重生之娇养txt:Business executives to lead the team's skills

                                Business executives to lead the team's skills


With the above;

     Director's role is no longer like the past is simply to control the execution of tasks and to achieve the goal, we must actively assist in each of their subordinates and jobs that are their potential, in response to a variety of flexible scheduling human tasks, but also for the future to be difficulties faced by colleagues in advance to develop the appropriate expertise or professionals must step down in order to improve the overall combat capability of the team.

     With the rapid changes in the external environment, the organization also operates a separate division from the original into the team gradually, but because the management in charge tend to make complex, past transactions-oriented model into an assignment to a team-oriented interpersonal mode of operation, to be able to become a successful director, how to lead their subordinates to create a successful team has become an important management issue. As the ever-increasing challenge goal, and interpersonal relations in the workplace are becoming increasingly complex and diversified.

     Director's role is no longer like the past is simply to control the execution of tasks and to achieve the goal, we must actively assist in each of their subordinates and jobs that are their potential, in response to a variety of flexible scheduling human tasks, but also for the future to be difficulties faced by colleagues in advance to develop the appropriate expertise or professionals must step down in order to improve the overall combat capability of the team. Just as the team coaches, strategizing, use the player's ability to win with a victory each. Therefore, also in charge of "coaching" role for team development.

Coaching 4 strokes


Head to the new generation how to use coaching skills to develop a good team, you can start from the following four aspects:

1 plan

     The same as the coach in charge to the establishment and development team, you must first clear the ultimate goal and the resources currently owned. Coach the team needs to first grasp what talent? Currently people in place? Staff capacity is still room for growth and progress? Combat power to be closed? Human resources planning stage but also how to proceed? So teams need to develop organizational expectations for the overall development plan.

    Then, when the overall development of targeted and team planning is completed, it will set the strategic direction based on the relevant implementation plans, such as: how to enhance the combat capability? Through their own culture ("build (Build)" strategy), outsourcing or the use of external consultants ("lease (Rent)" strategy), external forward with new or poaching (the "Purchase (Buy)" policy) and so on. If through their own culture, each member of which need to develop skills? How to develop these skills? If anyone can teach within the organization? Develop during the take? How to verify its effectiveness or ability to already have and so on. After this series of planning process, the team will lay the concrete development of the prototype.

2 command

    When the team with the plan, then we have to really perform to achieve their goals. First, as a director (instructor) must be planned based on the work of each team member's role, capacity, load and learning opportunities and other factors, one by one to allocate tasks and issue orders, and to grow with the challenges task for team members to adjust or re-division of labor.

    Secondly, we must confirm the order for the team members are able to really understand and grasp, and the scope of each person should be responsible. Then, to keep the process in response to task to provide sufficient information to team members, and to give timely reminder or instruction, and even then be able to achieve "state orders", team members will judge for themselves the situation and take the optimal treatment, do not have to be through instructions before operation, so that it can play a team of rapid response and the best fighting force. Finally, as members of different situations or different capacities, orders should be considered in an appropriate manner, for example: ordered, the trust or implied, in order to obtain the timeliness or develop their commitment to nature and initiative.

3 Control

     When task orders under the scheme after, and then they must continue to control its direction or whether it is effective as expected, and given the appropriate time to adjust or amend the operating results to the entire team towards the goal. As for control methods There are many ways to choose from, such as: conferences, reports, inquiries, and information analysis. Once a process has as expected, or the aftermath of unexpected situations, then at the appropriate time point to take relevant measures, such as: job change, temporarily offline, or assign additional staff assisted by senior experts, so that each team member can successful completion of the work or making the results available to achieve the best performance. Of course, the task execution, control over when the team likely to cause more non-assertive, lack of confidence, at every turn to consult or passive enforcement, but too loose control easily lead to disagreements, the direction of bias, inefficiency, behind schedule and other circumstances. Therefore, as a director must have the rapidly changing environment and information about each team member's ability and the actual situation, and then give the members to remind or suggestions, direction and resources to ensure targets can be done.

4 Coordination

     When the team during the operation, it will inevitably encounter some disagreement, emotional conflict, poor communication interface or other circumstances not ring true. At this point, managers should act decisively to take the necessary measures, such as: the formation of the odds or immediately, you can explore through the ideas, views, or to clarify the situation reversed, etc., to help team members engage in a dialogue, if emotional conflict situation when the first conversion to avoid the conflict to be difficult to pack. Then again trying to understand the underlying causes of conflict and related factors, the last still members overall interests, without prejudice to the operation of the organization as a precondition. If convergence smooth or load imbalance, its causes should be considered after the re-distribution of resources, focus adjustment or partial support, and the overall progress, or the use of resources to each other. Therefore, coordination in the operation and development of the whole team is very important. However, the head of the co-ordination, be sure to stand firm and maintain a fair and impartial, not biased to any member, or if members do not trust or is not satisfied, the entire team is very easy to collapse, which is in charge and to pay special attention to compliance.