Archive for the ‘General’ Category
October 20th, 2009 | 
Author: I am sure that we all have enumerated the qualities that every leader must possess. But, I would like to indicate some characteristics of an Antileader:
Haughty: he believes in possession of the truth, does not listen, does not ask for advices, does not accept other points of view, cannot admit his errors, does not admit its own limitations. All this can lead him to committing very serious errors that put in danger the future of the company, apart from the fact that this way of behaving generates a strong rejection between the personnel.
Unreliable: it promises, but the things never happen, his team strains hoping to obtain the engaged reward and this one does not take place. This leads him to losing any credibility.
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This is phrase from Charles S. Lauer, I agree so much with it. And you?
It is inevitable disagreements arise when one is employed at a team. The existence of disagreements / conflicts during the daily work might be desirable. The conflict assures the permanence of the interest and of the sense of responsibility and encourages new kind of solutions.
The conflict is a process that must clear up, not be eliminated. The conflict, it is not to “fight”, neither must it be taken as anything personal, but like an ideas exchange.
Many conflicts sources are born straight of the nature itself of the work. The important thing is to be able to identify these conflict points, to be able to intervene opportunely. The following points are the most common conflicts:
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A manager who wants to mark a difference, probably wants to have more influence in the people who surrounds it. Influence to others is something complicated and it is not just an attitude question, but it is demonstrated by:
A person who want to influence others must be capable of:
- To motivate the others to change.
- To replace his wrong conducts.
- Make the things happen.
This is a starting point, but… What are the effective strategies to extend our skill to influence?