Playing manager should have3one point of view

The achievement UP as for ability and the talent rearing ability to be able to point the different thing

While you producing your own achievement, the high-level ability also subordinate rearing to do simultaneously is required from the playing manager

When appointing manager job, many of enterprise appraise the ability and the achievement of work of that person, select the especially business result excellent person et. al.But, being here the fact that it is overlooked well is management ability.

“The ability to raise the person” is included in management ability.As for ability of the sufficient work which produces the achievement and ability of the management which includes subordinate rearing the completely different thing.If originally it is at the point where training regarding subordinate rearing is needed, but after this tendency of the times change is quick, growing management ability appoints to the manager how, calling also easygoing thing, and others the re increase it is.

While producing the achievement at the standpoint, playing manager, as for the manager where the match where the hurdle that is high it does subordinate rearing simultaneously, is required the multitude it is.Then, while you producing your own achievement, although it develops the ability of the subordinate and management power it improves as the manager who is reared, necessary three points of view are introduced.

1. Indication order type or coach type?

While social environment changes suddenly, information on of site is grasped, the power which pre-reads change is required from organization.to do so, management is required to migrate to the bottom-up from top-down. communication systems to carry out instructions from the instruction that you have decided on the, it is necessary to practice the communication manager of coach type to raise the upper part are on the scene to pull information from subordinate.

the following, it is a thing to compare the difference between imperative and communication coach type of conventional instruction.

instruction type instructions

• are targeting only the results of the evaluation
• that controls the actions of subordinates
• has focused on the weakness of subordinate
• have pushed his way
• tries to solve the problem yourself:

coach type

• rather than from the result, from the process are involved with a subordinate
• that support for subordinates voluntarily move
• has focused on the strength of the subordinate
• way of subordinate, admitted that the strength
• support so that it can resolve the problem yourself subordinates

your management style, what instruction type instructions? what type or coach? if, if you seemed inclined to instruction type instructions, please start by realizing that the coach adopt the style of the type.

2.that model??

in the boss you have ever served, people who are most impressive for someone, please remember. and, please try back the following scene.

• torikata of communication whether
• ask whether the way of work
• how’s commitment to work whether
• how to develop subordinates whether

in, please try to look back then how to deal with their subordinates. where similar to the way the boss will not do just remembered.

earliest people as a way to learn things, to make the human model are said to. ie, how dare you people are worse, i have adopted the method of their own people have been unconscious in the model also.

or enhance the ability of subordinates, please try to attention to the boss that has produced many excellent people. and, anew4please look back a single item. attention to the way people relate to that person’s communication and subordinates torikata, let’s incorporated from where you can immediately.

3.department even though it works without you?

department if it works even if you no longer have, is very important. if, or to advance the work you are bearing the brunt overall, after that they would solve the problem, to get the respect and attention can be temporarily, and does not last long, from the perspective of training subordinates. a competent manager, to achieve objectives and targets to draw attention to himself without, and, subordinates were involved in the work did in their has the power can be considered.

department or even move without me?
that people feel and has demonstrated the power of their own?

is to always ask yourself this thing.

talented players, transition to competent managers is not easy. but, patently1the one step forward when the two major shift has occurred. it, the results of their own than results of the subordinate when the viewpoint is moved to.

3with the perspective of one, dayplease look for the consciousness to the management. always a big shift will occur.