A person's energy is limited, in the process of team management, many leaders have the same kind of feeling, that is, the heart has more than enough power, feel tired and tired of leading the team. This is so because you have not touched the essence of management and are not yet good at leading a team. Leading people is an art, and if you don't understand it, you will only tire yourself to death. The subordinates have nothing to do all day, but the manager is busy, but in the end, the effectiveness is not good.
To solve this problem, it is actually very simple, grasp the following 5 will be enough. The last one in particular is crucial.
The first rule: establish rules
In order to create a high execution team, set rules, must adhere to the following 4 principles.
1, the interests of the company above all.
2, the team is paramount.
3, combined with the actual, set up targeted team rules, rather than copy what others.
4, do not have to be as detailed as the operational specifications in place, to have a certain overview, simple and easy to remember, to facilitate the actual operation on the ground.
It is often said that no rules can't make a circle, as a leader in the word rules must maintain a fair attitude, and must be serious, do the following 2 points.
1, managers must not take the lead in destroying the system, for example: regular exceptions, the easiest way to destroy the authority of the system.
2, the leader must always hang the system on his lips, to establish a culture of the system, no one can transcend the system and exist, not above the system.
According to the actual situation of the team, it is most reliable to set up the corresponding rules for any problems.
The second rule: using the right people
When it comes to hiring people, as a leader you must remember to make the best use of people who are more capable than yourself.
If you want to achieve this, try to do the following 4 things.
1. Make a good personal orientation. Put down your personal consciousness and think of yourself as a platform to be able to take in all the rivers. Don't make a gesture because you are a leader, good manners, in order to get a good general to help. If it is condescending to the noble, three visits to the cottage can be exchanged for the help of knowledgeable people, why not do it?
2, read the talent. Talent often has its own opinions and ideas, few people will be willing to be led as a tool or puppet. Therefore, leaders should first learn to understand the habits, temperament, nature, characteristics of talent, etc., in order to build on their strengths and avoid their weaknesses, pinch the weaknesses and put them under control.
3, good appointment and evaluation. Treating talent, we must know people well, make a reasonable price, give them the benefits worthy of their hearts in return. As long as the money is given in place, and then give them the opportunity to play their strengths and realize their personal value, who can refuse?
4, trust and support. As the saying goes: use people without doubt, doubt people without. Since the choice to reuse people, it is not suspicious, bold to believe, the back and power to them, but can play a good incentive effect, to get the support and support of talent.
Article 3: Delegate some power
Building a team can never be done by the leader alone. Without the help of other employees, it is absolutely difficult to make things happen. Therefore, the delegation of power is a necessary step. However, it is not possible to delegate power indiscriminately, and the following four conditions need to be observed.
1, find the right object you intend to delegate power, only to understand clearly, in order to trust.
2, the delegation of power should be clear about the limits, anything without the scale, it is easy to make mistakes.
3, since the release, we must moderate the hand, not excessive interference in the work of subordinates, disrupting the work of the team rhythm.
4, maintain supervision, to prevent the use of people with bad intentions.
Article 4: Have assessment
With a team, you must not over trust human nature. Employees will not do what the leader wants them to do, they will only do what the leader wants to appraise. Therefore, in the team management process, must do the following 2 points.
1, clear work standards. For example: what employees have to do, what should be done to what extent, to what level, to get what results, must be quantifiable, so that when the staff do have a bottom in their hearts, know what they made to get the reward. Everything has a standard, everyone is convinced, the standard can put an end to the staff to cope with the perfunctory situation.
2, supervision and inspection. Do anything, there should be supervision, there are checks, to people to keep an eye on people, to standards to ensure mutual supervision, without any violations and lack of implementation in place.
Article 5: clear rewards and punishments
In order to improve the execution, we must have clear rewards and punishments to convince the public and to stimulate the effect. Be sure to grasp the following 2 aspects.
1, rewards and punishments to be fair and just. Do a good job with the award, the award to his heart; do a bad job should be punished, punished his heart.
2, widen the gap between the rich and the poor. The rewards and punishments should be scientific, not a pot luck, so that people who contribute a lot have meat to eat, so that the bottom of the pile of people do not even get to drink soup. The bigger the gap between rich and poor, the more it can stimulate the inner potential of the staff.
All in all, to create a first-class high-implementation team, it is necessary to grasp the above-mentioned 5 articles.
