How to properly manage a new team. Motivate not with orders, but with the help of involvement in solving problems

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To learn lead a team, you need to have very strong nerves, a lot of patience, as well as some skills in working with people. Being a leader is a very responsible job. Being a leader means being able to make decisions not only for yourself, but also for your team, being able to notice and satisfy the demands of the team, finding a common denominator in a heated argument, and also worrying not only about your own well-being, which is what most managers do.

How to lead a women's team?

Learning to lead a female team is quite difficult due to the fact that each employee may have “her own cockroaches” in her head. If the manager is a woman, then, most likely, it will be a little easier for her to lead a female team, since she will clearly understand what her employees need, how to resolve conflict as effectively as possible and make subordinates work. In addition, it will be much easier for a woman to lead a female team, since she is well aware that ladies quite plausibly know how to simulate hectic work activity, which in reality may not be the case at all.

To a woman leader It’s easier to come to an agreement with her subordinates, since she knows exactly what approach to apply to a particular employee.

But there are also significant disadvantages to having a woman lead a women’s team. The boss is definitely guaranteed increased attention, so showing up to work with creases in your stockings, the wrong lipstick, or bags under your eyes is simply unforgivable. It is very important for a female leader to “keep her mark,” since subordinates can easily feel superior to their boss and begin to behave in a very arrogant manner.

To a man The ability to lead a female team is a little more difficult. A good supply will come in very handy here. nerve cells, which are likely to die off every day in numbers of several thousand. Everyone knows that women are big gossips. A man will not be able to avoid “washing the bones” and sidelong glances. If he immediately fails to present himself correctly, then women will most likely closely monitor every step of their boss in order to attack him at any convenient moment, like a kite to an unfortunate mouse.

The leader of a large female team needs to be attentive to intrigues and provocations that can easily come from female employees. These can be either subtle hints about colleagues’ dishonesty or direct denunciations. In any case, before passing judgment, a man needs to find out all the nuances of this situation, since the same problem may look different from the opposite side.

No matter who leads the women's team, this is not an easy task. It is necessary to take into account all the pros and cons of your position, have clear plan actions in force majeure circumstances, and also to prevent “familiarity” on the part of employees. There must be discipline in the team. Young ladies need to be taught this from the very first day after you take a leadership position.

Unfortunately, in our time, good leaders are very rare. The best boss is the one who knows how to be on the same page with his subordinates, but at the same time not lose his status. In order to properly and competently lead people, it is necessary create a friendly and cozy atmosphere . Nowadays, finding a job in another office is not very difficult, so office workers rarely stick to workplace, especially if there are no prospects for them there. Therefore, at any opportunity or conflict, a person can slam the door and leave, showering his former superiors with verbal streams of obscene language. In this case, it is very important to have stress resistance, because disputes and conflicts very often arise in work teams. By the way, you can increase stress resistance different ways and even medication.

If you are a good psychologist and have a keen sense of people, this will help you learn how to lead a team.

To create a friendly atmosphere in a team, you need to communicate with your employees more often, take an interest in their successes, and occasionally meet in an informal setting. What you definitely shouldn’t do in a new team is announce your privileges right from the start. Believe me, your employees already understand perfectly well that you are their boss, so unnecessary mention of this, demonstration of your own superiority over your subordinates makes them feel negative towards you. By declaring your superiority, you seem to be hinting that only you here can be considered a full-fledged person, and your team is nothing more than simple biological garbage. Yes, perhaps many will not show their dissatisfaction with you as a leader, but you can be sure that behind your back your team will enthusiastically wash all your bones, which will significantly complicate your task of managing such employees.

You need to get it in your head: you are a human being just like them. You are no better, absolutely. Increased powers and salary do not make you a superman, so do not be arrogant and communicate more often with your team.

For the manager The ability to peacefully resolve any conflict is very important. Remember that politeness conquers cities. If you remain calm and respond politely even to outright aggression, the attitude of your subordinates towards you will noticeably improve. People who know how to control themselves and control their emotions are highly valued in society. You are a leader, a professional, and not an old market trader. Never argue with your team. If your employee is dissatisfied with something, invite him into your office, offer him a cup of coffee and politely ask him what caused his dissatisfaction. By treating your people politely, you can learn a lot and also gain a new level of respect.

To properly lead a large team, do not play favorites.

Never and under no circumstances. And if it so happened that you liked someone specific from the entire team more than the rest, do not dare to openly demonstrate it. This way, you risk incurring tons of envy on this person from colleagues, which will not help him survive in the team, and also crush their respect for you. We must adhere to the principle of equality. You can do whatever you want in your free time, but at work you are a leader, not a friend or comrade.

It is very important to be able to use the carrot and stick method.

If you can establish friendly relations with your subordinates, there is a great chance that they will soon feel free and begin to do unimaginable things. Simply put: they will sit on your neck and take advantage of your kindness. This behavior needs to be nipped in the bud. If you begin to notice such sins in your team, gather them for a meeting and remind them why you have all gathered. You have a job and everyone must do it responsibly. You are first and foremost their leader, and you cannot allow any concessions, despite the warm relationship. Know how to say “no” when necessary. If a person insists, you should not raise your voice. Just explain to him the reasons why you cannot afford it and tell him that your decision cannot be changed. In 99 percent of cases, your employee will lag behind you with their requests, but at the same time they will not feel negative towards you. Yes, you refused him, but it was justified and he knows the reasons that cannot be argued with.

Accept as truth that sometimes you will have to make concessions in order not to destroy trusting relationships and to properly lead the team.

If a dispute suddenly arises, propose to resolve it by voting. Disputes that are resolved in this way usually end without scandals. Let your subordinates know that you have majority rule. If the majority votes for one option or another, then it is accepted without objection. By the way, you will also have to follow this rule.

Being a leader is a rather difficult and responsible job that not everyone can handle. But if you can establish good relationships with your team, it will help you in the future.

Practice shows that the better the relationships within the team, the better the subordinates do their work.

In any situation, remain human and put yourself in the shoes of your subordinates before you decide to do anything. In this case, leading a team will become easy and pleasant.

To be in a leadership position, it is important to have certain leadership qualities, take responsibility and often become the target of hatred. Conquering career Olympus and becoming a good leader is quite difficult, but quite possible. In this article we will figure out how to become a good leader.

A good chef is a professional in his field and a role model. His task is to create a constantly developing team. It will not be possible to achieve this without leadership qualities.

Qualities of a good boss

Honest. A person who wants to win people's trust will not wishful thinking. Open. The ability to listen to other people's ideas and treat them constructively is a special skill of a leader. To have a creative approach, which manifests itself in the ability to think differently, to look at a problem from a different angle. To be confident in oneself and one's abilities. To have a sense of humor to relieve tension and defuse the situation .Have an analytical mindset to be able to break a goal into parts.Ready for change.Other qualities include:

Responsibility. Psychological stability. Punctuality. Humanity. Courage. Activism.

The makings of a leader and motivator

You can learn how to formulate goals from motivational books. It is equally important to set daily goals and monitor their implementation.

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A leader's potential depends on a person's desire for change. The leader must encourage employees to innovate and give them the opportunity to take responsibility for their decisions. This can only be achieved with a team of professionals. Understand the intricacies of the work process To become a good leader, increase your market value and manage a team, constantly develop: learn new specialized software, take professional online courses. A good analyst must be able to plan his day and focus on the subtleties in the implementation of the work process. This makes it possible to better assess risks and be responsible for the results of the work of the team as a whole. If a leader can effectively organize his work and his deputies, then he will always have time to quickly resolve important issues.

Create favorable conditions for labor Rational labor management is based on the application modern technology. Labor automation can be achieved through the introduction of electronic computing systems and the use of office equipment. These are not all the tools that can be used to increase productivity. Additional measures include:

stationery

Good lighting, optimal temperature, lack of noise affects performance. Organize team work competently Regardless of how many people you have under your command, four or a hundred, a leader should always be able to clearly explain his requirements. A code of rules and conduct will help you achieve your goal. It's easiest to understand goals and expectations if they are written down on paper. It’s even better to prescribe the sequence of actions in advance. If an interesting goal comes to you in the middle of a project, there is no point in voicing it. Employees will not take you seriously and will barely have time to achieve a certain result. There is no point in introducing major changes in the middle of a project; however, minor adjustments will not interfere with the workflow. Create the right atmosphere in the team Persistence in achieving a goal should not prevent a subordinate from putting forward his proposals. Looking at the problem from the outside will allow you to correct the course of action. It is especially important to listen to other people's opinions at the final stage. If you want to hear an honest answer, then don't threaten. There are several ways to not scare your subordinates and listen to their point of view: organize an anonymous survey, send an email, ask for their opinion in a personal meeting. Employees will be more likely to share their opinions if they understand that they affect the success of the project as a whole. They should always have time to think about the problem they are working on. Keep your distance from subordinates You can earn the love of your subordinates not only through familiarity, but also through honest means:

It's easy to admit your mistakes. Anyone can make mistakes, including the boss. Don't blame other people for your mistakes. Find the mistake, admit it and try to correct it. This is the only way to show your ability to find a solution in any situation. Be consistent. When talking with your interlocutor, clearly state your thoughts and requirements. In this case, employees will be able to help resolve the issue. Avoid familiarity. Of course, the boss must be able to communicate with the employee when he is in any mood. But you shouldn’t allow familiarity. Always keep your distance. Good communication skills are indicated by the number of signed contracts, and not by informal relationships with the team.Be strict but fair A good boss supports his colleagues and motivates them to achieve results. This can be done using a reward system.

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new model

Take responsibility The ability to take responsibility for the project as a whole is a valuable quality of a leader. Any result of the team’s work is, first of all, the result of its own actions. The leader looks for the reasons for failure in his own behavior. This attitude motivates the manager to accept effective solutions in the future. A subordinate may fail to complete a task because he misunderstood it, forgot about it, or chose an ineffective method. The following failures are observed on the part of the manager: correct positioning tasks, lack of intermediate control and regulations for resolving issues. The management itself must develop a solution to unique problems, as well as monitor the progress of their implementation.

Defend the interests of subordinates Responsibility also implies the desire to influence everything that happens from within and not allow external influence without good reason. This cannot be achieved without systematic monitoring of the work of subordinates. The manager must treat his subordinates as equal partners, defend their interests before higher management and in controversial situations with third parties. Employees will definitely appreciate the loyalty of management and try to improve their work results. Trusted relationships in the team are precisely built on the fact that the boss will behave consistently both in private conversations and in public. Keep your word In order for subordinates to respect a leader, he must be able to fulfill his promises. This applies not only to salary payments and vacation distribution. Therefore, before making promises, you need to take a break and think about how to fulfill it. There is no need to prioritize, because every promise is important. If you have agreed to find an assistant to a major specialist, then do it despite the looming crisis and the reduction of the fund wages. It is important to do this because you have given your word. Failure to keep promises will affect a person's reputation as a professional.

How to lead a team without experience

Many managers dream of heading a department and managing a team. It is not enough just to become a leader; you also need to be able to hold on to this position.

What a new director should know

According to statistics, the main reason for employee dismissal is the lack of a common language with management. Therefore, a leader must be able to listen carefully to his subordinates. You need to communicate not only through emails, but also in person. The boss must know how to inspire the team. Especially if we're talking about about creative work. Before starting work, point out the importance of each employee’s work. The manager should be able to motivate the team. Sometimes it is enough to take the initiative and be the first to take on a large amount of complex work. In any team there is a genius who thinks outside the box and refuses to work in a team. Over time, it becomes uncontrollable. You need to be able to identify such individuals and, if possible, get rid of them immediately. Otherwise, it will not be possible to establish teamwork.

What a manager should be able to do

Formulate department development goals and tasks that need to be completed to achieve results. Use the company's resources wisely. These include: material resources, capital, information and time. The value of each of them changed with the development of humanity. Today information is a priority. The leader’s task is to competently build the internal structure of the organization and be able to motivate employees. For this purpose, you can use external incentives (social package, fines, teamwork), as well as the desire of employees to develop. Monitor the situation at all stages. Before starting a project, available resources are analyzed. The purpose of intermediate control is to evaluate the implementation of each stage. At the final stage, the achieved result is compared with the set goal. You can only delegate control to subordinates in the first two stages.

Rules for a good chef

Divide labor in order to perform a large amount of work efficiently. Where authority arises, responsibility arises. She is a strong motivator in urgent projects. Sometimes only moral responsibility can keep an employee from giving up. Discipline in a team is based on the authority of the leader. Ideally, an employee should receive orders from only one boss. Today, the boundaries of hierarchy have been pushed back. Orders can be issued simultaneously by the heads of several departments. It is important here that the orders do not contradict each other. The interests of one person should not prevail over the interests of the organization as a whole. Otherwise, a dictatorship will come. Loyalty and support of employees can be ensured by a stable salary.

How to become a boss with a gentle character

It is believed that liberals cannot become leaders due to their humanity and tendency to connivance. Instead, the team is managed by informal leaders. To become a good leader, you need to find an ambitious person and make him your advisor. Then, with its help, build a management structure and influence the team using the “kind director – strict deputy” model. A democratic leader must be:

proactive, responsible; creative in work; able to persuade; develop ways to achieve goals. Such specialists are expected in highly developed teams, where each employee is well motivated and can justify his point of view on the problem. You should start your management career with own life: set goals, move towards goals. Communicate with people who have achieved professional success and are ready to give practical advice.

interpersonal relationships

The boss isn't always right, but he's always the boss

A situation in which a subordinate turns out to be smarter than his manager is rare. The director will not hire an employee who is superior to him in some way: in terms of education, experience, qualifications. Tendency to hire relatives for last years also decreased to a minimum. All other conflicts with management can be resolved. The director is also a person with his own experiences and thoughts. If he is wrong on an issue, find reasonable evidence to change his mind. A good leader will appreciate this. You should not quit your job if you experience conflict situation.

Sometimes career ladder leads a person to a leadership position. This can happen if he has special potential, certain personal qualities, knowledge and professional experience necessary to manage the team.

Some strive to become a leader, others become one by accident due to current circumstances. In any case, a person who has embarked on this responsible “path” faces several tasks at once:

understand the psychology of your team;
find an individual approach to each individual employee;
be able to create a friendly atmosphere of cooperation;
will learn to implement ideas with the help of united collective work.

A team implies a complex “system” of relationships, so it is very important for a novice leader to learn how to set up his subordinates to move in the right direction.

If earlier the work team was perceived as an abstract mass of people working to fulfill the specific tasks of the boss, today the mechanisms of strategy have changed significantly. The leader must adopt psychological techniques that will help him communicate with his team and create everything the necessary conditions for his normal functioning.

How to gain authority?

Which leader will the team follow? Undoubtedly, this must be a person whom everyone respects. At the same time, he is respected for his personal and professional qualities, experience and ability to communicate competently with employees. Only in this way will he be able to achieve authority, be able to influence his subordinates and direct the course of their work in the direction he needs.

There are several proven ways to achieve authority:

consolidation of leadership position(you need to carefully monitor your oral and written speech, be as confident as possible in yourself, try not to make mistakes and remain a role model with your actions in everything; do not entrust an employee with something that he cannot do himself);
psycho-emotional stability(it is important to learn to control own emotions, be as restrained as possible in any situation, since any emotional breakdown can affect the quality of work of employees and even their relationships with clients);
understanding(the manager must be able to meet his subordinate halfway where this is permissible, but at the same time not forget about certain limits that limit their relationship);
correct task setting(after the manager tells the essence of the task, the employee should be aware of all the details of the work, he should not have any questions).

The ideal model of behavior for a wise leader

Today, there are many classifications of behavior models intended for a novice leader to choose from. Most often, most classifications come down to three main behavioral models: teaching behavior, strict regulation of the work process, and delegation. Let's consider each of them separately.

Learning behavior model

The learning model of behavior is more common in the countries of the USA and Great Britain. It is based on a system of continuous training of subordinates, where the manager acts as a “teacher”, thanks to whose instructions and advice the team moves towards their professional achievements.

Manager's tasks:

help employees learn new skills in practice, gain useful knowledge necessary for the successful development of teamwork;
teach employees to independently plan their own work progress;
Explain the principle of prioritizing work.

The advantage of this model is that employees do not need to be distracted from their current activities by taking advanced training courses, attending additional seminars, etc. Training is carried out during the work itself, which allows the manager to immediately evaluate the result of his subordinate’s work and give it his objective assessment.

Also, the teaching model of behavior is characterized by maximum psychological rapprochement between the leader and team members. For this purpose special additional activities, allowing the team to communicate with their leader outside of work (picnic in nature, skit party, tourist trip, playing football, meeting in a cafe, etc.).

Informal relationships help unite the team and make people not only colleagues, but also friends. Of course, in a friendly atmosphere, each employee will feel comfortable, which will allow him to work more fruitfully in the future.

Despite the numerous advantages of this model of behavior, it has one significant drawback: it is quite difficult to train the entire team. Often, a manager pays so much attention to training his subordinates that he does not have time to complete the activities for which he alone is responsible.

Strict regulation of the work process

In Germany, a model of strict regulation of the work process is widespread. The Germans are convinced that the team management system should be based on clear rules and principles.

Manager's tasks:

determine the place of each individual employee in the collective system;
monitor the progress of each employee;
monitor shortcomings in the employee’s work.

Each member of the team is given a number of tasks that he will have to perform in strict sequence. If an employee fails to cope with at least one of the tasks, he falls under the special “individual” control of his manager. He will have to write reports on his work, report what he did during the day, etc. If a manager notices that an employee long time fails to cope with the task, he fires him.

Informal relationships, which presuppose a teaching form of behavior, are not suitable for a model of strict regulation. IN in this case The manager does not seek to unite the team psychologically; what is important to him is the successful completion of tasks from each specific specialist.

Thus, this system resembles a kind of machine with many built-in mechanisms. If one of them stops, the machine stops working. Therefore, it is so important for a manager who has chosen a model of strict regulation to closely monitor how effectively all other mechanisms of this system cope with their functions.

The advantage of this model is that it allows you to produce effective results. However, maximum stress resistance is constantly required from the employees themselves, and extreme attentiveness to all the details of the work is required from the manager.

Delegation model

The delegation model is common in Scandinavian countries, mainly in Sweden. It is based on the delegation of powers, that is, the transfer of some responsibilities to lower-level managers, managers, etc. As a rule, such a manager does not understand all areas of the organization’s activities, so he entrusts management to several people with narrow specializations.

Manager's tasks:

distribute functions between managers and employees;
find out from specialists what resources they will need to further lead and achieve successful results of teamwork;
create the necessary conditions for obtaining these resources.

An important feature of the delegation model is that it involves maintaining an ongoing relationship between the manager and his subordinates. For this purpose, special events and meetings are periodically organized, at which the manager and his subordinate find out where they were able to achieve success in a certain time, and where there were problems. At such events, a work plan for the future is drawn up.

Another principle of this model of behavior: the boss allows his subordinates to independently choose the path to achieve results. In this case, what is important is not the process itself (“how the work is done, by what means the intended goal is achieved”), but the product of this work and its quality.

Freedom of action allows employees to realize their potential, show enthusiasm and share their ideas. If the employee's methods once produce results, they will be officially confirmed by management and disseminated for further use.

Which behavior model should you choose?

The behavior model is selected depending on individual characteristics collective ( average age employees, gender, etc.) and the nature of the work.

For example, training model usually used to manage young professionals who have recently graduated from higher education educational institution. For them, the training form is the most effective: they acquire new knowledge and skills, fill gaps and learn to firmly take a professional path.

Regulatory model the best way Suitable for crisis situations (for example, when business is under threat). Thanks to strict regulations, it is possible to increase productivity relatively quickly collective activity, behind short time manage to complete a colossal amount of work.

As for the delegation model, it is now successfully used by many managers for organizations whose activities are related to creativity. For a creative team it is necessary comfortable conditions, as well as providing a certain freedom to achieve a successful result.

When choosing a model of behavior, a leader must start from the goals that he intends to achieve together with his team. Lately all three models are often combined. Indeed, according to psychoanalysts, it is best to apply one or another model depending on a specific situation and should not be limited to any one model of behavior.

If you are an aspiring leader and want to gain authority, but you are bothered psychological problems, you can ask your question in an anonymous form (or by indicating your name) on our website.

Hello, dear readers! Being a boss is not an easy task. How to keep track of both the atmosphere in the team and the promotion of goods or services? What should you pay attention to when hiring new employees? How to keep everything under control? Today I want to talk to you about how to lead a team if you are a boss.

Who is a leader

Perhaps we should start with interesting story. One of my clients is a successful hotel chain manager. She started out as a simple maid.

Every time she tells me about the job, I understand that she is passionate about her business, knows it from the very bottom to the top, understands every step that needs to be taken, what difficulties may arise and what the difficulties will be when hiring personnel. When she checks how the maids are cleaning the room, she knows where to run her finger and find dust, because she has done this work herself in the past.

This is exactly what an ideal leader should be. He must understand how his office works at all levels. He must be able to do the things his employees do. Don't go to extremes. Of course, it would be better to hire a qualified person in the accounting department than to try to figure out this issue yourself. But if you manage a factory, you must have an understanding of all the features of the workshops.

Being a boss is difficult. It is necessary to have high responsibility, be able to react quickly in unforeseen situations, not be afraid of failure, understand the end result, and see the future.

In part, every boss should have the qualities of a good psychologist, which will be discussed further.

Competent personnel officer

In a small company, the boss himself selects candidates for new positions. Large corporations have entire HR departments that deal with all HR-related issues.

The main rule for a good personnel officer is the presence of psychological education. Although incomplete, these could be accelerated courses, individual seminars or additional classes. A personnel officer works with people, so he must have psychological competence. It's like working as a car mechanic and not knowing anything about the parts of the car.

It is easy for a good boss to understand the motives of his subordinates, he skillfully motivates his colleagues, competently distributes responsibilities, and understands which person is suitable for a certain position.

After all, there are people who are not suited for monotonous work, and you will only kill their potential by sitting them down to sort through papers for the archive. This person could bring much more benefits to your company if he were in a different place.

Few managers understand that personnel department should not be just a bureaucratic apparatus: filling out papers, processing work records, conducting staffing table And so on. This department should deal with the atmosphere in the team. This is why psychological skills are so important here.

A competent HR director knows how to beautifully congratulate employees, organizes extra-work events, monitors the lives of his employees, and knows that Alexey from the marketing department will soon have a daughter.

Possible problems

A woman manager may face disrespect at work. Many men do not accept women in high positions. And here it is very important to be able to position yourself and get your subordinates to recognize your authority. This can be done thanks to your competence and professionalism.

A male boss may also encounter a similar problem if he is appointed as a manager in a branch where he has never worked before. He may be considered unworthy that he received the position because of his connections. And here the solution to the problem will be your professionalism.

When a boss can put employees in place in a smart way, he will get a well-performing team.

I recommend you to read the book by Maxim Batyrev “ 45 manager tattoos. Rules of the Russian leader" There you can find interesting tips, which may be useful to you in your work.

Tell us about your management experience? How do you communicate with your subordinates? Do they trust your authority? How did you feel as a regular employee? How did you feel about your superiors?

Being a good manager is difficult. But anything can be achieved with effort!

Management in a wide variety of areas of human activity is one of the most important functions. It was given particular relevance by the conditions market economy. To properly manage people, the head of an organization must choose a certain style of behavior. It is this that must be demonstrated in relations with subordinates, leading them to the intended goal. In other words, for the normal functioning of an enterprise, the presence of one or another leadership style is necessary. This is the main characteristic of the effectiveness of a senior manager. The role of a leader's management style cannot be overestimated. After all, the success of the company, the dynamics of its development, the motivation of employees, their attitude to their responsibilities, relationships in the team and much more will depend on it.

Definition of the concept

What does the word "leader" mean? This is the one who “leads by the hand.” Every organization must have a person who is responsible for supervising all departments operating in the enterprise. This type of responsibility involves monitoring the actions of employees. This is the essence of the work of every leader.

The ultimate primary goal of a senior manager is to achieve the company's goals. The manager does this work without the help of his subordinates. And his usual manner of behavior towards the team should motivate him to work. This is the manager's management style. What are the roots this concept?

The word "style" is of Greek origin. Initially, this was the name given to a rod intended for writing on a wax board. Somewhat later, the word “style” began to be used in a slightly different meaning. It began to indicate the nature of the handwriting. This can also be said about the manager's management style. It is a kind of signature in the actions of a senior manager.

A leader's style in managing a team can be different. But in general, they depend on the leadership and administrative qualities of the person in this position. In progress labor activity the formation of an individual type of leader, his “handwriting” takes place. This suggests that it is impossible to find two identical bosses with the same style. This phenomenon is individual, as it is determined by the specific characteristics of a particular person, reflecting his peculiarity of working with personnel.

Classification

It is believed that the happy person is the one who goes to work with pleasure every morning. And this directly depends on his boss, on what management style the leader uses, on his relationship with his subordinates. Management theory paid attention to this issue at the dawn of its creation, that is, almost a hundred years ago. According to the concepts put forward by her, already at that time there was a whole range of styles of work and leadership management. Somewhat later, others began to join them. Due to this modern theory management considers the presence of multiple leadership styles. Let's describe some of them in more detail.

Democratic

This leadership style is based on the participation of subordinates in decision making with the division of responsibility between them. The name for this type of work for a senior manager comes from Latin language. In it, demos means “power of the people.” The democratic management style of a leader is considered the best today. Based on the research data, it is 1.5-2 times more effective than all other methods of communication between a boss and his subordinates.

If a manager uses a democratic management style, then he relies on the initiative of the team. At the same time, there is equal and active participation of all employees in the processes of discussing the company’s goals.

In a democratic leadership style, there is interaction between the leader and subordinates. At the same time, a feeling of mutual understanding and trust arises in the team. However, it is worth noting that the desire of a senior manager to listen to the opinions of company employees on certain issues does not occur because he himself does not understand anything. The manager's democratic management style indicates that such a boss is aware that new ideas arise during the discussion of problems. They will certainly speed up the process of achieving the goal and improve the quality of work.

If, of all the styles and methods of management, a leader has chosen a democratic one, this means that he will not impose his will on his subordinates. How will he act in this case? Such a leader will prefer to use incentive and persuasion methods. He will resort to sanctions only when all other methods have been completely exhausted.

The manager's democratic management style is most favorable from the point of view psychological impact. Such a boss takes a sincere interest in employees and provides them with friendly attention, taking into account their needs. Such relationships have a positive effect on the results of the team’s work, on the activity and initiative of specialists. People become satisfied with their own work. They are also satisfied with their position in the team. Cohesion among employees and favorable psychological conditions have a positive impact on the physical and moral health of people.

Of course, management styles and leadership qualities are closely related concepts. Thus, given the democratic nature of communication with subordinates, the boss must enjoy high authority among employees. He also needs to have excellent organizational, intellectual and psychological-communicative abilities. Otherwise, the implementation of this style will become ineffective. The democratic type of leadership has two varieties. Let's take a closer look at them.

Deliberative style

When using it, most of the problems that the team faces are resolved at the time of their general discussion. A leader who uses a deliberative style in his activities often consults with subordinates without showing his own superiority. He does not shift responsibility to employees for the consequences that may occur as a result of decisions made.

Leaders of the deliberative leadership type make extensive use of two-way communication with their subordinates. They trust their employees. Of course, only the manager makes the most important decisions, but at the same time, specialists are given the right to independently solve specific problems.

Participating style

This is another kind of democratic type of leadership. Its main idea is to involve employees not only in making certain decisions, but also in exercising control over their implementation. In this case, the leader completely trusts his subordinates. Moreover, communication between them can be described as open. The boss behaves at the level of one of the team members. At the same time, any employee is given the right to free expression own opinion on a variety of issues without fear of subsequent negative reactions. In this case, responsibility for failures in work is shared between the manager and subordinates. This style allows you to create effective system labor motivation. This makes it possible to successfully achieve the goals that the enterprise faces.

Liberal style

This type of leadership is also called free. After all, it presupposes a tendency towards condescension, tolerance and undemandingness. The liberal management style is characterized by complete freedom of decisions for employees. At the same time, the manager takes minimal participation in this process. He withdraws himself from the functions assigned to him of supervision and control over the activities of his subordinates.

We can say that types of leaders and management styles have a close relationship with each other. Thus, a person who is insufficiently competent and unsure of his official position allows himself to have a liberal attitude in a team. Such a leader is able to take decisive steps only after receiving instructions from a superior. He avoids responsibility in every possible way when obtaining unsatisfactory results. Resolution of important issues in a company where such a manager works often takes place without his participation. To consolidate his authority, the liberal only pays his subordinates undeserved bonuses and provides various types of benefits.

Where can such a direction be chosen among all the existing management styles of a leader? Both the organization of work and the level of discipline in the company must be the highest. This is possible, for example, in a partnership of famous lawyers or in a writers' union, where all employees are engaged in creative activities.

The liberal management style from a psychological point of view can be considered in two ways. Everything will depend on which specialists carry out this guidance. Positive result A similar style will be obtained where the team consists of responsible, disciplined, highly qualified employees who are able to independently perform creative work. Such leadership can also be successfully implemented if there are knowledgeable assistants in the company.

There are also teams in which subordinates command their boss. He is simply known among them as “ a good man" But this cannot continue for long. When any conflict situation arises, dissatisfied employees stop obeying. This leads to the emergence of a permissive style, leading to a decrease in labor discipline, to the development of conflicts and others negative phenomena. But in such cases, the manager simply withdraws from the affairs of the enterprise. The most important thing for him is to maintain good relations with his subordinates.

Authoritarian style

It refers to the authoritative type of leadership. It is based on the boss’s desire to assert his influence. A leader with an authoritarian management style provides company employees with only a minimal amount of information. This is due to his distrust of his subordinates. Such a leader seeks to get rid of talented people and strong employees. The best in this case is the one who is able to understand his thoughts. This leadership style creates an atmosphere of intrigue and gossip in the enterprise. At the same time, the independence of workers remains minimal. Subordinates seek to resolve any issues that arise with management. After all, no one can predict how management will react to a particular situation.

A leader with an authoritarian management style is simply unpredictable. People don't even dare tell him the bad news. As a result, such a boss lives in complete confidence that everything turned out exactly as he expected. Employees do not ask questions or argue, even in cases where they see significant errors in the decision made by the manager. The result of the activities of such a senior manager is the suppression of the initiative of subordinates, which interferes with their work.

With an authoritarian leadership style, all power is concentrated in the hands of one person. Only he is able to single-handedly resolve all issues, determine the activities of subordinates and not give them the opportunity to accept independent decisions. In this case, employees only do what they are ordered to do. That is why all information for them is reduced to a minimum. A leader with an authoritarian style of team management tightly controls the activities of his subordinates. Such a boss has enough power in his hands to impose his will on the employees.

In the eyes of such a leader, a subordinate is a person who has an aversion to work and avoids it whenever possible. This becomes the reason for constant coercion of the employee, control over him and the implementation of punishments. In this case, the moods and emotions of subordinates are not taken into account. The manager has a distance from his team. At the same time, the autocrat specifically appeals to himself low level the needs of his subordinates, believing that he is most important to them.

If we consider this leadership style from a psychological point of view, it is the most unfavorable. After all, the manager in this case does not perceive the employee as an individual. Employees' creativity is constantly suppressed, causing them to become passive. People become dissatisfied with their work and their own position in the team. The psychological climate at the enterprise also becomes unfavorable. Intrigues often arise in the team and sycophants appear. This increases the stress load on people, which is harmful to their moral and physical health.

The use of an authoritarian style is effective only under certain circumstances. For example, in combat conditions, when emergency situations, in the army and in a team in which the consciousness of its members is at the lowest level. The authoritarian leadership style has its own variations. Let's take a closer look at them.

Aggressive style

The manager who has adopted this type of personnel management believes that by nature, most people are stupid and lazy. Consequently, they try not to work. In this regard, such a manager considers it his duty to force employees to fulfill their duties. He does not allow himself participation and softness.

What can it mean when a person chooses an aggressive one among all management styles? The personality of the leader in this case has special characteristics. Such a person is rude. He limits contact with subordinates, keeping them at a distance. When communicating with employees, such a boss often raises his voice, insults people and actively gestures.

Aggressively flexible style

This type of leadership is characterized by its selectivity. Such a boss shows aggression towards his employees and at the same time, helpfulness and pliability towards the higher management body.

Selfish style

A manager who has adopted this type of personnel management seems to be the only one who knows and can do everything. That is why such a boss assumes responsibilities for the sole resolution of issues related to the activities of the team and production. Such a leader does not tolerate objections from his subordinates and is prone to hasty conclusions, which are not always correct.

Kind-hearted style

The basis of this type of relationship between the leader and subordinates is authoritarianism. However, the boss still gives his employees the opportunity to participate in some decisions, while limiting their scope of activity. The results of the team’s work, together with the system of punishments that dominates, are also evaluated with some rewards.

Finally

Individual style The manager's management can be very different. Moreover, all of its types given above, in pure form it is simply impossible to meet. Here there can only be a predominance of certain characteristics.

That is why the definition best style guidance is not easy to give. A senior manager needs to know the above classification and be able to apply each of the categories of personnel management depending on the situation and availability specific task. This, in fact, is the art of a true leader.

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