How to lead a team: effective advice. How to lead a team without experience

Finally got promoted? Congratulations! You have already proven your professionalism, now is the time to demonstrate your managerial and organizational skills. Because a new position means not only new responsibilities, but also a new role in the team. Are you ready for this?

I decided to collect recommendations for novice heads of departments, divisions, companies. After all, moving up the career ladder of one person can become a problem for other members of the team and even negatively affect the working atmosphere.

What leadership style to choose? How to motivate employees? What is a psychoclimate and how to understand that it is negative? With these questions, I turned to the psychologist-consultant of the Wezom agency Antonina Ulyannskaya. According to her, 80% of novice managers do not know or do not even think about the psychological aspects of team management. And there is something to think about if you don’t want to see a decrease in productivity and a bunch of applications for dismissal from disgruntled subordinates in a month or two.

What to do as a new leader

1. Choose a democratic management style

Of the three styles - authoritarian (decisions are made by the head alone), democratic (decisions are made collectively, the boss controls execution) and liberal (the team makes decisions on its own, the role of the leader is minimal) - it is democratic that can provide a comfortable working atmosphere and maximum performance. Because the boss is a Democrat:

• does not give rigid orders, as in the army, he works in a team;
• gives subordinates the authority to solve problems within their competence independently;
• involves employees in solving organizational issues;
• encourages creative ideas, initiatives;
• builds trusting relationships with colleagues: informs about the current state of affairs in the company and about development plans;
• sees and helps to reveal the potential of the employee.

Democratic style makes subordinates feel more like partners than just performers. For a novice leader, this style will be the key to the success of the team of which he has become the leader.

Nuance. If the manager came from outside (not from among the employees of the department or company), we recommend:

• ask what was the predecessor in this position, what management style did he use;
• get to know the team and organizational processes;
• determine the priority goals of the work, discuss them with higher management, and then with subordinates.

Do not forget to listen to the proposals of the department entrusted to you.

2. Motivate not with orders, but with the help of involvement in solving problems

This method will help to increase self-discipline in the team. After all, the responsibility for the decisions taken is transferred to the employees. This implies a democratic style of management. Let your employees feel important. The feeling of a simple cog in a huge mechanism is unlikely to cause enthusiasm. And when subordinates become important participants in the overall process, they will take a more responsible approach to business.

If employees fail to cope, the Democrat boss does not use power methods and in no case scolds in public.

Remember the rule: praise in front of everyone, punish in private.

Subordinates should not be afraid of being called to the mat. To punish in a democratic style means to explain what is wrong, to find the reasons and ways to eliminate it.

3. Build a team

Remember that you are leading a team (department, department, or company), not each individual. Form a team that will implement the planned projects. To do this, develop management skills. Be ready to set goals for the team, define results, transform goals into clear tasks, motivate performers to solve them, monitor implementation, eliminate problems and conflicts that have arisen.

And also learn to select people adequately to the tasks. In other words, don't squeeze a lemon in the hope of getting tomato juice.

The mistake of novice managers is in pulling the blanket over themselves with the motivation "I will do it faster and better myself." With such an approach, it will not be possible to build a team.

4. Don't be arrogant

• recognizes that promotion is not the crown of a career, and he is not the ruler of the world;
• understands that a new position is a big responsibility;
• takes into account personal experience before promotion;
• continues to work on himself, improve personal and professional skills;
• does not abuse his position, does not shout at every corner that he knows everything better.

Arrogance, like omniscience, will not help you gain respect in the eyes of your colleagues. The principle “I am the boss, you are a fool” is a sign of an authoritarian management style. You don't want to be quietly hated behind your back, do you?

5. Keep your social distance

Finding the perfect balance between friendship and service is not easy. Not every leader with experience succeeds, let alone a beginner. Some young bosses build friendships with one subordinate, thereby forming a negative attitude among other employees.

There should be no familiarity in the team. Adhere to the culture of business communication. Build relationships based on mutual respect.

If you are a supporter of the appeal to "you" between subordinates and the boss, make it clear to employees that this is not a reason to be frivolous about tasks.

Nuance. How to build communication if the subordinate is older than the boss? Stick to the partner line in communication. Use the pronoun "you". Don't be afraid to ask for advice. Such appeals as “I wanted to know your opinion”, “What do you think” will demonstrate respect for a senior employee, increase his sense of importance, help identify valuable experience and use it for the development of the company.

The main thing is not to hurt the ego of the subordinate, but to create comfortable business relationships. Set your distance gradually.

In many respects, the psychoclimate prevails in the team depends on the manager's management style.

What is psychoclimate and how to understand that it is negative

The psychoclimate is a comfortable emotional mood, the atmosphere in which employees work. Indicators of a negative climate in the team are:

• staff turnover;
• frequent sick leave;
• low labor productivity;
• tense relationships between colleagues;
• general irritability and dissatisfaction;
• unwillingness of employees to improve;
• mistrust;
• psychological incompatibility;
• lack of desire to work in one office.

Signs of a positive climate include:

• friendly relationships;
• a high degree of trust among team members;
• the desire to be in a team during working hours and spend leisure time together (corporate holidays, joint trainings, field trips, etc.);
• lack of internal conflicts and "groupings";
• cohesion of employees in force majeure situations, a high level of mutual assistance (not every man for himself);
• free discussion of current issues (no one is afraid to express their own opinion);
• healthy business criticism;
• no pressure on subordinates.

In addition to internal factors, the atmosphere in the team is influenced by:

• physical working conditions;
• the current state of affairs in the company;
• economic, political, social situation in the state.

Analyze how subordinates communicate and interact with each other, whether they often conflict or express dissatisfaction, how employees from other (related) departments are treated.

Psychologists recommend conducting an anonymous survey to find out what kind of psychoclimate prevails in the team. And if the head of the department is unable to influence the state of affairs in the country, then he can take care of working conditions, find out the reasons for discontent.

And finally

There are much more recommendations for novice managers than five. But we tried to choose basic tips, following which the young leader will smoothly enter the new role and will not become the object of negative discussions in the team.

You have successfully overcome several steps of the career ladder, and now you have a real prospect of becoming the leader of some team. This pleases and at the same time a little scary, because you have to be responsible not only for your own actions, but also for the actions of other people. If you really are ready to become a successful leader, then arm yourself with some tips to achieve your goal.

How to manage a team

The old mechanisms of production management, when the staff was perceived as a faceless and sexless mass doing work, are safely forgotten. Managing even a small organization requires a completely new approach.

Classical management theory is based on three pillars: people, financial policy, technical issues. In the first place - the human factor: a subtle, wise application of the creative potential of each employee. Good relationships in the team increase the productivity of both subordinates and, accordingly, the entire company. Knowledge of psychology is definitely an advantage of a good leader.

To become one, you need to know the psychological characteristics of communication with subordinates. The labor collective is an object of management, a living being with its own character and habits. The ability to understand the peculiarities of people's perception of each other, orientation in the intricacies of the relationship between the team and the administrative apparatus are fundamental components in managing people.

This serves as an incentive for the coordinated work of the organization. It is dangerous to treat subordinates as mechanical performers. For example, everyone, even a person with a grandiose creative potential, is characterized by stages of a decline in psychological activity, when excessive stress only reduces overall productivity. It is impossible to demand maximum dedication from him during such periods. High-quality work is involuntarily replaced by a surrogate, which, instead of the expected benefit, can cause significant harm to both the work and the performer himself.

Be attentive to employees

Another important rule of successful team management is attention to the interests of employees. The motivations and goals of each employee are unique, so an attempt to impose public interests at the expense of personal interests can be fatal. The firm will lose a valuable employee who will not be easy to replace. And the association in any form of personal interests to the public will have a beneficial effect both on the atmosphere in the team and on the overall productivity of employees. When personal goals coincide, groupings are quickly created, which are easier to manipulate than each employee individually. There is competition within the group, from which a competent leader can greatly benefit the organization.

However, the competition often turns into conflict, when everyone wants to be the first to destroy a competitor. This situation is destructive, and it must be able to stop at the very beginning. Here we need emotional openness and psychological flexibility, based on close attention to the internal state of employees.

In a team, dual power can unwittingly form: the leader's control over employees and his dependence on the behavior of these employees.

To avoid such a dead end, it is necessary to learn how to maneuver between loyalty to subordinates and authoritarianism. One of the methods of such maneuvering is the unobtrusive orientation of the interests of groups of subordinates to the goals of the organization. And then the provision of a solution to the issue of achieving these goals by the subordinates themselves. Such a situation in the team is favorable. To know exactly how to lead a team, you need to take a closer look at each of its members and decide exactly what role they can be assigned.

Sometimes leaders try to use "kind" tricks: the selection of a team of close-minded people or the introduction of a leader into the organization who ignites others with his example. But no leader can replace an entire organization, and the most devoted like-minded people remain separate, independent-thinking people.

The main thing for a novice leader is the ability to determine the place of each subordinate in the system of labor mechanism. This is the psychology of team management. Such a task is not easy, but it can be solved if people are selected not subjectively, from the position of "like - dislike", but in accordance with the task. Coexistence in the organization of different people, with their own tastes and habits, is an incentive for its development.

The manager needs to remember that an organization is an association of people, and its goals are achievable only if their cooperation is successful. Can you leave personal stereotypes outside the office door? Become a good leader. And learn to restrain yourself. Sometimes we really want to take out our anger on those who depend on us. Yell at one employee, scold another subordinate. But before you do that, think about what drives you? Dissatisfaction with the work done or just a desire to let off steam?

Qualities required for a good leader

Before you aspire to a managerial position, consider whether you have sufficient knowledge and qualities necessary for successful career growth.

100% responsibility

The decisions you make will determine the course of all future work, and only your deep knowledge, confidence, and sometimes intuition will help you avoid mistakes. Throwing blame on subordinates is the quality of a bad leader. Responsibility for all troubles and errors will have to be taken on.

Ability to make decisions quickly

A good manager is a leader, and a leader simply has to make decisions quickly and confidently. If you belong to the category of people who are shackled by fear in such a situation, and are afraid to death of making a mistake, perhaps the position of a leader is not for you. A leader not only knows how to manage his emotions and make serious decisions, but also knows that in case of failure, a mistake can be corrected.

Oratory

The ability to speak is far from the last place in the list of virtues needed to become a boss. Even Napoleon said that a person who cannot speak will not make a career. You need to learn correct, competent speech. To do this, you should constantly replenish your vocabulary, learn the methods of building your speech for the target audience. An employee who makes eye contact and communicates her ideas clearly is hard to miss.

Ability to organize your schedule

A good manager manages to redo a thousand urgent tasks, submit a myriad of reports on time, and knows exactly what work is postponed for the next day. Least. If you are terribly unassembled, then it will be difficult to stay on as a leader. Imagine what kind of stress awaits you if you do not have time to do anything. Want to get bogged down in half-finished reports and reprimands about eternal delays from higher management?

Start a diary, make a schedule of all your affairs and events - this will help you manage to complete all the work on time and find time for rest.

Emotional stability

Imagine the situation: your boss at a general meeting announces that sales have dropped sharply and suddenly starts sobbing, wiping her eyes with her hands. Stress resistance is one of the requirements for an applicant for the position of a manager or top manager. The boss has to constantly take risks, making important decisions, resolve conflict situations, fire employees and fine them - these skills indicate that there is no place for weak people in such a position. Only an emotionally balanced person, able to be cold-blooded in any critical situation, can win the lasting authority of his superiors and his subordinates.

In addition to working hard on yourself, you are not forbidden to attend seminars that help people increase their potential. Constant development will help you climb the career ladder, because the roads are open to stubborn and courageous people.

Why not appoint a leader

What if you have all the qualities necessary to enter a leadership position, but for some reason luck does not want to turn to face you. What to do: continue to fight for promotion or give up? There is a famous saying: “If you work hard for 8 hours a day, you will become a boss. Then you will work hard for 12 hours a day.”

Let's say you have long fulfilled the first part of this condition, but the leadership position is as far away from you as when applying for a job. You diligently carry out all the instructions of the management, successfully cope with crisis situations and significantly increased the level of the company's income. But for some reason it doesn't occur to the boss to promote you. Why doesn't management notice your efforts and offer promotions?

There may be several reasons. Before you worry about not being promoted, ask yourself: is it customary in your company to appoint your employees to leadership positions? Perhaps the personnel policy of your company is that people from outside are invited to such posts? Remember who from your environment was last promoted, find out how your boss got his position. After all, if a company does not practice the appointment of its personnel, then it is pointless to expect miracles!

If climbing the corporate ladder in your company is possible, then consider a strategy for how to get a managerial position. Of course, there are companies whose personnel policy does not include the appointment of a woman to the position of head. And even if the rules are violated, then her salary may be significantly lower than what a man could claim. It's up to you to decide: go to another company with less chauvinistic views, or accept the position, having obtained the entry "department head" in the work book. At the very least, it will be much easier to get a job in another company as a boss.

Where to begin

But if there are no obstacles, where do you start your way "up"? You will need the ability to plan and think strategically.

Surely in your environment there are many "gray mice" who work from morning to night without raising their heads, but no one really notices the results of their work. If you do not want to repeat this sad experience, declare yourself as often as possible, constantly be in sight.

Remember a simple truth: if you want to be a leader, dress like a leader. A girl in a short skirt with bright makeup is unlikely to be taken seriously by anyone, despite all her professional merits.

Another good opportunity to show the management of the company that you have outgrown your position is to be interested in the work of your boss. Ask questions, ask to give you instructions that are within the competence of the head. If your boss is a literate and far-sighted person, then he will see your potential and will try to reveal it. At least, when leaving on a business trip or going on vacation, he can leave you as his deputy. And who can be promoted to the vacant vacancy of the head, if not acting?

Talk to your boss about the fact that you have stayed in your position and are able to take a higher position in the company. But do not hint to him that you can take his place. If a vacancy for a managerial position is not expected in the near future, then your boss will be able to select a group of employees in your department and assign a new project, entrusting you with its leadership.

If the decision to climb the career ladder is not a momentary desire or an unreasonable dream, then with effort, you can achieve your goal. Do not stop and go forward towards your plan, overcoming all difficulties and obstacles. Only a strong and determined woman can achieve such a goal, and since you have these qualities, then nothing will stand in your way.

Many employees strive to lead a team, but not everyone has the necessary abilities for this position, because it implies a deep knowledge of the profession, as well as attentiveness and sensitivity to people. Our article will tell you what rules you need to follow, what skills to develop and what books to read in order to become a successful leader.

You will learn:

• What a good leader should be able to do.
• What model of behavior to choose a leader.
• How to lead a new team.
• How to manage a women's team.
• What mistakes should not be made when leading a team.
• What books will teach you how to manage a team.

What you need to do to effectively lead a team: 9 skills

Most often, leaders become those who are respected and appreciated by the team. Such a person is usually an undisputed leader, but this does not mean that he has the competence necessary for a managerial position. After all, its main essence is control over the activities of the company's employees, ensuring the quality work of the company as a whole by motivating employees.

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A good manager is always ready for innovation and motivates employees to strive for independence in decision-making, as well as to offer ideas for the development of the company. This can be done only with highly qualified specialists. To successfully lead a team, a person must have the following skills.

1. Understand the intricacies of the workflow.

A good manager is always in development: he gets acquainted with new information support, undergoes training at specialized offline or online seminars. He must be fluent in time management, and also be able to concentrate on working nuances, without losing sight of anything. Possible risks must be taken into account and calculated in advance. For the timely resolution of emerging issues, it is necessary that the entire management structure work smoothly and clearly.

1. Create favorable working conditions.

The more automated the work, the more efficient it is. To increase productivity, it is necessary to use office equipment and various specialized software. There are other ways to improve the speed and quality of work, for example:

• in the offices it is necessary to adhere to the rules of sanitation and hygiene;
• it is necessary to have a table for work;
• in addition to the table, there should be other furniture;
• it is necessary that each employee has tools for work and stationery;
• an impeccably organized schedule that includes both working hours and breaks.

Proper lighting, a comfortable temperature and the absence of distracting noise are also essential for high-quality work.

1. Properly organize the work of the team.

A person who leads any team must correctly formulate and convey his ideas to his subordinates. Information is best perceived in writing, so it is worth creating a set of certain rules that apply in the company. No less important is the activity, that is, when preparing any project, you need to decide on the order of the operations performed. All ideas need to be recorded and implemented, but there is a limitation: you should not make global changes to a project that is already under active development, you can make small changes, and leave significant ideas for the next time.

1. Create the right atmosphere in the team.

It is necessary to lead a team in such a way that employees share their ideas and opinions. The manager should listen to them, because an outside view is very useful for business, especially at the completion stage. Do not intimidate employees and create a situation in which they will be afraid to express their thoughts. To get acquainted with the ideas of subordinates, you can use various methods: questionnaires with questions about improving the company, individual mailing lists or personal conversations with each member of the team. You should not demand ideas all the time - any person needs time to understand whether his plan will help.

1. Maintain distance with subordinates.

You should not be with employees on a "short leg", it is better to use other methods to earn the respect of the team:

• Do not be afraid to admit that you are wrong - everyone makes mistakes, and the leader is no exception. It is not recommended to blame others for mistakes - it is much better to independently determine what exactly went wrong and fix the problem. This will show that the manager is able to take responsibility for solving emerging non-standard situations;
• correctly formulate the tasks facing the team. It is important that the actions are consistent, then it will be clear to the employees what needs to be done to achieve the goal, and they will be able to offer their options;
• maintain a respectful boss-subordinate relationship. The manager is obliged to communicate with the employee, regardless of what mood he is in. The quality of communication should be expressed in a large number of concluded deals, and not in friendly relations with employees.

1. Be strict but fair.

A professional leader knows how to work productively. There are various ways to encourage this:

• a monthly dinner with the team in an informal setting, which will allow you to establish friendly relations with subordinates, as well as energize them to complete their tasks;
• public praise of employees who perform their duties at a high level; personal conversation with them, discussion of their ideas and proposals;
• in addition to verbal approval, material rewards for the work of distinguished employees should also be used - this can be, for example, an invitation to some event or some useful thing.

1. Take responsibility.

An integral quality of a leader is responsibility for one's actions and decisions. If non-standard situations arise, the manager must first of all try to find an error in his actions. This contributes to the emergence of experience and making the right decisions in the future.

An employee may fail to complete a task for several reasons: misunderstanding or misunderstanding of the task, choosing the wrong method, or simple forgetfulness. As for the person who manages the team, his mistakes will be as follows: fuzzy assignment of tasks to employees; inadequate control over execution; the absence of a list of actions that allow you to solve standard questions. Methods for solving unusual situations are developed by the administrative apparatus independently, and control is also exercised over the implementation of the assigned tasks.

1. Protect the interests of subordinates.

The manager must have influence on all internal processes of the company and not allow any external influence on it. A qualified leader stands on the side of his employees and is always ready to stand up for them in any situation, including in front of higher authorities, communicates with subordinates as equals as possible - only then the team will treat the leader with respect, and this contributes to an increase in labor productivity. If the leader's behavior is the same both with an individual employee and with the whole team, then relations in the company will be based on trust and friendliness.

1. Keep your word.

One of the important qualities inherent in a good leader is the ability to be responsible for his words. The manager's word should be associated with actions. If a person who leads a team makes some promise to his subordinate, then he is obliged to fulfill it; It is not recommended to rank promises in order of importance, since each of them must be fulfilled in any case, regardless of the conditions. For example, if one of the employees needs an assistant and the manager gave the word to find him, then he is obliged to hire the necessary person, even if this is not provided for by the company's budget. Failure to fulfill obligations negatively affects the opinion of the team about the manager.

Behavioral model of the "ideal leader"

1. The learning model of behavior.

This behavior is most commonly seen in English-speaking countries such as the UK and the United States of America. Its essence lies in the fact that employees constantly improve their professional skills, and the leader in this situation is a kind of "guide" indicating the right direction of development. As a result, the whole team strives to achieve the goals set.

The manager has the following tasks:

• to promote the training of subordinates and the application of the acquired knowledge in practice;
• to develop in employees the skills of planning activities;
• to teach workers to correctly determine the importance of the tasks performed.

One of the advantages of this method of behavior is saving the time of subordinates, since all training takes place directly in the process of activity, without attending additional lectures, seminars and courses. A person who uses this method in the process of managing a team can evaluate the knowledge gained by the employee directly at the workplace and give his comments.

Another feature of this method is the formation of a friendly relationship between the leader and the team. Maintaining this atmosphere is facilitated by spending time together outside of work, for example, field trips, sporting events, corporate parties.

The friendly atmosphere that has developed within the team creates more comfortable working conditions, as a result of which employees will be more motivated to perform their duties efficiently.

Despite the obvious advantages of this model, there is also a disadvantage: the larger the team, the more difficult it is to train it. If instead of managing and performing other managerial functions, a person is constantly engaged only in staff training, then this can greatly affect the quality of the company's activities, since not all tasks will be completed on time.

1. Strict regulation of the work process.

This behavior is common in many countries. Its essence lies in the creation of certain rules that each member of the team must adhere to.

To lead within this method, you must perform the following tasks:

• create, where each member has its specific place;
• monitor the success of subordinates;
• check the activity of the employee for errors.

For each employee, a clear procedure is formulated, which he must adhere to. In case of non-fulfillment of any task, the manager begins to more closely monitor the activities of such an employee: he may require him to provide reports or reports with the results of work for a certain period. If a subordinate performs his duties poorly for a long time, the manager may decide to dismiss him.

Here, unlike the previous model, friendly relations in the team are not provided. The goal of the manager is to achieve high-quality performance of professional duties by each employee.

This way of behavior turns the company into a single mechanism in which every detail is important: if one of the components does not work properly, the entire mechanism fails. A person who uses this method should strictly ensure that every cog in the system works without interruption.

The advantage of this model of behavior is that the company in such conditions operates as efficiently as possible. But harsh working conditions can cause stress for employees, and the specialist who manages the company must always clearly monitor the quality and correct implementation of the tasks.

1. delegation model.

This way of managerial behavior is common in the Scandinavian countries. The basis of this method is the transfer of part of the manager's responsibilities to other employees, usually at a lower level. This model is suitable for those who are wondering how to manage a team without experience: in this case, the manager is not required to know the features of all types of company activities, he can delegate authority to specialists in these areas.

Manager's tasks:

• properly distribute responsibilities between employees and superiors;
• find out from employees what exactly is necessary to perform managerial functions and solve the tasks assigned to the team;
• provide specialists with the conditions and resources necessary for high-quality work and successful achievement of their goals.

This method of behavior provides for constant communication between superiors and employees to clarify emerging problems and resolve them as quickly as possible, as well as to build a plan for future activities. Such discussion usually takes place at specially organized events.

One of the advantages of this management style is the independence of the employee in decision-making. This means that in the first place is the result of the work, and not the process of achieving this result.

The ability to act independently inspires the worker to implement their ideas. And if the actions taken by the employee turned out to be effective and allowed to achieve the desired result, then they will be accepted by the management and become officially established rules.

Before you start leading, you should choose the appropriate way of behavior, focusing on the characteristics of the team - its size, age of employees and the specifics of the activity. If most of the employees are recent graduates, then training will be the best management option. This will allow novice specialists to gain the necessary professional experience and skills for work.

In case of any problems in the company, for example, a financial crisis, the best option would be to use a regulated method of management. A clear set of rules will allow you to organize a team and set up employees for quick and high-quality work, which will positively affect the development of the organization and help it quickly overcome existing problems.

The latter model, which implies the distribution of responsibilities, is suitable for creative activities, since it is there that employees need to be able to express themselves and realize their ideas.

For best results, use all three models, alternating between them. The priority of one or another method is determined based on the characteristics of the team and the specific situation. It is not recommended to stick to only one model, as this may adversely affect the company's activities.

How to lead a new team to immediately gain credibility

Replacing leadership has a controversial meaning. On the one hand, new management personnel are full of ideas that can have a positive impact on the company's activities, but on the other hand, any changes entail emotional distress and possible conflicts.

There are certain problems that every novice team leader faces:

1. There have been no changes in the company for a long time, and this suited all members of the team. The new person appointed to lead the company is usually a highly qualified specialist and comes with his own ideas and certain requirements for employees. Such changes may not suit everyone.
2. There was already a certain order in the team, which all employees adhere to. At the same time, their professional qualities may be higher than that of the person who was appointed to lead them. In this case, the team may not accept the manager's proposals, since they will differ from the ideas of subordinates. This situation will negatively affect the performance of employees.
3. Within the company there may be an informal leader with high professional qualities. And when it is not he who becomes the leader, the team has a rejection of the new boss. If, in addition, the employees do not like the chosen management style, conflicts and even a kind of division of the team may arise. All actions of employees in such a situation are directed not to the performance of professional duties, but to incite conflict.
4. The team itself reacted well to the new leader, and most of the employees accept his methods of work and professional qualities. But there is a person who would also like to lead, and since he was not appointed, he will have a negative attitude towards his rival. This can lead to active expression of disagreement with the position of the manager and incitement of the team against the management. The result can be a tense psychological atmosphere in the company.
5. It happens that a new boss hires employees with whom he worked earlier and in whose professionalism he is sure. As a result, the team can be divided into two parts: the "old" employees of the company and the new team. Such a division can subsequently develop into an open confrontation. Usually the outcome of this situation is the gradual dismissal of the entire old staff of the organization.
6. There is also a reverse situation, when the previous boss leaves the entire team, which he led. Together with people, existing developments, as well as information containing trade secrets, and even a customer base may disappear. If the whole team is ready to leave for the former boss, then this means that his authority for them is much more important than the organization itself. This situation is very unpleasant for the enterprise, because if a person leaves on a negative note, he can take away the most qualified employees of the company as revenge, which will cause considerable harm to it.

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According to studies, about 1/3 of managers experience problems in the first year. If the mistakes made by the manager are significant, then this can cause serious damage to the company, and for the person himself, who has just begun to lead, be the end of his managerial career.

In order to lead successfully, certain rules must be followed.

1. Actively meet the expectations of the team.

The team always expects any changes from the new management. Each employee usually has wishes and suggestions for improving the quality of work. The task of a person who has just taken office is to correctly and adequately perceive all the proposals and expectations of employees.

A qualified leader will be able to identify not only expressed, but also unvoiced expectations and ideas. It is important to understand that these are only ideas, suggestions and wishes, but not clear tasks that require immediate and mandatory implementation. Most often, all the information that begins to come from employees consists of both really good business ideas and ordinary human wishes.

You should carefully consider all the proposals of employees and adhere to the following rules:

• do not take all suggestions as a guide to action;
• all employees must be treated with respect;
• listen to those wishes that come from higher authorities, even if they are not expressed directly;
• it is worth paying close attention to subordinates so that employees are confident in their stable position in the company.

1. Develop relationships with key people.

In order to successfully manage a company, a manager needs to maintain good relations with the maximum number of people: colleagues, clients, shareholders and, of course, with higher authorities. Any misunderstanding can lead to wrong actions and sad results, which is extremely unpleasant at the beginning of a managerial career. Detractors can also complicate the situation, for example, people who have not received the desired position, or.

It is very important to carry out correct psychological work with a person who has not received a position; do not sympathize and make impossible promises. This behavior is erroneous. The correct position would be to offer cooperation and discuss the ideas of the former rival. This will create a business environment and tune in to mutually beneficial relationships. A person is capable of surviving failure on his own, a leader should not show emotional sympathy and pity.

1. "Invitations" that are better not to accept.

There are wordings containing hidden comparisons with the previous leader, they sound something like this: “You already know exactly how this is done” or “Now the work will be organized correctly, and things will go smoothly.” They can be called a kind of recommendations to the novice leader from the team. But when a person agrees with such formulations, it leads to the opposite result. The trick is that by accepting these “invitations”, the leader, without knowing it, confirms the negative expectations of employees, which leads to their disappointment, especially in cases where the team, for a long time, successfully coped with the work without a leader.

If a person knows how to properly manage or has managerial experience, he will not go for such a provocation, but simply wait until the employees get used to the fact that they now have a boss and they will not have to do work beyond their main duties. The manager, in turn, also needs time to get into work in a new position and begin to be active.

1. Formation of a network of relationships.

It is recommended to build relationships with the team taking into account such factors as competition, loyalty and disappointment. It is worth establishing relationships with subordinates, because this will allow you to look at the situation from different points of view. In addition, for various events, the help of a new leader will be extremely necessary, since in the modern world it is difficult to organize anything alone.

Practitioner tells

In the new team, figure out who is who

Ildar Yangazin,

restaurant manager "Luxor Cinema", Moscow

Most often, the formal and informal structure of the organization differ significantly. From the very beginning of work as a manager, a person needs to collect information about the real state of affairs in the company: who is friends with whom, who usually performs this or that task, who to turn to for help if necessary. You can get this information in a personal conversation with employees.

How to lead a women's team

Problems with the women's team can arise for various reasons, but most often they are not related to professional activities. Inexperienced managers may not cope with such a team and run away from it.

A woman is considered the most suitable leader for a women's team, since she understands the motives of the actions of her subordinates, their desires and character traits. A female manager will be able to find a way to stimulate colleagues to work. In addition, she will be able to determine whether her subordinates are set up for work at the moment or whether they are just pretending to be active.

However, it is also not so easy for a woman to lead a women's team. Since the representatives of the weaker sex are meticulous about their appearance, the female boss does not have the right to appear at work in a sloppy look, she must be one step higher than her colleagues so that they do not feel their superiority over her. Otherwise, subordinates may lose respect for her and behave uncompromisingly, as a result of which it will become difficult to manage them.

For a man, leading a women's team is a very difficult task. The male boss must be stress-resistant, as he is likely to have a discussion behind his back.

The manager of the female team should remember the character traits of the female employee:

• high degree of emotionality;
• propensity to create and discuss rumors;
• inability to rejoice in the success of others;
• striving for superiority over others;
• violent reaction to some life events;
• unstable emotional state.

This is not a complete list of female qualities that a good leader must learn to apply in work in order to direct employees in the direction he needs.

If a person who leads a team wants to be respected, he needs to follow certain rules:

1. Do not establish familiar relations with employees. It is recommended to clearly convey information about strict subordination to all those who do not observe subordination.
2. Set specific goals for the day. Each employee should have their own list of tasks for each working day. The presence of clear tasks for each employee simplifies the management and control of the work of subordinates.
3. Avoid routine, change activities. It is common for any person, and especially a woman, to get tired of monotonous activities, therefore, different types of work should be included in the list of duties, otherwise, as a respite, subordinates will begin to gather in groups and discuss management. You can alternate activities by changing jobs. The one who spent the whole day communicating with clients can be put on paperwork, and the one who was involved in paperwork can be put on the phone to receive calls. This method is used in many companies, for example, in stores where sellers are periodically moved from one department to another.
4. Organize leisure. A good way to establish friendly relations with the team is to hold joint events. The most popular are nature trips, cruises or weekend trips, quests, entertainment and professional competitions. The common pastime contributes to the establishment of warm relations within the team and creates an emotional environment that is comfortable for work, allowing you to successfully manage the company.
5. Pamper more. Monetary remuneration based on the results of work for a certain period will be very useful and will motivate employees for further high-quality work.
6. Small breaks should be provided during the working day, allowing women to tidy up their appearance and exchange news with colleagues. After such a rest, subordinates will work more productively, and the results of the company's activities will pleasantly surprise you.

One of the ways to stimulate the women's team is the promise of promotion. But it suits few, because most of the women are focused on family values. If the fair sex manages to combine personal life and professional activities, then such specialists always achieve high success, because they have such qualities as responsibility, diligence, developed intuition.

One of the important positive female traits is the ability to empathize with others. This is perfectly applied in communication with clients and helps to resolve emerging conflict situations. A person who leads a team must be able to properly distribute work among employees, taking into account their character traits.

However, women also have disadvantages, for example, a violent reaction to any situations or actions, as a result of which conflicts may arise in the women's team. The leader should not interfere in disputes between colleagues, and even more so take the side of any of the conflicting ones. The dispute ends, the former brawlers reconcile, but the person who takes a certain position remains in the end a common enemy.

How to lead a team correctly, avoiding common mistakes

Mistake 1.Lack of desire to stress.

A person who is just starting to lead may feel that he does not have to do this or that job and has the right to delegate his duties to colleagues. This opinion is erroneous: the more responsibility a person has, the more work he has, and the more demands are placed on him. Employees can provide assistance to a novice manager at the very beginning of activities, but subsequent work lies on the shoulders of the boss.

Error 2.Failure to value employees.

One of the needs of every person is self-realization and recognition, so any job well done should be marked with at least verbal praise. Happy employees are easier to manage.

Mistake 3.Failure to organize work.

Leading is not just about commanding. To be a competent manager, you should familiarize yourself in detail with all the intricacies of work. Ignorance of any production trifles can cause conflicts or problems in work, and a short-sighted boss will, considering them unskilled.

Mistake 4.Lack of desire to improve, to learn something new.

The ability to manage implies not only the distribution of responsibilities between subordinates or their training, but also the desire for self-improvement and the acquisition of new knowledge. Unfortunately, some senior executives feel they don't need training.

Mistake 5.Appropriation of other people's merits.

You should not pass off the achievements of a subordinate as your own. Undoubtedly, the merit of the leader is that his employee was able to achieve excellent results, but still this is the achievement of a directly subordinate, and you should not hide it. You need to be able to manage in such a way that employees do not doubt the honesty of a person occupying a high position.

Mistake 6.Display of rudeness and disrespect for the team.

Leadership is not easy - it requires a lot of physical and emotional strength. But the boss should never throw out negative emotions on his employees. No matter how stressful the situation is, you must try to restrain yourself, since usually subordinates have nothing to do with the bad mood of the leader.

Mistake 7.Employee insecurity.

The person who leads the team must be on the side of his subordinates in any external disputes so that they feel confident and protected. Some managers do not try to understand the situation, but immediately blame the employees and apply some kind of punishment to them.

The list of such mistakes can be continued, because people, and especially management, tend to make mistakes. But the leader should not forget that he bears the full responsibility, and their successes and failures are his direct merit or fault.

TOP 10 books on how to learn to lead a team

Mark Sidonius Faulks. How to control slaves

Cambridge University professor Jerry Toner wrote the book on behalf of the ancient Roman aristocrat Marcus Sidonius Fulx. According to his opinion, the optimal method of team management is the alternation of punishment and encouragement. The book How to Manage Slaves, despite its title, is still relevant today, as it details tips on the proper training of employees, methods of punishment, and ways to motivate and gain the respect of subordinates. It is an excellent practical guide for those who are starting to lead.

Susan Fowler. Why don't they work? A new look at employee motivation

There are many methods of stimulating employees that a manager can apply in their activities, for example, financial motivation or the correct distribution of working hours. Susan Fowler, author of the book, has been studying the activities of several companies around the world for a decade. As a result, she was able to formulate the rules for effective staff motivation, which will help a person who is just starting to lead to succeed in his activities.

Howard Behar. It's not about the coffee. Starbucks corporate culture

The book describes the history of the development of Starbucks, which is currently one of the largest in the world. Howard Behar, an employee of the organization since 1989, talks about his journey in this company, about ideas, plans and their implementation with the help of colleagues and like-minded people. Gives advice on working with difficult clients and how to properly build a business. The book is suitable not only for those who plan to lead the food industry, but also for those who hold a high position in any other company, as the advice is universal.

Mikal Khem. Be a dictator. Practical guide

On the example of famous historical figures, the author of the book formulates the rules for managing a team. The book also contains advice on the financial side of a manager's activities, as well as ways to gain respect from subordinates. A set of ideal recommendations on how to properly manage a small team or a large corporation.

Ed Catmull, Amy Wallace. Genius Corporation: How to manage a team of creative people

The book is from a person who knows firsthand how to properly manage creative people. The head of the PIXAR studio, known worldwide for its cartoons, talks in detail about how to get along with subordinates, get out of any conflict and solve unusual situations. In addition, the book provides a detailed description of the process of creating cartoons. The main idea of ​​the author is that the company is a family in which each member is worthy of respect.

Daniel Pink. Drive: what really motivates us

Daniel Pink in his book studies the issues of motivation and motivation. He refutes behaviorist theories and makes suggestions for new ways to motivate subordinates. The author also talks about his research on this topic. The book was recognized as the best according to the Forbes rating. After reading the book, it will become clearer how to correctly apply punishment and encouragement, formulate goals and objectives, and focus on really important things. The work will provide a clear idea of ​​​​how to lead.

Itzhak Calderon Adizes. The ideal leader: why it is impossible to become one and what follows from this?

The opinion of the author of this book is as follows: there are four types of managers: Producer, Entrepreneur, Administrator and Integrator. Each of them has its own characteristics, which are detailed presented. Having extensive experience in many large companies, Yitzhach Adizes provides solutions and ways out of conflicts of various types, and also gives recommendations on the correct selection of personnel, because qualified employees are much easier to manage than inexperienced ones.

Stephen Covey. Leadership Based on Principles

The author of the famous self-development bestseller in his next book is based on the same principles that are discussed in his world-famous work “The Seven Habits of Highly Effective People”. Stephen Covey believes that all these rules can be applied to the organization as a whole, and to the team in particular. The writer believes that a person who knows how to lead is able to achieve high results in his activities by building trusting relationships with his subordinates.

Simon Sinek. Leaders eat last. How to build a dream team

Simon Sinek is the author of two well-known books on self-development and business, a television program participant, and a popular speaker. The book describes the theory of the “golden ring” he created, the essence of which is three questions: “how?”, “why?” and for what?". The ideal qualities for a person seeking to lead, according to the author, is the ability to clearly formulate goals and objectives, as well as creative thinking. A competent leader provides a friendly atmosphere between employees, gives them a sense of confidence and stability. The book also contains a set of recommendations for cultivating managerial qualities.

Jeffrey K. Liker. Dao Toyota. 14 management principles of the world's leading company

One of the most famous car companies in the world reveals the secrets of its success. The principle of work of Toyota leaders is absolute trust in employees, as a result of which the company receives amazing results from its activities. The book is considered to be a kind of guide to proper management, based on the constant development of not only the quality of the product, but also the work of employees. An ideal guide for those who are just starting to lead, or experienced managers who want to take their company to a high level.

The success of an enterprise largely depends on who is at the head of it. A qualified leader will help promote the business through the proper organization of the work of his subordinates.

Being a good leader is not easy. A person who has a leadership position must combine various qualities of a professional and personal plan.

Leadership qualities that lead to success

The main qualities of a leader are divided into three groups:

1. Professional qualities. This group includes qualities that characterize a person as a competent specialist. These qualities are the basis that allows a person to perform leadership activities. This group includes:

• education, work experience, competence, knowledge of one's own and related fields of activity;
• related skills: knowledge of foreign languages, ability, possession of computer skills.

In general, this group includes the skills that are usually indicated in the resume.

2. Personal qualities of the leader. This group includes the qualities that every employee should possess:

• honesty;
• responsibility;
• psychological health;
• balance, the ability to control oneself;
• responsiveness, benevolent attitude towards others.
• In addition, this also includes such personal qualities that not everyone has, but which a leader must possess:
• optimistic outlook on life;
• self confidence;
• communication skills and desire to communicate;
• stress resistance;
• charisma;
• interest in people;
• organization;
• purposefulness and ambition;
• justice.

3. Business qualities of the leader. This includes skills in organizing the labor process, self-organization and managerial qualities of the leader:

• ability to plan their activities, knowledge of time management;
• desire for self-improvement;
• critical perception and the ability to rethink situations and the surrounding reality;
• erudition;
• the ability to teach others;
• openness to everything new, the ability to look for new forms and methods of work;
• skill to work in team;
• the ability to support and ignite people with a new idea;
• the ability to create a work team with a favorable psychological atmosphere for work;
• the ability to manage people, the desire to lead people, to achieve goals together;
• the ability to distribute attention, keep tasks of different directions in the head;
• logical and critical thinking;
• initiative;
• efficiency in solving emerging issues;
• the ability to identify primary goals and objectives;
• desire to succeed at any cost.

5 Qualities of an Ideal Leader

The qualities of an ideal leader will differ depending on which leadership level we are talking about. For example, a lower-level manager must be a good organizer, and a senior manager must be a strategist. In general, these are the main qualities of an excellent leader.

The knowledge of how to properly manage a team is rarely given to anyone from birth. A person appointed to a leadership position has to independently develop a style for managing subordinates, and some tips will help him in this.

The ability to lead a team is a rare quality that few people are born with. It is customary to call such people charismatic, capable of captivating others, rallying like-minded people around themselves to achieve their goals.

Deciding how to lead a team often falls to those who have received more modest talents by nature. They managed to achieve a leadership position due to their own perseverance and professionalism, but they are not enough to successfully manage subordinates. This statement does not mean that such people cannot become good leaders. They will be able to achieve such a goal with the development of certain character traits, the right strategy of behavior, and the development of a suitable style of relationships with employees.

How to lead a team without experience: leadership qualities

Before thinking about how to properly manage a team, you will have to thoroughly work on yourself. Only a person who has developed the appropriate character traits will be able to earn authority among subordinates. One of them is iron composure, unprecedented endurance. An individual-managed unit has to deal with many work tasks every day, and the stress associated with such work contributes to a nervous environment. Her calm, optimistic boss will discharge her, infecting the others with his own enthusiasm and cold-blooded confidence in the success of the undertakings undertaken.

The following quality is useful to any boss, including those who lead the choir. Demanding is a guarantee that the work of the unit will not stall. This quality should not be confused with despotism or authoritarianism - these anachronisms, which worked several decades ago, are not suitable as management methods in modern conditions. Demanding means the ability to get employees to complete their tasks.

Those who seek to understand how to learn how to lead a team will need to develop tough self-discipline. A good boss, by his own behavior, demonstrates the style of work that he requires from his subordinates. If he scolds employees for non-punctuality, he himself is obliged to come to the workplace “on call” (in the absence of scheduled business meetings outside the office). The negligence, inaccuracy of the boss will be mercilessly ridiculed by colleagues, will interfere with taking him seriously.

How to lead a team if you are the boss: building relationships

Knowing firsthand how to lead a women's team, people note one of the difficulties of such management - the prosperity of gossip. Such an unhealthy atmosphere negatively affects productivity. To prevent such a development of the situation will help the tactics of equal treatment of all subordinates. You can’t single out favorites and outsiders, encourage flattery in relation to yourself - but it’s worth it to restrain an employee for a job well done.

One of the principles of how to lead a new team will be useful to every boss. It does not hurt to get acquainted with all the members of your unit, remember at least the names and patronymics. If, due to the huge number of subordinates, personal communication with everyone is impossible, it is advisable to review their files stored in the personnel department. It is worth remembering the key circumstances of their life: the presence / absence of a family, professional skills.

Specialists who have knowledge of how to properly manage a small team remember the hackneyed truth: the boss shows friendliness to subordinates, but avoids familiarity. The latter is detrimental to productivity. An employee who allows a familiar attitude towards the boss ceases to take his words seriously, and begins to work half-heartedly.

Distribution of duties

Tips on how to effectively manage a team often include a recommendation to learn how to delegate authority. The correct organization of teamwork implies the allocation to each of those areas of common work where he is more competent than others, the establishment of clear deadlines, and periodically monitoring the progress of tasks. It does not hurt the boss to prepare several people from among his subordinates, who will then replace the boss himself, while he is on vacation, a business trip, or is sick.

If necessary, it is easier for a woman to find out from personal experience how to lead a women's team, since she knows the psychology of her own sex. Ladies, in addition to a certain penchant for gossip, are distinguished by their ability to imitate vigorous activity, in fact, doing needlework and other things that are far from work. This needs to be monitored and prevented. The cure for such slovenliness is hard work. Its quality performance is worthy of encouragement - at least praise.