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
1From India, Madras
Hi Leema
Did you sent them for the training
There are leadership trainings available.
You can either schedule the training through your Company or can send them for Open Training Programs on different Behavioural topics.
My Company RESUME MANAGEMENT CONSULTANT (THANE) is conducting such programers in MUMBAI . If you are interested please contact me on 9833858338 (TANUJA GOKHALE)-
From China
Did you sent them for the training
There are leadership trainings available.
You can either schedule the training through your Company or can send them for Open Training Programs on different Behavioural topics.
My Company RESUME MANAGEMENT CONSULTANT (THANE) is conducting such programers in MUMBAI . If you are interested please contact me on 9833858338 (TANUJA GOKHALE)-
From China
Dear Leena
In all organisations, you have four levels (some say five levels)
1. Doers
2. Supervisors
3. Managers
4.Business Leaders
The fifth could be termed as Organisational Leaders
Once you understand this, it is easier to visualise what skills are required for the Team leaders you are talking about
Initiative is required at all levels
Supervisory or Junior mgt requires some specific leadership and we emphasise on Role Modeling
Managers require more of delegating skills
Business managers require Vision
Organisational 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 programme, you need to keep this fundamental in mind
A training programme focusing too much on vision will have no impact at the entry level leaders that is Junior management
I hope I you get some insight
Siva
From India, Chennai
In all organisations, you have four levels (some say five levels)
1. Doers
2. Supervisors
3. Managers
4.Business Leaders
The fifth could be termed as Organisational Leaders
Once you understand this, it is easier to visualise what skills are required for the Team leaders you are talking about
Initiative is required at all levels
Supervisory or Junior mgt requires some specific leadership and we emphasise on Role Modeling
Managers require more of delegating skills
Business managers require Vision
Organisational 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 programme, you need to keep this fundamental in mind
A training programme focusing too much on vision will have no impact at the entry level leaders that is Junior management
I hope I you get some insight
Siva
From India, Chennai
Hello,
You have stated the issue in very general terms, Leadership is a very powerful and wide in its scope, coming from a team perspective there could be several simple issues that are complicating the situation. Merely providing with documents or reading thru content will not help solve the problem.
I am an MBTI certified coach/trainer and do team level programs. From my 15 years experience, i can say that the most complex team issues were sorted out with very simple solutions, most of them found by the team members themselves.
I am available on phone to provide with 1 2 1 coaching and followed by an online counseling using a presentation to help the process. Should you be interested, please call me 098800 28468.
Mujib Khan
You have stated the issue in very general terms, Leadership is a very powerful and wide in its scope, coming from a team perspective there could be several simple issues that are complicating the situation. Merely providing with documents or reading thru content will not help solve the problem.
I am an MBTI certified coach/trainer and do team level programs. From my 15 years experience, i can say that the most complex team issues were sorted out with very simple solutions, most of them found by the team members themselves.
I am available on phone to provide with 1 2 1 coaching and followed by an online counseling using a presentation to help the process. Should you be interested, please call me 098800 28468.
Mujib Khan
Hi Leena,
It gives me great pleasure in introducing our Company RSLOT Corporate Training. We are a Corporate Training house which caters to a wide ordinance. To know us better we have enclosed our company profile for your reference.
Should you have any query please do revert
Many Thanks
Piyoosh Gupta :- 9766362133
Business Development manager
RSLOT Corporate Training
Tel.: +91 020 40069991 / 30522737
From India, Mumbai
It gives me great pleasure in introducing our Company RSLOT Corporate Training. We are a Corporate Training house which caters to a wide ordinance. To know us better we have enclosed our company profile for your reference.
Should you have any query please do revert
Many Thanks
Piyoosh Gupta :- 9766362133
Business Development manager
RSLOT Corporate Training
Tel.: +91 020 40069991 / 30522737
From India, Mumbai
[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
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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