This was one of the articles more difficult, I had to write. I have many articles, how to deal with - other, but the administration is a bit 'different writing. At the beginning of each of us differently, the only person who approaches life in our way. There are general principles, perhaps all of us?
Yes, fortunately there. More information about this in a moment. But I would first explain the reason for this article. Colin asked:It became a new manager, what to do when he takes his new role. I have seen many new managers in recent years and very little training, so that the new director brings into question the role. Suddenly you have a technical or professional ability, when it is known that the majority of responses and how to solve real problems is an "expert" personnel manager "postponed." Well, this is that most people who are waiting to be - and now, as a rule!Colin was concerned earlier in the document that the person has not been a great success as a manager and one of the smartest people in the technical organization is expecting big things from Colin.
This is the advice I give Colin. If you are a new administrator, may also be useful for you. . .
1. Check your work program.
Set a limit and stick to it. It 'very easy to extend working lives and now more just because you're a new role and have pumped a lotlearn. The law of diminishing returns start after a certain period of time at work, which is more work, you can at least kick. Is much better to work more efficiently in fewer hours. Be especially careful if you hear things like "Well, I'm just back in the document, so I hope that maybe I should take more time."
Consider also, in what order to do things every day. For example, many people think that their first e-mailThe morning is a good use of time - are off track so you can go to work. Wrong! Research suggests that two thirds of the population, on the morning of his most creative. If you are in this group, then I lost a lot of time in a creative task easier, such as email, ways less effective over a long period of time. When you get through all the e-mail every morning, which evaporated in creative problem solving and decision making. Isalso a known fact that most people immediately after lunch, the least productive time of day. This is the best time to combat e-mail.
2. Recognition and the administrator signs of stress.
The reactions of each of us has its constraints. Unfortunately, when we are stressed, often do not realize too late and you fall ill or seriously impair our performance.
Four factors will help you identify when you are stressed, your thoughtsQuote of physical symptoms and emotions.
or thoughts are more negative than usual? For example, "can not cope" or "always so bad."
or her actions are a bit 'different? For example, to avoid the things you should do, or the lack of coordination.
Or is your body reacts differently to pressure? eg, palpitations, shortness of breath, sweating, or more than usual.
or you changed your feelings lately? Do not hesitate, for example, panic, anger, irritability, fear?
Tohelp identify some of these factors may be useful for further assistance. Find someone who knows you and ask for an opinion, at least every two weeks, as she seems to be exceeded. When you start to show some of these symptoms of stress, you must take certain measures (for a balance between mental, physical and emotional in this article attempts).
3. More information transferred.
Failure to delegate is the most common mistake new direction. ToExecutives, there are two important aspects for the delegation of success:
Or people who can delegate and
or selecting the most appropriate transfer functions
The key to the delegation to develop within their country to take the initiative to learn their skills and knowledge to develop their full potential. If your employees are a problem that they want to help, encourage them to come with solutions, not just the problem.If you do not have a solution to ensure at least have a plan of action to find a solution (which is obviously not you) will be required.
Secondly, a list of things you can delegate, and then decide who best to delegate. Who is ready? Who needs a further development?
4. Communicate communicate, communicate!
With regular meetings:
or team members
or your boss.
This means talking too muchHe asked to work with a partner, friend or trusted colleague (another area), at regular intervals to communicate with their comments on how well together.
In a very basic level, which is also to respond to e-mail the same day. If you can not respond to an e-mail completely, then send a reply saying that it was received. One of the criteria will be evaluated each manager is its ability and willingness to communicate.
5. Give praise and recognition regularly.
Same"Thank You" are important. Pay attention to what people are good and praise. If it were not for the person, including public recognition. Of all the motivational tools you have, is by far the easiest and least expensive, but gives the best performance.
6. The emphasis is on what is important, not what is urgent.
In particular, ask your manager on three main priorities on which he has for you in your role. Make sure that you focus on this at allTimes.
7. Ensuring a balance between intellectual, physical and emotional.
While people differ significantly in their biological rhythms (like us), our mental, physical and mental, each of us needs to manage these three. Of all the issues raised, is probably the most important. Through my work in sports psychology, I know there are athletes who have succeeded, especially in maintaining a good balance between these three. The same goes for an effectiveManager.
What does this mean for the new operator? The crackdown in the six steps is a good start. Also, I suggest:
or intellectual. Activities regularly read by a spirit of business, like a good book, watch a movie, learn a new language or starting a creative hobby such as painting.
or physical: Ensure that a system of exercise that keeps you in shape. This is tiring, but should challenge.Also make sure your diet.
or emotional: Ensure that interact regularly with the special people in your life - time with them. Even thinking about building new relationships with people outside of work.
Finally, find a mentor. This must be someone who has done this or is a good manager of people. Without exception, the most successful leaders I have met tell me they have someone who often rely on, or where they seek help, if this is a new challenge.They meet regularly with him to discuss their problems, challenges and opportunities in which to learn and develop. Do not expect a mentor has all the answers, but can be very useful for sharing ideas. Speaking from personal experience as a director and consultant for over 30 years of age, but I told my mentor Dennis occasionally for advice. Do you have any questions for me or for someone who could be your mentor?
Now, I am very happy that Collin puts the question to meI led the fight to write this article and in the process, and stretched my intellectual capacity. For me, I will do a physical activity, and later in the evening for a quiet dinner with my wife.
Copyright (c) 2007 The National Learning Institute
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