2024 Author: Harry Day | [email protected]. Last modified: 2023-12-17 15:43
Alarming signs that indicate the need for additional work with the leaders of the Company
First, let's look at the problems that an employee holding a managerial position may have:
- The manager increasingly uses in his behavior and thinking his characteristic stereotypes (habits), formalisms and traditions.
- The manager is trying to keep his position, his main motivator is fear.
- The manager is trying to preserve “peace for the sake of peace” in the Company at the expense of work results.
- The opposite situation - the manager constantly proves to everyone around him “the unsurpassed value of his own greatness” and cannot satisfy the need to assert himself at the expense of other people.
- The manager loses consistency in actions. For example, a very worthy person begins to say a little the wrong thing, not when it is necessary and not to the one who should be. There is a talent for "not getting into the situation."
And here signs that the Company is going through an organizational crisis, steadily reducing the efficiency of its work:
- too centralized (fixated on the power of one person) or too “inflated” management staff (managers are appointed where there is no need for them or one person could perform the management functions of several departments),
- too frequent meetings without identifying responsible executors (meetings should not be held when it would be quite possible to do without them). Holding a meeting is not justified if the issue that will be resolved has not been clearly identified before its start. At the end of the meeting, a specific decision should be made and an executor responsible for solving a specific problem should be appointed.
- making management decisions is accompanied by unnecessary procedures and formalism (exclude all unnecessary and unjustified actions and procedures).
- the final decision is constantly postponed in time (such a postponement is extremely undesirable and justified only in case of force majeure), - Putting cohesion first is just as harmful and dangerous as a lack of friendliness.
- strategies for adapting and avoiding responsibility (shifting responsibility to fictitious culprits), - unwillingness to share responsibility with employees (inability to delegate authority),
- incomplete informing of employees and illiterate motivation (lying and ignoring the observance of motivational theories provoke dismissals of employees and reduce the effectiveness of work), - the team is not allowed to solve common problems (the less they know - they sleep better), - distrust of subordinates and strict control of their actions (demonstration of trust and clear structured control is justified).
Result:
- the group is passive, disunited and uncontrollable (anyway, nothing depends on us), - tense relationship with the leader.
- a negative psychological climate is inevitable in conditions:
a) terminator management, b) conniving style of management "scurrying shuttle", c) insufficient workload of employees during working hours.
What needs to change as a result of leadership training
Effective leader:
- active and independent, - focused on success and achievement motivation, - takes risks to achieve an adequately set goal, - strives to ensure that the team becomes self-governing.
Effective team:
- the team has clearly assigned job responsibilities and developed job descriptions that can be revised annually; clearly assigned roles (employees do not want to prove to each other their significance, importance and superiority), - truthful awareness of employees in the format of a frank dialogue (it is permissible not to say something or to keep silent about something, a lie is unacceptable), - mutual concessions for the sake of achieving a common goal are encouraged, - participation of employees in making collective decisions.
Result:
- the team is manageable and active, - conflict level decreases, collective norms are adopted,
- conduct of employees in a responsible and disciplined manner, - acceptance by the team of the goals, objectives of the organization and ways to achieve them, - recognition of the authority of the leader.
For more information, see here: e-mail: [email protected]; tel.: 8 999 189 74 70
Larisa Dubovikova -
certified psychologist, certified trainer, HR manager
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