Management Channel

It is possible that when you are saturated of matters or hanging tasks, you don´t know how to get out of this situation.

To delegate tasks, isn’t anything easy or to take lightly, a simple rule to bear in mind is if the task that you have to do, it can be done for someone esle. This will give us more free time to do the things that only we can do.

Next I tell you some rules to achieve the success on delegate tasks:
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1 – Keep the whole informed team: do communicate any excellent fact while the crisis lasts. Don’t wait up to the meeting of evaluation of the next day to give explanations. The ignorance and the absence of information take to the team to commit errors during the resolution of the crisis.

2 – Assemble the team when it has to give instructions or communicate an important fact: The only way of knowing that everybody knows the same and works according to the same rules is to assemble the team to give him instructions.

3 – Urge the team to which it rises questions: we know that he will want to give the instructions as rapidly as possible and that the whole world one starts working. But if it doesn’t leave that anybody rises questions, in a meeting or later, someone might confuse the facts, not value correctly the priorities or understand badly his instructions. Don’t forget that any members of the team would be prisoners of the panic and he doesn’t help them to think that with clarity.

If it doesn’t allow to them to rise questions to avoid to lose time, he will be asking them to face a crisis wrong information or an incorrect approach.

Support a serene tone. On having spoken to his team, take care of the voice tone. Although it is scared or stressed, his work consists of preventing the panic from spreading. Try that his voice doesn’t produce alarm and show them that it is calm so that they also it are.

4 – Make to inform the team in the making of important decisions: this is the ideal approach because it achieves that the people commit themselves with the decision and that it does all the possible why I worked. Obviously, in full crisis, it can’t lose time organizing surveys and debates to discuss what the best solution is to the problem. But try to involve the team the possible maximum thing.

5 – Be always close: if the crisis belongs to those who sadden or determine emotionally to the team, it is probable that the personnel needs to speak with you. It is possible that they are sad, frustrated and feel that they can’t communicate with you because it is much occupied to attend to them. For it, look for time to listen to them.

6 – Show to his team that it is on his part: insure of that the persons to his charge know that his well-being is a priority for you.

7- Never lose the sense of humor: the laugh is the best way of reducing the stress. If it joins the pranks or initiates them, the team will consider it an entertaining person.

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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