By : RNO
Good leadership is not just rely on course management skills and charisma. It will produce both compliance and respect from your subordinates. But more than that you have an obligation to continue to enhance the skills you have and improve the 'gap' that becomes you during this shortage as a leader. Surely you realize that leaders are human too, which certainly have an advantage especially lacking.
However, knowing how to repair deficiencies can be done effectively? One way is to ask for input or criticism from people who are in management you, under your leadership for a long time or who are used to engage with you so they can provide an objective critique and construct.
Basically there is no one likes being criticized, but believe that this one effective way to improve your leadership. How can you grow and become the leader of an accommodative and better if you do not know your weaknesses and are reluctant to fix it?
But in fact we live in a culture filled with a sense of 'shy', which is often difficult for you as a leader to ask for honest feedback or criticism from people who work under your leadership. There are fears that if they reveal your weaknesses in their eyes open, can-can they work at stake.
But there are some tricks that can help you to 'encourage' you to their employees do not hesitate and feel free to give you a critique of leadership.
1. Analysis yourself before asking again. In your opinion, what needs to be repaired short of your leadership? Which areas do you need the fix? When you ask your employees to give criticism, explain specifically what parts of yourself that need improvement. For example, do this for me is the leaders who are open to input on sales strategy?
2. Give the question 'provocation'. Remember that you should make your employees feel comfortable to give criticism. How to do this is by asking questions requiring elaborate answers, specific, but not to offend them. An example is: if you have a chance to hold my position, what would be the first thing you do? What can I do to ease your work? In your opinion what should I prioritize my work?
3. Select the right people. Choose someone who can give criticism in a competent, healthy and appropriate. Pick people who are familiar with your leadership and performance for a long time, employees who know your responsibilities, people who are not overtly 'target' your office and people are open to changes.
4. Do not be defensive. Once again, remember that you need a critique of your employees so you can become a better leader for them. There is no perfect leader, but you are obligated to continue to improve themselves for the sake of professionalism. If you give your employees who felt offended criticism, delivered in a less elegant or not you agree, do not directly argue and provide an overreaction. You're asking for their opinions, then listen to and thank.
5. Remember that you have the power to determine the criticism which would you apply. The decision to consider or ignore each criticism you have on hand. Your employees is one source that can provide critique and feedback, but not the only source
However, knowing how to repair deficiencies can be done effectively? One way is to ask for input or criticism from people who are in management you, under your leadership for a long time or who are used to engage with you so they can provide an objective critique and construct.
Basically there is no one likes being criticized, but believe that this one effective way to improve your leadership. How can you grow and become the leader of an accommodative and better if you do not know your weaknesses and are reluctant to fix it?
But in fact we live in a culture filled with a sense of 'shy', which is often difficult for you as a leader to ask for honest feedback or criticism from people who work under your leadership. There are fears that if they reveal your weaknesses in their eyes open, can-can they work at stake.
But there are some tricks that can help you to 'encourage' you to their employees do not hesitate and feel free to give you a critique of leadership.
1. Analysis yourself before asking again. In your opinion, what needs to be repaired short of your leadership? Which areas do you need the fix? When you ask your employees to give criticism, explain specifically what parts of yourself that need improvement. For example, do this for me is the leaders who are open to input on sales strategy?
2. Give the question 'provocation'. Remember that you should make your employees feel comfortable to give criticism. How to do this is by asking questions requiring elaborate answers, specific, but not to offend them. An example is: if you have a chance to hold my position, what would be the first thing you do? What can I do to ease your work? In your opinion what should I prioritize my work?
3. Select the right people. Choose someone who can give criticism in a competent, healthy and appropriate. Pick people who are familiar with your leadership and performance for a long time, employees who know your responsibilities, people who are not overtly 'target' your office and people are open to changes.
4. Do not be defensive. Once again, remember that you need a critique of your employees so you can become a better leader for them. There is no perfect leader, but you are obligated to continue to improve themselves for the sake of professionalism. If you give your employees who felt offended criticism, delivered in a less elegant or not you agree, do not directly argue and provide an overreaction. You're asking for their opinions, then listen to and thank.
5. Remember that you have the power to determine the criticism which would you apply. The decision to consider or ignore each criticism you have on hand. Your employees is one source that can provide critique and feedback, but not the only source
Tidak ada komentar:
Posting Komentar