then do it - you can not jeopardize the competence of the boss.

A leadership position is not only a variety of privileges over employees, but also responsibility, accompanied by various problems.

In situations where the team refuses to accept your candidacy for a leadership position, the only way change the course of events - to demonstrate to employees their professional skills. It is categorically impossible to fall into depression and succumb to the condemnation of the public. and prudence will help you to accept right decisions keeping the feeling dignity. Show your colleagues that you are a specialist who rightfully occupies a highly paid position. Even ardent instigators conflict situations at work will not be able to oppose your actions that positively affect the productivity and profitability of the company. It is worth noting that in some situations it is preferable to demonstrate power to employees by firing a colleague for non-fulfillment of official duties. Irreplaceable people no - each member of the team must be clearly aware of the meaning of this thesis.

The leader is a prime example for employees, therefore, in the face of the boss, colleagues should see a self-sufficient person. Do not forget to save without succumbing to provocations. A good boss will always find a favorable way out of difficult situations, properly motivating the team.

January 16, 2014

To learn lead a team, you must have very strong nerves, a lot of patience, as well as some skills in working with people. Leadership is a very responsible job. To be a leader means to be able to make decisions not only for yourself, but also for your team, to be able to notice and satisfy the requirements of the team, to find common denominator in a heated argument, as well as worrying about more than just your well-being, which is what most leaders do.

How to lead a women's team?

It is rather difficult to learn how to manage a women's team due to the fact that each employee can have “their own cockroaches” in her head. If the leader is a woman, then it will most likely be a little easier for her to lead a women's team, since she will clearly understand what her employees need, how to resolve the conflict as efficiently as possible and make subordinates work. In addition, it will be much easier for a woman to lead a women's team, since she is well aware that the ladies quite plausibly know how to simulate a hectic work activity, which in fact can be completely wrong.

Woman leader it is easier to negotiate with her subordinates, as she knows exactly what approach to apply to a particular employee.

But there are also significant disadvantages in leading a women's team to a woman. The boss is definitely provided with increased attention, so appearing at work with arrows on stockings, inappropriate lipstick or bags under the eyes is simply unforgivable. It is very important for a female leader to “keep up the mark”, as subordinates can easily feel their superiority over their boss and start behaving in a very arrogant way.

man the ability to lead a women's team is a little more difficult. Very useful here good stock nerve cells, which are likely to die off every day in the amount of several thousand. Everyone knows that women are big gossips. A man will not be able to avoid "washing the bones" and sidelong glances. If he cannot immediately present himself correctly, then the women will most likely closely monitor every step of their boss in order to attack him at any convenient moment, like a kite to an unfortunate mouse.

The head of a large female team needs to be attentive to intrigues and provocations that can easily come from employees. These can be both subtle hints of dishonesty of colleagues, and direct denunciations. In any case, before arbitrating, a man needs to find out all the nuances of this situation, since the same problem may look different from the opposite side.

Whoever leads the women's team, this is not an easy task at all. It is necessary to take into account all the pros and cons of your position, to have clear plan actions in force majeure circumstances, as well as to prevent "familiarity" on the part of employees. There must be discipline in the team. Young ladies need to be taught this from the very first day after you have taken a leadership position.

Unfortunately, good leaders are rare these days. The best boss is the one who knows how to be on the same footing with his subordinates, but at the same time not lose his status. In order to properly and competently manage people, it is necessary create a friendly and comfortable atmosphere in the team. These days, finding a job in another office is not very difficult, so office workers rarely cling to workplace, especially if there are no prospects for them there. Therefore, at any opportunity or conflict, a person can slam the door and leave, dousing his former superiors with verbal streams foul language. In this case, it is very important to have stress resistance, because disputes and conflicts very often arise in work teams. By the way, you can increase stress resistance different ways and even medication.

If you good psychologist and subtly feel people, then this will help you learn how to lead a team.

To create a friendly atmosphere in the team, you need to communicate more often with your employees, be interested in their success, occasionally meet in an informal setting. What definitely should not be done in a new team is to announce your privileges from the threshold. Believe me, your employees already perfectly understand that you are their boss, so the extra mention of this, demonstrating your own superiority over your subordinates, makes them feel negative towards you. Claiming your superiority, you seem to be hinting that only you can be considered a full-fledged person here, and your team is nothing more than simple biological garbage. Yes, perhaps many will not show their dissatisfaction with you as a leader, but you can be sure that behind your back your team will enthusiastically wash all the bones for you, which will greatly complicate your task of managing such employees.

You need to cut yourself on the nose: you are the same person as they are. You are no better, absolutely. Increased powers and wage does not make you a superhuman, so do not be conceited and contact your team more often.

For the leader the ability to peacefully resolve any conflict is very important. Remember that politeness conquers cities. If you remain calm and politely respond even to outright aggression, the attitude of your subordinates towards you will noticeably improve. In society, people who know how to control themselves and control their emotions are highly valued. You are a leader, a professional, not an old market trader. Never quarrel with the team. If your employee is dissatisfied with something, invite him to the office, offer him a cup of coffee and politely ask what caused his dissatisfaction. By treating your people with courtesy, you can learn a lot and also reach new level respect.

To lead properly big team don't get pets.

Never and under no circumstances. And if it so happened that you liked someone specific from the whole team more than the rest, do not try to openly demonstrate this. So you risk bringing on this person tons of envy from colleagues, which will not help him survive in the team, as well as crush their respect for you. We must adhere to the principle of equality. In your free time, you can do anything, but at work you are a leader, not a friend and comrade.

It is very important to be able to use the carrot and stick method.

If you were able to establish friendly relations with your subordinates, there is a great possibility that they will soon feel free and begin to do unimaginable things. Simply put: they will sit on your neck and will use your kindness. This behavior needs to be stopped in the bud. If you began to notice such sins in your team, bring them together for a meeting and remind you why you all gathered. You have a job and everyone should do it responsibly. You are primarily their leader, and you cannot allow any concessions, despite the warm relationship. Know how to say "no" when necessary. If the person insists, do not raise your voice. Just explain to him the reasons why you cannot allow this and tell him that your decision cannot be changed. In 99 percent of cases, your employee is behind you with their requests, but at the same time does not feel negative towards you. Yes, you refused him, but it was justified and he knows the reasons that cannot be argued with.

Accept it as a truth that sometimes you will have to make concessions in order not to destroy trusting relationships and to properly manage the team.

If a dispute arises, offer to resolve it by voting. Disputes that are resolved in this way usually end without scandals. Inform your subordinates that you have a majority rule. If the majority voted for one or another option, then it is accepted without objection. By the way, you also have to follow this rule.

Being a leader is a rather difficult and responsible job, which not everyone can handle. But if you can manage good relationship with your team, it will help you in the future.

Practice shows that the better the relationship within the team, the better the subordinates perform their work.

In any situation, remain human and put yourself in the place of your subordinates before you are going to do something. In this case, managing a team will become easy and pleasant.

One of the main tasks of a leader is to manage people. Since up to 70% of information is not perceived verbally, the impact with the help of emotions is an integral task of managing subordinates. The leader himself must manage his emotions well in order to be an emotional leader and successfully influence his subordinates. The emotional leadership of a successful manager consists of the following components.

The ability to track, recognize your moods and emotions. To do this not when emotions are "untwisted" and you need a lot of strength to somehow work with them, but at the stage of their inception.

The ability to manage your emotions, restrain negative ones, choose the right and appropriate ones.

Ability to set ambitious goals and maintain goals emotional condition in the process of achieving them.

The ability to understand the emotions of other people and influence them.

Be flexible in your choice of methods of influence. Combine logic, factual material, emotions.

For acceptance important decisions must be able to enter desired state, do not succumb to momentary mood. To draw final conclusions free from the influence of any emotion.

Having a high level of emotional competence, the leader can influence the emotional mood of subordinates. This may be necessary at different stages of managerial communication, one of which is effective disposal.

Effective command is not just the transfer of information from the leader to the subordinate. This is a system of emotional, verbal, motivational influence, which consists of successive stages.

Attracting the attention of a subordinate

Usually, in companies with a good corporate culture, a scheme for calling a subordinate to the manager has been worked out. This can be a call through a secretary, an assistant, by a selector, using a local area network, by telephone, etc. The main thing is that the subordinate has a clear understanding - his name is in certain time and a place for leadership. This means that you need to take a break from current affairs and switch your attention to the upcoming communication with the leader. Most likely, attracting attention should be accompanied by calm, businesslike, firm intonations. In some cases, to highlight the significance of the upcoming conversation, there may be useful emotions conveying seriousness, urgency, the need for a meeting, for example, a slight concern on the face, a quick voice, short phrases. Accordingly, these emotions can only make sense if the boss personally addresses the subordinate. If the call follows through the secretary, then direct emotional impact is impossible.

Demonstration of power

Quickly orients the employee to the observance of subordination and other corporate etiquette established in the organization, and also, just in case, reminds where he is and about his duties. As a rule, the office of the head and the situation in it testifies to his capabilities and powers of authority. Better and larger table, more chairs, etc. In addition, power can be demonstrated by voice, emotions. For example, a friendly instruction: "come in - sit down" in form can be friendly, but in content it is an indication and demonstration of power. The one who gives orders has power.

Indicating the form of behavior at the moment

For example, "write down what I say" or "eat important task, I will formulate it, and you listen, mark what is not clear, then ask a question. "Emotions - business cooperation, care, interest.

General formulation of the problem

This is a statement of any facts, circumstances, events. Maybe a message to an employee of previously unknown information. The problem is stated in a businesslike, calm tone, if there are no special tasks to provide emotional influence per person. If you need to influence at this stage of giving an order, for example, to show the seriousness of the problem, then some dramatization of the transmitted information is possible, accompanied by excitement, concern, urgency.

Formulation of the problem

It is possible to solve the problem, but it is better to solve the problem, so the leader should not set problems for subordinates, but tasks. The wording must be clear. What the employee needs to do in connection with the described problem. It is useful to speak about the problem in a firm tone, expressing confidence in the possibility of its solution.

Specification of the task by steps

If the task is large, then it is correct to give instructions on what specific steps need to be taken to solve it.

The designation of the time allotted for solving the problem

There are people who are time-oriented, they clearly understand how many days, hours, minutes, they will need to certain work. Other people are process oriented, they will solve the problem without considering how much time it takes to spend on it. It may turn out that the result will not be needed, because it is too late. The task of the manager is to establish and agree on a time frame for solving the problem.

Warning about possible mistakes

The leader knows more, so it is better to immediately prevent possible obvious mistakes that a subordinate may make in the course of performing the task. It is better to talk about possible mistakes, showing care, attention and focusing not on the qualities of the subordinate, which can lead to indicated errors, but on some objective circumstances, without taking into account which the task may become more complicated. This is important for two reasons, firstly, to optimize work, and secondly, to motivate the employee, because, speaking openly about possible difficulties, the manager shows, on the one hand, the complexity of the task, on the other hand, trust in a subordinate who can cope with all difficulties.

Motivation by benefit and/or possible negative consequences

In other words, what will the employee get by following the order, or what will he lose if he fails to complete the task. It is important to accompany positive motivation with emotions of joy, success, pleasure, and Negative consequences express, accompanying with emotions of disappointment, regret, sadness. Depending on the specific subordinate, you can limit yourself to only positive motivation, or only negative, since the manager must know what has the most effective effect on the employee.

Ending with a positive, motivation "the first step"

When the subordinate understood the task, it is important to end the conversation in a positive way. It can be gratitude for cooperation, confidence that everything will turn out the best. the best way because the performer is an intelligent, professional, competent, promising person. Emotional uplift, inspiration from communication, confidence in success will be very appropriate. In conclusion, it is useful to ask what the subordinate will do first of all to achieve the task, approve this decision, end the conversation with an emotional parting word: "Forward, everything will work out!"

AT practical application the sequence in which an effective order is given by a manager to a subordinate can be changed depending on specific circumstances, for example, if the subordinate has a high motivation, then there is no need to spend a lot of effort on additional positive attitude, everything is good in moderation.

Many leaders have difficulty formulating positive statements. So it turns out that the negative is born by itself, easily and simply, but to reformulate it in reverse direction happens to be difficult. Therefore, it is useful to master the rules for making positive statements.

1. Speak in short, energetic sentences.

They are better remembered as slogans. Energy gives them weight. Emotions of confidence, calmness, significance, make the phrase convincing.

2. Speak in the present and future tenses, all actions in speech should take place now, directed towards a successful and attractive future.

The past tense directs attention to what has already passed. It is better to talk about what is and what will be.

3. Use of positive language.

Say what to do, not what to avoid. For example, "don't set unrealistic goals", it's better to say: "should set realistic goals".

4. Use beautiful images, words should be pleasant.

Create compelling images. As in the movie "12 Chairs", Ostap Bender painted a picture of the great chess city for the residents of "New Vasyukov". But why can't we also talk about real projects in an attractive way?

5. You can and should change yourself, not the world around you.

A positive statement should puzzle what exactly you need to do to change the surrounding reality, and not how the world should change, for a comfortable and good life.

Each production has its own characteristics, but for the heads of departments there are general rules behavior and the principles by which they will act in order for the department entrusted to them to cope with the tasks assigned. lead department, this is not only honorable, but also responsible, since it is the manager who has the task of organizing the work of the team, providing his employees with everything necessary and motivating everyone.

Instruction

First of all, think over your department - what tasks are set for it and what means and methods you have for successful solution tasks. You must clearly understand all the nuances of the production process and be aware of all the technologies that are used in it.

A lot depends, so you must know the capabilities of each person, the characteristics of his character, his psychotype, in order to competently set his task for each. Talk alone with each of your department, tell about the tasks that you will have to solve together. Tell the employee about what will be entrusted to him, and emphasize the importance of it. Listen to the suggestions that can be made in the course of such a conversation, consider them.

On the general meeting set tasks and tell about what will be a criterion for conscientious work for you. Immediately discuss issues, control and reporting. Motivate your team and talk about how conscientious and creative work will be stimulated, get people interested in solving common tasks.

Make it a rule to have periodic meetings where employees report on what has been done and what is planned to be done. Each employee, therefore, will be responsible not only to you, but also to the team, so there will be fewer comrades who want to let you down.

Do not encourage denunciations and gossip. Express your dissatisfaction with the employee to him. Do not get yourself favorites and favorites. Grade