The conditions forced the company to begin construction, relatively broad, team leadership changes. Their task is to analyze the current state of design changes and managing their implementation. For a team that are also obliged to participate in the processes of change associated information. The purpose of these processes is moderating the internal resistance which inevitably accompany internal business transformation. The question is how to build a team of leaders to blame for the conditions to be met was able to accomplish its tasks.
First of all, there must be a great company leader, combining charisma, visionary with the ability to work as a team. It is best if the collective is the great leader of the Board, as a last resort president himself. Without the driving force of the change process will be sluggish, doomed to failure.
The first duty of great leadership in the transformation process is to promote personal and permanent characteristics of modern business: efficiency, democracy, sensitivity, ability to learn and mobility. It is important to promote not only ended in verbal activity. Any action great leader must clearly demonstrate that it is serious and objectively treat proclaimed their vision.
Deep transformation processes are inherently high risk. Indispensable task of great leader is a person required to branding their proposed amendments. Employees of the company must be absolutely convinced that the driver of change is not totally committed and puts at stake the fate of his entire career so far. Any attempt to take out insurance in case of failure will be immediately interpreted as an attempt to unethical manipulation.
The next task is to identify great leadership candidates for the team leaders. Its members should come primarily representing employees of the areas that will be covered by the profound changes. The main criterion for selection should be the development potential of individuals and their relationship to the proposed amendments.
The next task is the great leader of pre-selected leadership team to create and manage the process of changing its implementation. For this purpose, it is carried out by external trainers activation based training techniques.
Training should cover such areas as:
• strategic analysis and strategic program design,
• team building, interpersonal communication, leadership, negotiation,
• strategic and operational controlling,
• management of development projects.
During the preparatory training members of the team leaders should be informed of the proposed changes and their role in the process, work scope and forms of involvement. This type of information provided by super-leader and discussed at the beginning of the preparatory training cycle significantly increase the involvement of members of the team.
Crucial to the process of shaping the team leaders are socialized process of creating a strategic plan of the company. In this process, which satisfies all the requirements of teamwork, company management and team leaders should, in the course of the next meeting to work out the next elements of the strategy, the vision of starting and finishing the projects realization. The work team coaches must attend specialized in conducting strategic workshops. Their role should involve the stimulation of the team’s work and reviewing the current proposed solutions.
The team is not only a strategic formulation of the company’s strategy but also the practical exercise of such skills as teamwork, negotiation, interpersonal communication strategies, etc. The text should end with annexes containing documentation of planned development projects. It is recommended that the dossiers were prepared by separate teams led by members of the group strategy. Work on the project allows for the dissemination of new principles of teamwork and transfer of knowledge from the strategic team for new task forces. Is expanding in this way a group of leaders.
The proposed method of building a group of leaders in transforming the company significantly increases the chance of the processes change. Attempts to create deep transformation programs by external consultants, with a greater or lesser share of the board, usually end in an elegant study only because the lack of appropriate documentation motivated implementers. Such an approach used in the early 90’s to the re-engineering projects led to the collapse of most of them. It has proved necessary for use in the processes of change carried out adequately prepared leaders who create change not only projects but also managing their implementation.
Characteristics of a leader:
• ENTHUSIASM – Can you imagine a leader who lack the enthusiasm?
• INTEGRITY – This feature makes people trust the leader. A trust is the basis of all relationships, both professional and private. Integrity is not only the internal consistency of bed, but also a commitment to certain values external to goodness and truth.
• HARDNESS – Leaders often people are demanding, which is not easy to endure on a daily basis because they have high expectations. They are stubborn and unyielding. Leaders should enjoy the respect, not just popularity.
• HONESTY – Good leaders come up to people in different ways, but all treated equally. No one favors. They are neutral in imposing penalties for poor work and giving away prizes for good.
• HEAT – Distant people are not good leaders. Being a good leader requires the involvement of the heart in the same way as the mind. Passion for work and care for the people are equally important.
• Humility – A rare feature, but characterized by top leaders. It is the opposite of arrogance. Who likes to work for an arrogant boss? Signs of a good leader is willing to listen to others and lack of dominant ego.
• self-confidence – is one of the most important attributes. People feel great when I’m in the leader is. Therefore, the development of self-confidence helps develop leadership skills. However, you need to be careful that the excess is not turned into arrogance.
The most important functions in the areas of: performing a task, build and maintain group and individual development are:
• term task
Practical ways to perform these functions:
• at the beginning – competently
• after some practice – skilfully
• through its own development – excellent
• Set the task
The task set by the leader should be:
• be assessed
From the perspective of leadership, the key issue is the extent to which a leader can create a plan for yourself, and how much to share functions with its planning team.
Giving instructions is a function of team communication tasks and plans. Usually requires standing or sitting in front of the team and transferred directly to his instructions. Like all functions so this can be done skillfully.
Control is a function of supervisory examination and all the energy team and all available resources are committed to the task undertaken. The nature of leadership is to rely as much as possible self-control and self-discipline on the other. The better the team and forming part of the composition of the individual members, the more a leader can do. The essence of discipline is that it is the only way to undergo a discipline or control, while maintaining freedom.
Evaluation is a part of a specific process associated with the values of thinking. The values related to success, which ultimately is connected with the values of the whole company or individual units. Assessment or analysis are not something that a leader should leave at the end. Every time I comment on the progress in the work – or lack thereof – or encouraged the team to consider its own criteria for success, the leader performs an evaluation. Because it is mostly mental function, which is the integral part of the process of thinking, assessment plays a key role in decision-making by the leader.
If the leader is working for a company, you may need to expressing opinions of each member of the team. Opinions and assess the individual contribution of labor is a natural way of expressing leadership.
There are of course many ways to move people: you can threaten them with punishment, encourage cash gratifications. One of the tasks that leaders should do, is to motivate people through a combination of rewards and punishments – “carrot and stick”.
The organization is a function of sorting or creating a coherent whole.
Within the organization there are three aspects:
econd Administration time
3rd Time management.
The system is almost synonymous with the company: a coordinated system of interconnected elements forming a whole.
Administration is usually combined with the skills of management rather than attributed to the conduction of others. Is always in second place, is a function of ancillary and auxiliary.
Time Management – leaders need time for creative thinking, time for people – as much customers as well as members of the team – and the time to develop their businesses.
• Leading by example
You can not think about leadership without giving an example. It can take many forms, and the form, but it must take place. In the context of communicating with people leading by example is the primary means of communication through “body language” or non-verbal communication. Still there is a saying “as you see is what you get.”
Most good leaders emerge and develop their business in spite of rather than because of it. The leader should first of all his work colleagues think, think like a leader, and at the same time as the man responsible, the organizer, guide, role model. However, there is no reliable system. Each person is a person unique, with its own path towards leadership. No one can pave it, he must discover it yourself. A leader should be confident, even if it does not feel, because people are going to treat it like they see.