The form of management is acquired through the years, the long experience of what a manager has lived in various stages of his career. It should be modeling during the time that manages teams each time more complex, more interdisciplinary, with more levels. I take a difficult one manual management is saying now apply this method of management. It seems easier to implement strategies, tactics or structures that no methods of management which is the aunt person who exercises.
A character that was formed during the time it affect the style of management, one can hardly separate the way they work in and out, will be matizzato, but I do not think that could be the opposite. If one is a bonaccione out will work, if one likes them do things for himself outside it will work, if one is out it will be hard at work, if a busca friendships always find out the inside even if a speaks and speaks out makes it work, if one is closed off will tend to isolate themselves in work, if one is grayed out will work even if it is an expansive off will also work and so on. Mattizato, but hardly a work may be the opposite of how it is outside.
This character forged during years of experience in the work will determine the method of management. I center on one of autonomy, to a certain extent. But before we talk to management autonomy.
Delegate, this is the keyword. But how? This is the real question because everyone is talking about delegate, to leave work, to give all the confidence, but most often it is more a protectorate not an autonomy. Why? Why leave in the hands of everyone on which we are responsible is not in human DNA. Here is the whole key to a good management for autonomy. The ability to fool the human nature. Who would leave her newborn child to another during a few days without any concern? Who let the machine just bought during a weekend to someone else? Who leaves his apartment for a few months to someone else? Who falls asleep at the airport with the suitcase without taking one eye open? Nobody, or almost none. One will say that I do so at some familiar, but is not the answer. And I am convinced that even so one eye is always open.
It's easy to say, difficult to implement. Normally we have with managers who speak of teamwork, what always has the authority and is responsible for the team. Normally we are talking you must delegate and work independently with full confidence, always what is the responsibility of others.
Delegating does not mean only to say, does not monitor, does not assume the entire leadership per se, does not mean giving colpabilità who has managed, does not mean deciding without listening, do not mean rivers of meetings with the team, does not have ten hundred presentations, does not mean always be present in every meeting, does not mean having to decide on everything ...
Delegating means that employees may apply the necessary actions to meet the strategy, it means they can do the necessary meetings without the presence of the head, it means that may decide, mean that any decision is wrong the consequences will assume the responsibility Means that can go days without seeing with the controller, you do not need to report every step, it means bringing results fruit of their work, you do not need to meetings just to keep the river together, it means acting without the need for even reporting the first, but because there n'era need at that time.
For all this will not only have a manager capable of deceiving its nature, but it means you have explained well as the strategy and what the goals. And here is perhaps the greatest difficulty. Clarify where we want to go, as we want to go. Without these two basic assertions is impossible to give autonomy, because it will be a more anarchy because each one would believe what he would be the best to go where we believe he should go and how. This is difficult, to say clearly where we go and how.
Once explained that we need a next step, to learn to act independently to its employees and such as yours. Senno the ingrenagio remains not to run efficiently as it could. How?
Doing. Leaving. Assuming.
Three simple, but difficult to follow. Let us do it with an example: a new advertising campaign. How many times before beginning the creation of a new advertising campaign we want to control the whole process, be in all meetings with the agency and decide until last detail. No more wrong, because doing so makes someone or more than anyone: the director of marketing, advertising manager, who has contacts with the agency ... It takes a first meeting to give a good briefing, it is clear what we want, This is the most important phase of any building, say clearly what we want, so as not to come at the end of a complex process to something that is not what you wanted. If all function and the employees are competent, there should be no need for more meeting until the finished work, it also pasando for different story board or proposed ... the final campaign. Why not a campaign we must pleasure, should please those who are addressed and also, should encourage people to buy is addressed. And that does not need direct del'intervento. And if the campaign fails, take the responsibility that perhaps it was wrong in what they wanted to go where they wanted and how.
Autonomy does not mean impunity. Until now we have seen autonomy from the point of view of responsible versus its employees. When we speak of impunity we refer the attitude of employees versus the head.
Dare to have. Giving autonomy to a more efficient and more important commitment. Once adopted a strategy where you want to go and how to go. From that moment there is no more impunity. It will go! You can not make a decision and after leaving the meeting to do other things. The gear works if the ingranagio remains attached to the other, it is impossible to remove that run everything. Autonomy must therefore go strongly linked to Rigor, a Non Impunity. We must all act according to that decision and work to achieve what we want.
When you work well in team there is a double effect. On the one hand the motivation that one feels really being something that can really act in it. The abandonment of the other. Abandonment because it may be that there is a constant relationship with the head of every five minutes feel called, controlled visited. This new feeling of having to assume responsibility for what is being done without the responsible deva intervene leaves much alone. Therefore it is important to maintain a hot, distant and soft, but hot pursuit. That the employee knows that we are there.
Talking about autonomy, but to a certain extent. In fact, somewhere there must be the responsibility of the person responsible, unless it serves only to coordinate. No, this sendo however, the most crucial function which is to coordinate those teams, there is the inherent responsibility of his work. So the "up to a point." It is clear that when you define where you want to go and how come there is the responsibility of the person responsible. It is clear that when employees are acting to go there and are the responsibility of the person responsible. The responsibility for when you need to do so now. After discussion, after analyzing together, if there is a shared vision, if the analysis failed to convince, if the explanations are not enough, you must decide, you will not decide that the person responsible.
This is a tribute to have autonomy, which must pay the employee, if that was not capable of convincing to do on that, it must follow as taught by his manager. And do it with rigor. So how does it work better team, as it becomes more sodato.
Try! is the best method of management not to send a company to whores. Instead, check everything, followed all gone by for all, you break the ciglioni by all. So do not get managers motivated and you do not have time to reflect where you are going, how we are going. Follow only what you will, or worse, you want to see for tenertivi happy.
