Management Talk: How to do a mid-level managers – management, business – printing industry
We all know that middle managers are
Business management Backbone, is the direct management employees, both in the business
Leadership Is subordinate role. We must strictly enforce the leadership of the decision-making step by step, but also local flexibility to adjust tactics, formulate corresponding plans and
Organization Implementation. Transmit both the management functions, but also spared no effort to publicize and implement the organizational plan,
Excitation Staff Executive. Continually "deepening, optimization, refinement, order" of the
Workflow Based on the standardization of the staff, the specific management.
Let's first talk as a middle manager should have what capacity? I remember a meeting in the company, leaves the total also asked this question, so we all set out an have a representative, such as the role of cognitive ability, goal management capabilities, time management skills, stress management skills, communication skills authorized capacity, motivation, influence and train others, innovation, learning ability,
Team Management, execution, collaboration, etc., these are as a middle manager should have the basic skills.
As middle managers, we do have their own unique advantages and strong points, after all, many of which are starting from scratch, from the basic level. But in some business management positions after a lot of people go, but there are some problems:
Day tonight, struggling with, the work is very passive, hands-on, does not encourage and authorize subordinates. In this regard, I understand it all too easy to create a sense of subordinates are dependent, can not give full play to the enthusiasm and creativity of subordinates;
Not thinking independently, were led by higher orders and instructions which involve the nose, in the management of their own lost its way. Sometimes the higher-ups do not necessarily understand the actual situation, when the understanding of the higher authorities should act in their own minds, the task will complete their lives better;
Narrow-minded, listen other people's negative opinion, fear of other people credit for their threat to the General Assembly would have the merit of colleagues or subordinates blindly results in a team can not establish a mutual cooperation, mutual trust atmosphere; there are some people because of disagreement with him is one thing, or work with him in the dispute, the manager immediately took the man was alienated from, say others do not support his work, so that subordinates will will you stay away from, to create good company
Talent Loss. As a leader should have a broad mind, we do not push too embrace power, accountable and responsive, good at active share, fully aware of the views of all the team's most valuable resource, we will do better;
Some managers disregard the interests of enterprises, will shift focus to the sector on the interests and people skills. They are often at the expense of department functions, occupying leadership to use their facilities, using all available means to exercise the relationship between upper and lower levels of coordination and communication between departmental interests, took advantage of, best of both worlds, cliques, time, requirements, quality, responsibility completely ignored, and just muddle through. Moreover, individual busybody brings to win the appreciation of the so-called insiders, like in front of senior leaders and others tell tales, spread rumors. They used to own "mandate" as a "sphere of influence", is often duplicity, that's more than singing nicely, is precisely such people, the task of leading the implementation of policy implementation and greatly reduced, affecting the orderly business development of a road on the "stumbling stone."
We should effectively rule out mental distractions, aside your traditional moves, put aside their prejudices and to learn, honest and frank anyway, to be a manager open, and Enterprise in order to complete the development of enterprises and individuals out of misunderstanding.
Base if we can not play the role of middle managers should have, would on the implementation of enterprise management decision-making great hindrance to our work also appears in the distortion and the distortion of information, the development of enterprises will also be facing a great problem.
Right to self-knowledge we can take on the role of the backbone, had a certain experience of the managers are aware that many companies are facing difficulties of such a phenomenon: middle-level managers of the "self- Performance "and" self-protection, "the more serious sense that he was just working, and the efficiency of enterprises, units of the image of the company and what my business, plus their own state of mind, quality, concepts and other factors, more complex mentality to see the benefits, the positive active, rush; find problems, or blind, dumb, or blame superiors subordinates, colleagues, the environment, or attributed to changes in speed, policies, benefits, not to mention the problem to think and solve the problem. These negative thoughts to blame outside the role middle managers play is very harmful.
Have our own real business expertise, technology and expertise, so we need to continue to gather knowledge, to have a reasonable knowledge of their structure, a business and professional leaders.
We also assume Train The responsibility of staff, to coach car, as when the first road to encourage. When correcting errors, for training, help employees fully realize their potential ability to work; When problems arise, the work would be affected, giving them a good advice, support and encourage two-way discussion, and even the staff serious mistakes the work published just to let everyone work together to solve the problem, correct mistakes and can also play a role in training other staff; we should train employees autonomy to the staff working independently.
We should always concerned about staff morale, bad mood when a staff, a lack of confidence and feeling the pinch will directly determine the efficiency of his work, is likely to affect the work of others and safety. We should promptly communicate with subordinates, open-minded subordinates, subordinates to mobilize a positive attitude. With our passion and enthusiasm to inspire confidence in subordinates.
As middle managers, we should subordinate acts. The behavior of subordinates is to promote the company's development, whether to promote the sector's development is the question we should be responsible, therefore, should be reasonable subordinates
Monitor
And corrected. Company codes of conduct, procedures and standards, we must carry out "details of management," do time "correction" of the subordinate violated the rules of correct conduct in a timely manner to enable staff to develop good work
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