Tolerance for Your Employees Error

I was once reprimanded a leader who berated subordinates to tears. No errors that may be left, indeed. But if I should get that far? I agree if in certain situations it's tougher stance is needed. But not in all situations. I also included the type of person 'whatever it takes'. However, berating employees to cry; of course there are signs. It's easy to make your subordinate cry, I tell you if his back being blame and blame. But I believe that there is a powerful way to make people cry, without offending him. As far as I remember, there are three instances where I was leading people to cry in my room. And I'm sure it did not cause me to be condemned by them. But only one incident which I will tell you here in the hope of inspiring leadership our maturation process.

If you include an easy leader issued a harsh word to your employees, it might be time to practice a different way. If the Warning Letter is very easily printed from your printer, this is also a good time to save paper as well find another way more impact. Although justified by the rules, but try to be fair view of the fact that SP was absolutely can not change someone. I prefer to make a 'gentlemen agreement' directly rather than issue a SP. And I never miss with it. For those of you who are interested in accompanying me learning about how to find the proportion of fault tolerance for employees; my invite to start by practicing the following five capabilities are Natural Intelligence:

Understand that they are human like us. It's lucky if we realize that as humans, we can make the same mistake. There is no point in maintaining the properties arrogant and too sure if we are human beings free of errors. If not lying, then we may have forgotten what we've done in the past. Or, maybe we can slip in the future. Such awareness is important so that when it finds an error committed by subordinates, we respond proportionally. Being over-reactive in no way a true leader handle the errors committed by his subordinates. Because when dealing with a mistake, you're not only dealing with the perpetrators. You are sending a signal to all the people you lead. They assess the way you handle it, and they anticipate the possibilities for himself. The signal will determine the attitude of everyone on your team. So, Understand that they are human like you.

FIRST example of your own doing. How many times have you heard a leader berated his subordinates to a fault which he himself did? So do not be surprised if the law becomes common joke (1) boss is always right, (2) if the boss is wrong, refer to the law number (1). It is very difficult to obtain employee commitment without exemplary leaders. I call someone to the office, then handed two sheets of paper. One my attendance data, the other his. "Tell me, how many times I'm late for work this month. And tell me, how many times you're not going into the office late this month. "He looked at me" Yes, sir. "He said. "You deserve not mention anything before it understands the contents of the paper." As soon as I say. "But sir, other friends also often late okay," That's the risk I have to accept democratization. "They're not my affair. You still willing to join in my team on, you must take the rules here. If you want to be like them on, you should move to their department. I help you moved there. "Hour 7 am, usually I've been in the office so my friend could see that discipline is not just to beautify the tongue. I do not demand that they come early. But at 8 right, they should already be in place. Do it, and be an example to the people you lead.

Take leadership responsibility in their entirety. What is the responsibility of leadership? One of them; ensure all processes running so as to produce high profits for the company while maintaining the ethical and operational guidelines. If there is any deviation? Yes must be accounted for by the leader. Why, instead of the culprit? Not quite. Because a leader's responsibility to ensure there are no such violations and abuses. Is not 'responsibility' that makes it more expensive paid than others? Indeed, no one on earth who are willing to take responsibility for mistakes made by others. So in order not to hit anything like that, then a leader must make absolutely sure that all processes and operations running as it should. Humans have a tendency to make mistakes, even 'to test the fence'. Task of the leader to make sure if the fence is always solid so that every time the wolf tried to enter could soon be driven. That way, you'll never lose anything from a chicken in a cage. The wolf is a bad influence, while the chicken is mental assets.

Touch his conscience, not slashed. As a leader, of course you are willing to fight for the best thing for your subordinates. But, what if it turns out he abuse it? I immediately called him into my office. After describing all findings and he admitted it, I just say this: "I do not think you did that. After all I did for you during this? I thought, I can help you to become a pride for your family. I was wrong. I sincerely hope your children can stand in front of the class while telling their friends about the great pride of his father. I dreamed you would become someone who can stand tall with pride and honor. But, it seems we are not the same dream. "I know his family. And really, I saw his eyes melt water. "You're crying because I ask you?" I'm curious. "No ..." he said. "I deeply regret my actions ...." Since then, he never disappoint again. And I'm proud of him. Perhaps, this is the cry of employees who did not make his boss cursed in their hearts.

Firm should take care when making the most bitter. Of the various errors committed by subordinates, sometimes there is a limit. If it be a violation of integrity, then the solution had to be thoroughly bags bags. A manager in my team managed to find the misuse of important data which is performed by one of the staff in our team. In addition to violating the integrity, the act also greatly endanger the survival of the company, and could harm consumers, and undermine the credibility of the team as a whole. When details of reports and evidence, I asked: "Then what is your recommendation?" I understand when there are only two choices; asked to resign, or dismissed. I am sure that I support him 100%. What I admire about this friend? He communicates it quiet, cool and clean. I do not need to spend even a single word to produce a settlement that 'win-win' it. Our personal relationship is still good, despite our professional relationship stalled. Indeed, we lose someone. However, friends in his team understand why that decision should be taken. That way, more of our friends who survived the temptation to make the same mistake.

We are often so easy to convict someone else. Yet as humans, we also have a chance to make the same mistake. Let us learn to address the mistakes of others in proportion. Especially if that do this are the people we lead alone. We are the ones responsible to minimize the possibility of error. But if it already occurred, we should not get away from that responsibility. Let alone to impose all the blame to the people who follow the example set by its horns so that we show.