How often do we appeal to "be yourself!". But how many times we say it to ourselves? As if that sentence is no longer suitable for those who labeled the leader. In fact, just the leader who most need the advice. If not, they will only be swayed by a system of values and theories from the outside. Try and remember back; not in any leadership training we were presented with additional theory when trainings are then also we have not implemented? The more the theory even more confusing. Every now and then, try to forget all the advanced lessons, and be yourself. Lead your own way. I know, you will be criticized. But, as far as I still remember; none of leadership theory that can really help how to divide the time to develop the people we lead accumulation in the middle of other agendas.
If you have only one or two subordinates, perhaps not too heavy. But if a dozen or dozens? True, we can minimize the span of control by making a 'layer' among us with their new. But, in fact we can not rely on the process of development that way. So when it works, I prefer the horizontal rather than vertical structures. The way it is not without criticism, for example; too controlling or unwilling to delegate. In fact, many world leaders or successful company with an organizational structure as flat as possible. While organizations are increasingly vertical, causing long bureaucracy, formed small kingdoms and the slowness of decision-making. For those of you who are interested in accompanying me learning about how to develop subordinates amid the limited time we have; my invite to start by practicing the following five capabilities are Natural Intelligence:
Mapping the strengths of each employee. If your goal is just to go somewhere you already familiar corner and street rat, you do not need a map. But the journey to develop the employee is not such an easy route. Why? Because even after years of working with them was not necessarily you really know them. Lucky if you have the budget to do talent mapping. More fortunate if the budget was not there, so now you have a chance to drain all your leadership abilities. Use bare hands alone? But it will not be accurate? Hey, who says? Test results are cool and expensive institutions were not necessarily accurate. Believe me, I have gone through Those Kinds. Even though the mapping is accurate, then just parked in the drawers of our cabinet is not it? So, do not be afraid to do something even have to empty-handed. Precisely so,
You have a reason to finish because it tickles your sense of belonging. This is my project. So why should I care?.
Empower your mapping them according to the results. Results of mapping you are doing it really helps to empower them in accordance with their respective levels. For example, someone said to me: "Want to Become a Product Manager, sir." I check its compatibility with the mapping results; fit. So I could ask him a commitment to do 'what ever it takes' to become a Product Manager. I have to do it even if it means he will move to another department. Another said: "I'm here just the same father," Then I said: "If you work just because someone else on, you not going to be any. What more you know I would not stay here long. "Then he said:" But I like this field. "Well, if that's different. So since then I can hold a higher commitment from him. "If you want to be a Product Manager, you must be what? If you want to be a Research Manager on, you must be what? If you want to be a manager and so on, you must be what? "The question of standards that result in different answers. But the difference in the answers that I get a commitment from them to do so without necessarily ordered pushed around anymore.
Develop them through the process of developing others. From a number of people I asked "what you want to be?" Few who did not mention the word 'Manager'. There is even enough guts to say 'We Want to replace you' . "Pretty good, apparently there is also a fan of me, then, hahaha. The answer could be different. But essentially the same, i.e, they want to be leaders. Now I open it again earlier mapping results, then I see what I want them to do for themselves. Among them is that it's time to 'practice' to 'coach'. There also are not ready, or simply not necessary. So now, I have enough people who could be a 'team coach' for all employees in my team. Is it hard to gain their commitment? No. I just said: "To achieve that position what you must learn to coach others." The sentence was unacceptable thoughts and
feeling, is not it? Then we sat down together, see how the total number of people who need to coach in our team. Then divide the number of them equally. I? Why more people do not coach them. While everyone in the team now have their respective coaches. You develop them through the process of developing others.
Ensure key people anyway you handle alone. Maturity level of each person is different. However, the idea of democratization often require a no-no. My place too. Some even dared to protest everything. Yes no problem if the argument is true. However, the development of key people you need to own doing. So I do not give up to others. I loudly told them that I coach directly, if I think must be hard. Crying is also not a problem, if it should be so. There are up to complain to my boss. However, my boss knew what I was doing to 'my favorite employee'. Maybe they realize it later after I left. Or maybe do not realize it at all. It does not matter. But, you know have done something that you think are the most effective way to prepare them to achieve what they themselves want. I
sure, the leaders are not great they are being soft. But those who are willing to pay whatever it costs; even though they should reap the controversy and criticism. Master mariners were not born in the calm ocean. tough candidate, too. So, make sure key people keep you handle alone.
Records documenting the development process. Documentation is very frustrating, indeed. However, if poured in proper portions really help us to see what has been done and what we get. It is impossible to memorize things like that with many more not less important things to do. Some of the 'coach' was equipped with a selected sheet of paper with blank spaces simple. I am not taking the form of coaching that made by the experts that complicated, but I made it myself. This is my team. I know the needs better than any consultant on earth. Each time they were to coach someone, they should write something, and verified by the person being coach. I read it randomly, but it saves the file cupboard that can be accessed whenever needed. If a change of leader document can help simplify the process
hand-over.
We often mistakenly taught or perceive that the process of developing the people we lead is very complicated and complex. Yes indeed so if we are too fixated on grip-grip listed in the text book. Indeed, the books that's good management. But what good is a method if it can not be implemented? If I am allowed to suggest something, then here's my advice: Be yourself in the lead. Should listen to others, but apply methods of leadership that you really need for your own team. Although you are accused of strange. It's your team. Then you alone must determine which theory or method that you should use, or 'without theory' at all. Do not be afraid of being sued; "theory of leadership which is so grounding for you?!". Roads only. Hey a while, I want to whisper something; leader like that you know the example of 'The Authentic Leader' is ...
0 comments:
Post a Comment