Hi Please give some tips to improve leadership skills. Some of my team leaders have problems in handling their team. Thanks Leena
From India, Madras
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1From India, Madras
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Dear Leena,
First and foremost, the thing to improve your leadership skills is:
INITIATIVE: Start taking initiative in whatever you do.
INDEPENDENCE: Never depend on others but ask for suggestions.
Start with this.
Regards,
Gowri
From India, Madras
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First and foremost, the thing to improve your leadership skills is:
INITIATIVE: Start taking initiative in whatever you do.
INDEPENDENCE: Never depend on others but ask for suggestions.
Start with this.
Regards,
Gowri
From India, Madras
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Dear Leena,
In all organizations, you have four levels (some say five levels):
1. Doers
2. Supervisors
3. Managers
4. Business Leaders
The fifth could be termed as Organizational Leaders. Once you understand this, it is easier to visualize what skills are required for the Team leaders you are talking about. Initiative is required at all levels. Supervisory or Junior management requires some specific leadership, and we emphasize Role Modeling. Managers require more delegating skills. Business managers require Vision. Organizational leaders require Mission and Vision.
This is in short. I think if you try to read on these subjects, you will get more information. Even if you select a Training program, you need to keep this fundamental in mind. A training program focusing too much on vision will have no impact on the entry-level leaders, that is Junior management.
I hope you gain some insight.
Siva
From India, Chennai
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In all organizations, you have four levels (some say five levels):
1. Doers
2. Supervisors
3. Managers
4. Business Leaders
The fifth could be termed as Organizational Leaders. Once you understand this, it is easier to visualize what skills are required for the Team leaders you are talking about. Initiative is required at all levels. Supervisory or Junior management requires some specific leadership, and we emphasize Role Modeling. Managers require more delegating skills. Business managers require Vision. Organizational leaders require Mission and Vision.
This is in short. I think if you try to read on these subjects, you will get more information. Even if you select a Training program, you need to keep this fundamental in mind. A training program focusing too much on vision will have no impact on the entry-level leaders, that is Junior management.
I hope you gain some insight.
Siva
From India, Chennai
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You could also try an OBT exercise. Get your leaders together to find out the exact reason and what the problem is. Design a solution to tackle it. You can take professional help or design your own program.
Regards,
Ajay Venkatesh
From United States, Iowa City
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Regards,
Ajay Venkatesh
From United States, Iowa City
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[SIZE="1"]http://allbusiness.com]
Positive office dynamics add great strength to a business, while strained ones create strife. As a manager, you simply can't afford to leave such an important aspect of the company to chance.
There are many ways for managers to bring a team together and foster its ability to work together as a whole. These 10 tips can help unite even the most disparate group of people.
Communicate goals clearly. Employees look to management for basic company goals. When those goals are not clear, disagreements will erupt as employees try to define goals themselves. By clearly laying out goals, everyone begins in the same place and understands where the business is going.
Define responsibilities. Offices run best when everyone clearly understands their responsibilities. Provide each employee with a distinct definition of his or her own responsibilities, both individually and as it relates to group projects.
This eliminates confusion over who is accountable for what, and allows employees to relate without struggling over responsibilities.
Provide equal training. Make sure that each member of your staff is trained and equipped to complete the tasks at hand; divisions surface when one member is unable to perform necessary duties. Provide ongoing training — if additional time is needed, pair two employees to learn from each other. Make sure, though, that it's an equal teaching relationship, where both employees are gaining new skills.
Encourage relationships. Most offices are busy places with many demanding deadlines. But allowing employees an occasional extended lunch to go out together and relax outside of the work environment can build understanding that will transfer back into the office and improve working relationships.
Empower. Give decision-making power to the people working on the project. Give them the authority necessary to get their jobs done, but observe the process to make sure they're rising to the challenge. Trusted employees can make decisions without fearing consequences, and good employees will value that trust and seek to make the best decisions.
Provide feedback. Don't make a group second-guess your opinion of its work. Be clear not only in your initial expectations and assignments, but also in your opinion of the work. Open and frequent communication, where employees are clear on where they stand, will help them feel more secure and willing to work together.
Reward. Provide rewards to the office as a group. Whether it's an award, a luncheon, or some other treat, providing the whole office with an encouraging reward for hard work will build team spirit and bring your employees back in with renewed enthusiasm for their jobs.
Set reasonable deadlines. Reasonable deadlines are often subjective, and timelines vary based on need. But you can build a spirit of teamwork by dividing assignments equally, providing compensation to employees who are working additional hours, and reworking less important deadlines to allow for a little more time.
Meet regularly. The best way to understand your employees and to let them know they're not alone is to meet regularly with them. Whether it's a monthly lunch meeting or an organized meeting with specific agenda items, it's critical to keep the lines of communication open. This allows you to gauge not only their needs and productivity, but will also help you assess any team-building concerns that need to be addressed.
Discourage “backdoor” reports. Inevitably, there will be at least one employee who will attempt to report to you after every meeting — giving a play-by-play slanted in his or her favor. Don't encourage this behavior, and resist the temptation to use this employee as a fly on the wall. Backdoor tactics can severely undermine an otherwise positive office environment.
Building a team means creating a noncompetitive and encouraging work environment — the kind of environment that fosters positive working relationships. When employees feel valued and know that they don't have to vie against one another for recognition, they will be comfortable and confident in working together to achieve their common goal.
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
Acknowledge(0)Amend(0)
Positive office dynamics add great strength to a business, while strained ones create strife. As a manager, you simply can't afford to leave such an important aspect of the company to chance.
There are many ways for managers to bring a team together and foster its ability to work together as a whole. These 10 tips can help unite even the most disparate group of people.
Communicate goals clearly. Employees look to management for basic company goals. When those goals are not clear, disagreements will erupt as employees try to define goals themselves. By clearly laying out goals, everyone begins in the same place and understands where the business is going.
Define responsibilities. Offices run best when everyone clearly understands their responsibilities. Provide each employee with a distinct definition of his or her own responsibilities, both individually and as it relates to group projects.
This eliminates confusion over who is accountable for what, and allows employees to relate without struggling over responsibilities.
Provide equal training. Make sure that each member of your staff is trained and equipped to complete the tasks at hand; divisions surface when one member is unable to perform necessary duties. Provide ongoing training — if additional time is needed, pair two employees to learn from each other. Make sure, though, that it's an equal teaching relationship, where both employees are gaining new skills.
Encourage relationships. Most offices are busy places with many demanding deadlines. But allowing employees an occasional extended lunch to go out together and relax outside of the work environment can build understanding that will transfer back into the office and improve working relationships.
Empower. Give decision-making power to the people working on the project. Give them the authority necessary to get their jobs done, but observe the process to make sure they're rising to the challenge. Trusted employees can make decisions without fearing consequences, and good employees will value that trust and seek to make the best decisions.
Provide feedback. Don't make a group second-guess your opinion of its work. Be clear not only in your initial expectations and assignments, but also in your opinion of the work. Open and frequent communication, where employees are clear on where they stand, will help them feel more secure and willing to work together.
Reward. Provide rewards to the office as a group. Whether it's an award, a luncheon, or some other treat, providing the whole office with an encouraging reward for hard work will build team spirit and bring your employees back in with renewed enthusiasm for their jobs.
Set reasonable deadlines. Reasonable deadlines are often subjective, and timelines vary based on need. But you can build a spirit of teamwork by dividing assignments equally, providing compensation to employees who are working additional hours, and reworking less important deadlines to allow for a little more time.
Meet regularly. The best way to understand your employees and to let them know they're not alone is to meet regularly with them. Whether it's a monthly lunch meeting or an organized meeting with specific agenda items, it's critical to keep the lines of communication open. This allows you to gauge not only their needs and productivity, but will also help you assess any team-building concerns that need to be addressed.
Discourage “backdoor” reports. Inevitably, there will be at least one employee who will attempt to report to you after every meeting — giving a play-by-play slanted in his or her favor. Don't encourage this behavior, and resist the temptation to use this employee as a fly on the wall. Backdoor tactics can severely undermine an otherwise positive office environment.
Building a team means creating a noncompetitive and encouraging work environment — the kind of environment that fosters positive working relationships. When employees feel valued and know that they don't have to vie against one another for recognition, they will be comfortable and confident in working together to achieve their common goal.
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
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TEAM BUILDING LEADERSHIP SKILLS.ppt
Copy of SKILLS DEVELOPMENT TRAINING PROFILE 2008-2009.doc