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In one company, an employee works as a production manager, never before ex-boss. They took him because he is very good specialist, thought that they would grow a leader out of him. As a result, he has no authority in the team, he is afraid to make decisions himself. Looking for someone else is unrealistic (very small salary). Question: how to grow up to a leader, a person who is essentially not a manager, how to help him gain the authority of employees?

Unfortunately, it will not be possible to forcibly make a leader out of a former executor, and with what older man, the longer he worked as a performer before, the more difficult it will be for him to change himself, to break. First of all, his internal painstaking work is necessary. But he agreed to this position, it means that I wanted to change something in myself, in life! Therefore, not everything is lost, but you need to help him, support him.

The first thing that is needed is for him to learn to make independent decisions and then be responsible for their consequences. If he is a good specialist, then he should cope with this. It is much more difficult for a bad specialist in a leadership position when he does not know what to do and solves issues with a shout. Let your psychologist work with him every day, talk, support, analyze various production situations. On the other hand, active assistance is needed at the initial stage. senior manager, expressed in support of the decisions made by the employee, showing a certain respect for his opinion in public (at meetings, operational meetings and in ordinary production situations). A person must feel that there is a high demand from him, but his voice is also decisive.

You should also send him to training, trainings such as “Effective personnel management”, “Tough negotiations”, etc. help well. Which one is better, you need to decide on a psychologist who will work with him. For example, a person does not know how to organize people, then teach him effective leadership. Or he is a soft person, he does not know how to firmly defend his position, speak, demand, set conditions. Then “tough negotiations” are appropriate, etc., there can be many options. It is necessary to figure out what most prevents him from being a leader: not the ability to rigidly defend his opinion, the lack of his own opinion, not knowing how to organize the work of his subordinates, or something else.

If this option of soft entry into a managerial position does not work, the last stressful option remains (to wake up the leader in it): it is necessary to create conditions under which it is necessary to make decisions immediately and give orders rigidly, without thinking about their correctness, in order to avoid accidents or deaths . You are unlikely to be able to fully simulate such a situation, but to exaggerate the possible consequences, especially when the subject does not have complete information, for example, is at home, it is quite possible. In production, there are more than enough such situations, you just need to choose the “good” moment.

It can look different, for example, the rise of the subject by the management in the middle of the night with a message about an emergency and a strict requirement to immediately call the same masters to work as soon as possible. In such a stressful situation, the "vein" of the leader should wake up in him according to the principle "either me or me." The only thing is that there really should be an emergency situation, maybe just not so acute. In production, you can come up with many different options for such independent stress training. Only a higher leader should know about them and carry them out.

At the same time, one should be aware of the danger that a specialist may finally break down, and all subsequent attempts will be useless or simply quit after that.

Mansurov Ruslan Evgenievich

Every team needs a leader. He must be able to competently and fairly distribute responsibilities, make decisions, and determine a business development strategy. To do this, you need to have a certain set of qualities. It’s good if a person has natural charisma and becoming a real pack leader is not a problem for him. But what if you worked for your uncle yesterday and are accustomed only to obey and carry out orders? This and much more will be discussed in this article.

What qualities should a leader have?

A true leader is the soul of a team. His orders are carried out with pleasure, he can correctly state his requirements. Even just punishment from such a person is accepted humbly and without offense. To earn such authority, one must possess the following qualities.

To be fair

Employees are very sensitive to discrimination. If for the same jamb one worker is torn in the tail and mane, and the other is scolded with a smile and released, you can forget about authority. There should not be any favorites in the team - all subordinates should be treated equally. Exceptions can be made only by beginners. They are forgiven for minor mistakes - everyone understands this very well.

The same goes for setting goals. It often happens that a team has 2-3 executive employees and all the rest. So, they ship mainly these two or three. Remember the saying: if you want the task to be completed quickly, find the busiest person and entrust it to him. Many leaders go exactly this way and act fundamentally wrong. This, of course, is convenient, but about a loyal attitude from the side good employees you can forget.

Subordinates will accumulate grievances and not even an hour, they will go to work for a fairer competitor, where their talents will be appreciated.

A fair leader sets tasks depending on the qualifications of the employee. The most experienced and competent workers receive tasks more difficult, beginners - simpler. The most important thing in this case is. Qualified employees should earn more than less pumped ones. This will force the latter to work better in order to get more money.

Make these principles part of yours - you will see how the attitude of employees towards you and towards work in general will change.

The leader must be competent

To earn prestige the manager must understand all the intricacies of the work process. Without this, it is impossible to correctly set tasks - everything will turn out in the format “bring me something, I don’t know what”. Not without reason in Soviet times, most directors grew up "from the bottom", having gone from a simple worker to a top manager. This allowed me to feel in my own skin all the subtleties of the work process.

Let's take an example. You instructed an employee, for example,. You yourself have never done this and have no idea how this happens, what is needed for this and how much time it will take. At the same time, you give the employee three days to complete the task. After this time, the employee reports that he did not have time, for which he receives a well-deserved, in your opinion, punishment.

In fact major mistake You did it, not the subordinate. Three days of time for searching for suppliers, negotiating and concluding contracts, clarifying controversial issues is very little. You did not know about it and put in fact impossible task. For this not to be necessary at least in in general terms imagine how a particular process occurs and how much time it takes.

The leader must competently delegate authority

There was one interesting case in my practice. The owner of a large online store, a respectable aged man, did not know how to distribute responsibilities at all. It's not that he couldn't or didn't want to - he just didn't trust anyone. The store was located in a standard office, where managers, attendants and the head himself sat.

When someone needed printer paper, the boss personally went to the warehouse to give it out - God forbid, a cunning employee drags home a few sheets. It got to the point that the owner personally poured liquid soap in the restroom, changed rolls of toilet paper and went to buy ballpoint pens.

Why are we telling all this? For you to understand: a leader digging in the restroom does not command respect and you can completely forget about any authority. Employees will only laugh at such a boss and make sarcastic jokes behind his eyes.

That's why - important skill of a true leader. You should never do what someone else can do for you and better than you. That is why you hire people and pay them a salary. Start doing work for employees - and they will very quickly sit on your neck. Teach people to be independent, otherwise they will always run to you for any trifle.

A leader must be able to admit mistakes

To err is common to everyone. Even the most experienced professional in his field sometimes makes mistakes. This is fine. The main thing is not to be afraid to admit it. But do not indulge in humiliating apologies, especially to subordinates. Calmly report that you made a mistake and the work needs to be redone.

If you see a junior employee offering a better solution than your own, don't insist on your choice. No, you can, of course, turn on the format “I'm the boss, you're a fool” and force you to do it your way, but this will definitely not win the case. Nothing will happen if you do what your employee suggests. Praise the person for a more optimal offer - and let him do it his own way. Your authority will not suffer from this, and employees will keep in mind that, in which case, you can be convinced with weighty arguments.

A true leader must be stress resistant

You can scold the work “for an uncle” as much as you like, but it has one undoubted plus. This very uncle brings you a salary on a silver platter twice a month. Where he gets this money and how he solves problems - you don't give a damn. Take it out, as they say, put it in.

You yourself become such an “uncle”. On you, capable of unbalancing anyone. Stressful situations are inevitable. best advice that you can give - never give up. There are many examples when newly minted entrepreneurs quit their business only because they could not stand the stress, and then greatly regretted it.

Examples of stressful situations:

• lack of funds. A very common situation, especially at the initial stage of the development of an online store;
• staff errors. If wrong, there will definitely be problems;
• fines and sanctions of regulatory authorities. Tax, Rospotrebnadzor - the state closely monitors business, identifying various violations of the law;
• dissatisfied buyers. One such character can give you all of the above problems combined.

A leader must be able to motivate staff

What is hidden behind the buzzword “motivation”? Many people think that paying for a job is a good reason to do your job well. Say, the employee receives a salary and this is quite enough. However, this is not so, in any case, the workers definitely do not think so. There will always be those who will be indignant: “Yes, I, yes for this money, but never!” - and so on.

So how do you arrange it so that, giving yourself entirely common cause? There are several ways:

• financial interest. Salary is salary, and a person must clearly understand the relationship between the quality of his work and the amount of money he earns. If one works hard, and the other at the same time beats the buckets and both get the same, then the first one's enthusiasm will end very quickly. Prizes for Good work, bonuses best employee months / years - these are the tools that motivate very well;
• make the employee feel like part of the team. You are all doing the same thing. Everyone is important - from the director to the ordinary manager. To understand the contribution to the common cause is a great thing;
• set a personal example. If the manager is always absent from the workplace, in difficult situation do not call him, but working time he only does what he sits in in social networks- worthless to such a leader. A real leader is always in the thick of things, he works for ten people and is ready to solve any issue;
• general leisure. Joint trips to picnics, sporting events and even simple corporate parties are very strong. The team feels like one big family, and it is customary in the family to help each other. Why not motivation?

A leader must work hard and truly love his job.

Read biographies of successful businessmen. Very often these people work 24 hours a day, 7 days a week. This is impossible without a sincere passion for the idea. We often repeat: there is no commercial vein - there is only titanic work and amazing performance. These are the qualities of a true leader. And if you manage to infect the staff with your example, your team simply will not be equal.

How to develop the qualities of a leader

Some people have this talent by nature. Some are less fortunate - then you will have to seriously work on yourself in order to cultivate leadership qualities. It will be especially difficult for those who have never worked in leadership positions and are learning the wisdom of managing people for the first time in their lives. So what do you need to do to become a team leader?

1. Attend trainings. It is not easy to independently sort out in yourself what was laid down in childhood. Many are simply embarrassed to give orders, scold employees for wrongdoings and speak harshly with partners when necessary. Trainings under the guidance of experienced psychologists will help overcome all these barriers. In the classroom, you will work out a lot of stressful situations with people you don't know. This will help to learn the correct behavior in real "combat" conditions. Get ready: it will be very hard, but the result will exceed all your expectations.

2. Read. There are so many books available now on how to become a leader. We can recommend a few:

• Maxim Batyrev - “45 manager tattoos”. The author himself has worked in leadership positions for many years and shares his experience in the book;
• Yitzhak Adizes - "The Ideal Leader". The book is written in simple and accessible language about how to become a truly effective leader;
• Kevin Ferbach and Dan Hunter - "Involve and Conquer". The book talks about the popular practice of game thinking and its application in business.

3. Constantly improve your skills. As we have already said, the leader must be, first of all, competent in most matters. This requires skill development. This applies not only to the administrative side of the issue, but also to most of the purely technical nuances. Read books, attend seminars and conferences. Firstly, you will always be aware of new trends, and secondly, you will become a true professional in your field and will be ready to solve any problems.

4. Work on yourself. Reflection is a very important and useful thing. Make a habit of asking yourself at the end of the day, “What did I do wrong today and how could I have done better?” This simple and good habit will allow you to learn how to analyze your actions and find the optimal model of work.

Conclusion

Finally, let's give one more very important advice. There should be only one leader in the team. In the end, the leader is the person who always has the last word in any situation. Even the most intelligent people can have diametrically opposed views on the same issue. The leader must personally make the decision and be responsible for it. And the rest are obliged to make this decision and execute it. Otherwise, the company may start a mess, and this can harm the cause.

• What is the most important skill for a CEO and how to develop it.
• What qualities of leaders do employees value?
• What does it mean to be a highly professional leader.
• How to develop managerial and leadership qualities.

The most important leader quality, even the shy one – the ability to make decisions and take responsibility. Can this be learned?

Some believe that leadership qualities in a person are natural, others are sure that they can be brought up in oneself.

The most important qualities of a leader

We honestly asked CEOs What qualities do they think they should have? modern leader. And that's what happened.

• sociability - 57.5%;
• resistance to stress - 48.4%;
• the ability to determine priorities - 47.1%;
• self-confidence - 44.3%;
• energy, endurance and vitality - 43.4;

In our survey, respondents could choose multiple answers.

But what qualities of their leaders are actually admired by today's employees:

• the presence of a strategic vision - 71%;
• self-confidence - 69.2%;
• the ability to create a team - 66.5%;
• the ability to determine priorities - 58.8%;
• sociability - 58.8%.

How good are you as a leader: a quick test

Even if you think you know everything about the work of a leader and how lead the company to success Let's take this simple test. Test yourself with a test from the editors of the magazine "General Director".

Business and professional qualities of a leader

Emotional balance is among the key ones. The leader must remain psychologically stable in any situation, setting an example for subordinates.

Self confidence is also one of the main qualities of a leader, necessary when interacting with subordinates. Confident man reflects balance and calmness, which also becomes an example for employees.

Stress tolerance considered a fundamental personality trait. You need to always keep a "sober head", not to succumb to stress and panic, not to allow employees to be overly emotional. The ability to make decisions under any unexpected circumstances is, we recall, of paramount importance.

How to manage stress as a leader (7 tips)

Striving for victory- so that the manager can charge employees with enthusiasm. It is the desire to win that allows leaders to move forward. career ladder, since this ability is adjacent to self-confidence.

The positive business qualities of a leader are considered provided that negative goals are not hidden with them. For example, an unscrupulous leader can hide behind entrepreneurial spirit, who can easily cover up his attitude to work.

Among the main professional (business) qualities that any manager can develop, one can also note:

• Practical intelligence- the ability of logical and critical thinking, with the flexible, fast and efficient use of their experience, knowledge to solve specific practical tasks. Mandatory, but insufficient quality. The ability to work with information and the ability to communicate with people equally affect the effectiveness of management.
• social intelligence- the ability to understand and correctly interpret the feelings of other people, putting oneself in the place of another, with an understanding of what to demand from a particular person and what is not worth it. It consists in the ability to behave according to the situation, with the creation of an atmosphere that will create favorable conditions to do business.
• Adequate self-esteem- the ability of self-observation, self-control, criticality, correction in one's behavior. A manifestation of inadequate self-esteem is the selective perception of information. inability correct assessment their possibilities, professional competence, inflated self-esteem causes a situation where the manager takes on tasks beyond his strength.

As we approach the top of the managerial pyramid, the amount of highly specialized knowledge required decreases. In particular, it is not necessary for the president of the company or the director of the plant to have a thorough understanding of the production technology as much as he knows it. chief technologist. But a top manager needs to understand whether their production processes meet world standards, they need to know the economic and technological ties of the industry's enterprises, the most promising product options.

Managers and senior executives need to have professional qualities creating the basis for:

1. Identification of the problem, taking into account the relationship with other management tasks.
2. Making optimal decisions, taking into account the opinion of different experts.
3. Operational management and control of the work of subordinates.

With the growth of the level of management will also increase necessary requirements regarding the psychological qualities of leaders - including ability to think ahead, sense of responsibility, purposefulness and persistence. The ability to socially activate other people, charging them with the proper energy, self-confidence, and will, is also of great importance.

For lower levels of management, attention is paid to propensity for systematic daily work, the ability to quickly reorient to changes in the current situation.

Hard and soft leadership

AT modern world the concept of "management leadership" has firmly entered the theory and practice of management, and the leadership qualities of managers have become an indispensable element of management. Depending on the hard or soft approach to personnel management, management leaders, primarily CEOs, are required to lead hard or soft.

soft leadership

A soft approach to human resource management is based on the principle of matching the interests of the company and the employee. This principle is supported by the personnel management system: the company seeks and recruits its employees. Such employees not only have the knowledge, skills and experience that are necessary to succeed in official duties but also by personal characteristics that determine the efficiency of business processes and a positive atmosphere in the company (in one case - innovative, in the other - team, in the third - aimed at development and self-improvement, etc.). Such a personnel management system creates and maintains a fairly effective feedback and actively uses the method of delegation of authority.

With a soft approach to personnel management, emphasis is placed on the qualitative aspects of management, such as the commitment of the company's employees and their satisfaction. The goal is to create optimal conditions for unlocking the potential and strengthening the motivation of employees to achieve.

Companies that have chosen this approach need managers who have the traits of a soft leader, able to provide their colleagues with support, training and coaching assistance, encourage their active participation in solving problems, inspire action, inspire creativity. Features of soft leadership are a short distance between the leader and followers, wide participation of followers in the development and decision-making, constant dialogue. The conditions for the leader to maintain his leadership are his authority as an expert in the subject area, inspiring respect personal qualities(consistency, honesty, openness, decency) and the unconditional strength of the individual, but the main thing is the coincidence of the values ​​of the leader and followers.

Tough leadership

A strict approach to human resources management is based on the principle of non-coincidence of the interests of the company and the employee. In this case, the personnel management system does not provide for the waste of time, effort and resources to search for their employees: work is carried out with those who are accepted into the company. Therefore, a rigorous HR system focuses less on staff commitment and satisfaction than on performance indicators that are easily measurable. The purpose of personnel management in this system is to obtain maximum benefit at minimum cost.

Companies that adopt this approach need leaders who have the traits of a tough leader who can influence, persuade, take, and take sole responsibility for themselves. decisions made. With this approach, “sentiment” fades into the background. The features of tough leadership are a large distance between the leader and followers, the concentration of power and responsibility in the hands of the leader, the undeniable obedience of followers, the replacement of dialogues with monologues (the principle of interaction between the leader and the subordinate - “if you want to talk to me, then be silent!”). Hard leadership for success requires charismatic leaders - able to inspire others with an irrational belief in themselves. The conditions for the leader's leadership are not so much his charisma (few people have it), but the control of resources and the preponderance of power ("administrative resource").

What role to play

In the ranking of leadership competencies in demand in modern conditions management, competencies associated with tough leadership, which is necessary to solve not so much strategic as tactical management tasks, dominate. It is significant that the leaders themselves value leadership competencies, which for the time being are not in demand by their companies and are associated with strategic management and gentle leadership.

Of course, it is easier to be a tough leader than a soft leader. But the practice of personnel management used in leading companies convincingly shows that sustainable competitive advantages have companies whose leaders have built a management system based on trust, support and development, and not on fear, high responsibility of managers with resignation of staff.

How to develop leadership skills as a manager

Keep your hands clean. The main problem facing the leader is to maintain a balance between the desire to be in the know and the scale of the tasks to be solved. A leader who is not afraid to get his hands dirty may end up trying unsuccessfully to control everything and everyone. If your hands are too dirty, then you are doing the work for subordinates. Some employees will happily go out for coffee while the boss does their work, but others will feel cheated and robbed.

Draw. To make the idea more accessible, try sketching it. If this is difficult for you, study children's drawings: children are excellent at transferring a mental model of the world to paper.

Invite employees to criticize you. Without provocation it is impossible to learn anything new. The author of the book came to the conclusion that the most fast way understand how to become better - listen to the critical statements of others. But how to get people to share their opinion, especially the negative one? Start your next meeting by asking, “How do I get things done?” When John Maeda did this, his interlocutors often asked in surprise if he was joking. However, the author warns, do not immediately act in accordance with the comments. We must learn to highlight the most valuable of what has been said. After all, everyone has different opinions, and the advice of one employee may contradict the recommendations of another.

Communicate with employees personally. If you do not have the opportunity to meet with each employee, ask department heads to circulate necessary information. This method is less efficient, but the information will still be reported in the right context.

• Strategic Leadership: 6 Qualities That Make Good Leaders

How to develop managerial qualities as a leader

The ex-president of Coca-Cola and Revlon, Jack Stahl, wrote the book Seven Basic Management Skills for Leaders at All Levels in 2008, in which he shared the secrets of management. The success of any leader, he is sure, depends on the ability to influence people. This is what you need to learn first. The methods proposed in the book are not always humane, but they are always effective. We read the book and wrote down the main recommendations for effective management.

Set your own goals. It is better to achieve 80% of the maximum goal than to overfulfill a not-too-ambitious plan. For example, the North American division of The Coca-Cola Company has set itself the goal of growing by 8% every year. Real growth was only 6%, but it was still more than expected with less stringent planning. Find an approach to people. When I joined Revlon in 2002, I understood why it had not been possible to extract the appropriate financial results. Six thousand employees of the company had no idea what their corporation was striving for and what their role in this process was. Discussions between divisions helped, during which rank-and-file employees suggested good ideas regarding product packaging and merchandising.

Help employees improve their skills. The owner of a small restaurant allowed students to study during working hours. At first they served visitors, and then they prepared for study in the back rooms. This was cheaper than urgent replacements for “sick” employees who were actually catching up with the curriculum.

Formulate the main advantage of the brand. State in one paragraph what is special about your product or service. These phrases are the foundation marketing strategy. Marketing resources are always limited, so try to be specific about who is in your target audience and target those consumers.

Talk to clients. Ask them about work and business development plans, try to understand how you can be useful to them in achieving their goals. One day we learned that one of our company's major clients (Coca-Cola) was preparing to list its shares on the New York Stock Exchange. We offered our consultations, because we had similar experience and were well versed in the issue. Our interest in successful development client company has strengthened partnerships.

When talking about achievements, use numbers. Employees are not always able to understand how their actions affect the change in the value of the business. Help them see the connection between their day-to-day activities and the growth of the company's capitalization. Do not limit your communication with investors either. In the 1980s, Coca-Cola gave the investment community detailed information about their businesses in the US and abroad. I believe that it was this openness that contributed to the growth of the company's capitalization over the next ten years.

Leaders are able to see the future, look into the future. They have a clear and often unconventional idea of ​​where they are going and what they are trying to achieve. This quality distinguishes them from ordinary managers. The presence of a certain vision of the future is what is characteristic of these outstanding people. Foresight transforms a transaction manager into a change leader. The average manager only gets the job done, but the true leader inspires his followers.

2. Courage

Courage is the willingness to take action without any guarantees. Courage is the most striking of the qualities of an excellent leader. It is known that the future is always for those who take risks, and do not strive for security. It belongs to leaders who are willing to leave their comfort zone and take risks to keep their company alive and thriving in any economic situation.

WHAT TO DO. Constantly and persistently act in order to move towards your goals. This way you put yourself in an advantageous position. The more action-oriented you are, the more confident you will feel and the more likely you are to do the right thing at the right time and win.

3. Honesty

Honesty is the most respected and valued quality of outstanding people and leaders of all stripes. Being truthful means always keeping your promises. They must be given carefully, even reluctantly.

WHAT TO DO. If you make a promise, you must keep it.

4. Modesty

The best leaders are strong and determined, yet humble people. Modesty does not mean weakness or suspiciousness, it means that a person is confident enough in his abilities, knows himself and knows how to recognize the value of other people, and not see them as a threat to his position. Humility allows you to admit that you are wrong and your inability to give answers to all questions. In addition, modesty helps to recognize the merits of others.

WHAT TO DO. What distinguishes humble leaders is that they always strive to be better and never stop learning. Start studying specialized literature. Grow and always listen to the leaders in your industry.

5. Foresight

Good leaders have excellent strategic thinking. They are able to look ahead and foresee with some accuracy in which direction the industry and markets will develop. Leaders have the ability to anticipate trends much earlier than their competitors. They constantly analyze events to understand where the market is going, what is likely to happen in it in three months, six months, a year and two years.

WHAT TO DO. Thanks to scenario planning determine the worst possible trouble that your company can expect. And then draw up a clear plan of action in case an unfavorable development of events materializes. This way you prepare the company for any changes.

6. Purposefulness

Leaders always focus on the needs of the company and the moment. They focus on results, that is, what they themselves, employees and the company as a whole must achieve. Leaders rely on strengths, their own and other people. They focus on the strengths of their company, its greatest success in satisfying demanding customers in a highly competitive market.

WHAT TO DO. To maintain calm and clarity of mind, you must refuse to spend even a second worrying or getting angry about something that you cannot change. Instead, channel your precious mental and emotional energies into the options available to you and your subordinates to constructively correct the situation now and solve the problem today.

7. Interaction

An absolutely indispensable condition for success is the ability to achieve coordinated work from all employees in order to achieve the same goals. Ability to choose and cooperate with efficient workers will positively influence the development of your organization.

WHAT TO DO. Make it a rule to maintain good relationships with all key employees every day.

Other helpful tips and exercises to develop leadership skills can be found in the book by Brian Tracy

So, the manager must first of all realize his place among the employees, and in no case should he become on the same level with them. The task of the leader is to solve current problems and achieve high results in the work of the company. His work will be effective if he manages to create a healthy, team and productive team aimed at winning.

What a leader should be able to do: anticipate the likelihood of the development of certain events, find weaknesses in competitors or opponents, and purposefully organize his subordinates.
What drives the leader: the desire for a goal, the desire to improve the organization, the desire to gain more respect and material benefits, the realization of the need for self-expression, ambition and healthy competition.

In addition, a real leader cannot do without science. To do this, you need to learn the basics of the art of management. After all, armed with your own mind and science, you can achieve results much faster and more efficiently. Why rediscover something that has long been known. It is enough to study the historical experience of management.
If these factors are harmoniously combined in a person, then it will be quite easy to lead.

So, supervisor- this is a person who is perfectly oriented in reality, having vocational training, with a sense of responsibility and focused on hard and productive work.