In order to improve individual effectiveness and team processes; that result in increased productivity & people who LOVE the work they do. People MUST be properly matched to the role that fits them. This is accomplished in examining 5 areas;
Managers are evaluated on their ability to achieve goals. The foundation of EVERYTHING within your team returns to the the managers ability to plan how to achieve these goals.
More complex goals will require delegation to subordinates to complete tasks within the larger goal. Effective managers have discussions and a method for delegating;
Opportunities tend to find those who are looking for them, and when an opportunity comes and you think that you will be able to grab it…then it goes away – how you are able to move on and stay positive is a challenge. Here are some things to think about;
Currently there is an authoritarian style of management creating a decrease in morale, satisfaction with work and innovation amongst employees. This is developing a feeling of strife, hopelessness and contempt amongst management and subordinates.
Framing and determining facts that belong to the tasks being performed can be expressed through language, and that is all we can comprehend. Good or bad intent, behaviors we cannot have access to.
The line “…he lives eternally who lives in the present.” is the inquiry this week;
* On a scale of 0 – 10 with 0 being not utilized at all and 10 being fully utilized; Currently my managerial leadership capabilities are being utilized to their fullest capacity.
You are paid to make decision and use your best judgment. The amount of success you have and money you make is conjoined to the decisions you make. You NEED to make the best decisions possible; This process shows you how.
Once, as a manger you begin to view people in the following 10 Misconceptions it impacts you perception (as a manger) of fair treatment and pay. Leading employees to only further exhibit the behaviors you believe.
“If a question can be put at all, then it can also be answered.”
The questions created around goals, decision making, planning, delegation, task evaluation, etc… all refer to the task established to be completed. The questions radiate the ability to work to your capacity to complete the tasks. Then ensure that tasks that are delegated are completed in the highest capacity to the person assigned to work.
Organizational culture, values, perceptions are UNSLESS – UNLESS they rooted in a goal.
We are always driven by goals – whether implicit and unaware to ourselves and others – or – explicit and aware to ourselves and others; Goals are what defines YOUR purpose—>Action—>Response and Priorities.