First of all, these are people whose competencies are not duplicated, but complement the competencies of the team leader. own area and even better than the leader in something individually. The leader’s task is to bring them together, motivate them to achieve a common result, creating the most convenient conditions for work and development.
In this structure, the leader is a person
who has a huge set of tools, like a universal athlete who can fight an opponent of any weight category.
There are many brilliant examples of leadership, but now I would like to talk about the opposite.
Anti-example #2
2 years ago I consulted on a project. Ahead was rebranding, construction of new branches, writing a development concept, and then there was a sudden change in management.
The director is young and ambitious. It seemed that everything should be for the benefit of the organization, but the effect was shareholder database the opposite. Fear, little management and life experience created internal tension in the director. He began to tighten the screws with the staff. This was the saddest statistics of personnel each in their drain that I have ever seen. In 1.5 months of this director’s work, the organization lost 1/3 of its employees, and then even more. Sometimes 2 to 5 people quit per day.
High hopes and a big failure across the board. Problems: micromanagement, lack of trust in employees, aggressive and despotic attitude, public floggings and stifling control.
The biggest mistake he made when working
with top managers was that he chose people who were like him as two peas in a pod for his team. This was explained by each in their the need to ensure stability and better understanding in the team. However, this contradicts the logic of successful project management. If everyone is similar, then who will cover the part that the manager pay close attention to their does not see? Who will cover the places where his competencies and strengths adb directory end? Especially when there are very few of them. At the time of growth or crisis, people with unconventional thinking and vision are needed, which the team and sometimes the leader himself do not have.
