The general staff of the leading enterprises have higher expectations, and the leader in performance often means not as good as the staff, especially the leadership of some enterprises often make mistakes in the following five areas: the right not to give feedback; failed to actively listen to or employees to participate in the decision-making process to; failure of the employees, tasks, and situational use of appropriate leadership style (over-steering or supervisory deficiencies); not to establish a clear goal; failed to staff training and development of enterprises.
Leader in the actual performance of this is detrimental to the development of enterprises. Leader should have and the advancement of the three core skills: performance management skills, building partnerships skills and interpersonal communication skills. Performance management skills to enable first-line leader for the staff set clear performance objectives, a clear incentive to reach the target and the process of accreditation, staff at the appropriate time to give criticism and feedback. Building partnerships to help front-line leadership skills to more accurately diagnose the staff’s ability and willingness to work, and in accordance with specific situations to take appropriate leadership style. Interpersonal communication skills including the ability to communicate effectively, and actively listen to, and maintain each employee’s self-esteem and to reach targets at the same time. And effective communication is to become a leader in high-performance, especially in key front-line leadership skills. However, many enterprises, the majority of employees agree that the biggest shortcoming of the leader is the lack of such key skills - communication skills.
First, performance management skills
All front-line leaders must have the first skill is the performance management - for staff set clear goals, always be concerned about the performance of employees and giving them appropriate feedback. Many people would say that everyone knows that performance management. So why performance management is still a lot of leaders are facing enormous challenges? The reason is that time. Leaders failed to set aside enough time to direct their subordinates to carry out fully the management of performance. This result is that employees can not in its key objectives and tasks and the actual performance was a leader in a timely manner appropriate feedback. To help employees succeed, leaders must pay attention to their performance on the details of where, and to master the details of the key with staff members and frequent informal communication, whether it is praise or criticism, do not forget as well as staff members after the institute.
To achieve the requirements of daily performance management leader, we must think of ways to increase communication with the direct subordinate of time together. The success of first-line leader and staff become more frequent and informal communication. This mutual dialogue can more lively, a leader in the proposal would be more timely and effective. The success of first-line leaders not to wait until a formal annual performance interview, before all the praise or criticism of that so to speak, but their direct reports every two months, weekly or even daily to communicate, to discuss their performance, development needs and future objectives.
Second, a partnership skills
When the target clear and the management of the two sides have been able to communicate from time to time, the leader in the next task is to accurately diagnose the work of the staff level of ability and willingness to work, and then based on their actual situations to take appropriate leadership style.
Employees in the relevant task is not enthusiastic beginners? Whether the lack of confidence and skill levels in general? Or the past have been successfully completed the task, the task has been very much at home? Different kinds of employees need a leader with different management patterns.
First time exposed to a task, employees often do not have the relevant knowledge and skills, then leader of the majority of staff are required to take command-style leadership style. They need to know what is the objective of the work, how to do the task.
With the ability to work a little to improve the work of the staff’s willingness to drop. At this time, leaders should take the coaching style of leadership style - to continue to help employees upgrade their skills, and at the same time give a high degree of support in order to enhance their willingness to work.
Continue to enhance the ability to work when the majority of staff will be entering a phase of self-doubt, then, employees have their own mission objectives can be reached doubts. These workers need is to support the type of leadership style, they need to be listened to, need more encouragement, not a lot of guidance, because they are in fact already have the ability to fulfill its mandate.
Eventually the staff will reach the final stage of development, have sufficient ability and willingness to work. At this time, leaders should take the leadership style is to empower - to their employees more autonomy, because they have enough ability and willingness to complete tasks. Effectively authorized does not mean that decentralization does not mean that power be delegated to others, the authorization will be able to wash their hands or to grasp the situation out of control and, if so, it is not a valid authorization, but blindly decentralization. Blindly decentralization may bring chaos to the enterprise. There is a need to authorize the same time, a strict monitoring mechanism to see the use of power, so that authorized more effective.
Also different from the effective authorized to appoint, appointed by the main command and persuasion, but assigned tasks and goals, each other’s responsibility is not strong, but also lacking in initiative. Valid authorization granted to the other side is the core of responsibility and initiative, so that those who have been authorized to create a space that can use our own approach to the target.
Authorization is part of the work effectively transferred to others, is a two-way process, the need for trust and communication, the most important thing is attitude. Through effective authorization will be a huge business goals easily break down into different people, at the same time, responsibility for the transition to more people share the responsibility, so that each staff team of more goals, more responsible, more input, more creative to work, produce a “skillfully deflected the question,” the tremendous strength and “Nine cattle climbing, all contribute to” the spirit of collaboration.
Third, interpersonal communication skills
Interpersonal communication skills are first-line leaders should have the third key skills. If it is said that the establishment of partnerships and performance management skills to enable first-line leader more effective management, then on the interpersonal communication skills so that they know how to conduct effective management. Leader is to be able to communicate effectively, and actively listen to the voice of employees, each and every employee to maintain self-esteem at the same time to achieve objectives. Leaders should have the communication skills such as listening, reading body language, ask questions, give feedback, effective two-way communication and so on, to build confidence between the management and performance problems solved more easily. Communication is not about right and wrong, only “effective” and “no effect” on the sub. Communication, saying that much more “to” no meaning, they received the message you would like to express purpose is to communicate. In other words, said to myself, what is not important to hear what the other side is the most important. Therefore, to communicate the significance of the decision on the other side’s response.
Communication is a prerequisite for the success of a harmonious atmosphere, and to join the trust of constituents. Thus it can be said of the skills of a leader is a challenge. Many leaders often either do not communicate with employees, or to communicate over, or because of emotional problems, anger, blame or ambiguous, such as communication, resulting in cases of improper communication.
Good and effective communication begins to listen to! The ability to listen to business leaders, one of the most important ability. Listen to is the basis for communication, enabling colleagues, subordinates or even willing to talk about, so that continuous dialogue is conducive to the elimination of barriers, thereby reducing misunderstandings. Business leaders to enhance the ability to listen to what issues should pay attention to? One should pay attention to when listening to the body posture. When talking to those who must face the conversation, not with his back to them, should not: hold arm, Alice or leaning back, showing that a high profile. But to adopt an open stance, upper body slightly forward to show their willingness to close, while maintaining eye contact with sincerity, trust, encouragement, expectation, recognition and attention, understanding eyes to watch. Second, attention should be paid to places of communication, so as not to communicate across the boss of Taiwan, but of choosing more neutral, humane place. Third, attention should be paid to listen to the attitude in listening to convey a receptive attitude towards the staff or subordinates to feel you can understand his feelings, to accept his views, which caused staff or subordinate self-awareness, self-inspired, think more goals an effective way to take the initiative to find a solution to the problem.
Tags: HR, management