Integrating the human dimension as an essential factor of performance in the management of teams and individuals
Let every man do perfectly what is expected of him, and it’s all up with us!
Introducing, and then giving life to close, effective management in team leading and one-to-one relationships
Helping a manager:
- Understand that is role is to help each team member to excel himself/herself, shift from a function rationale to an assignment rationale, and think TEAM and shared CHALLENGES.
- Integrate into his assignment the “trainer” part: as an instructor and a coach, a manager should support each team member with a view to taking on responsibility, DEVELOPING and GROWING.
- Control the operational procedures, attitudes and behaviours of his role.
- Giving sense to action, and having its intentions known.
- Explaining the issues, the PROJECT, and the aims, and mark the stages.
- Promoting positive visions and attitudes.
- Having values shared, favouring team cohesion and players co-operation.
- Being future-oriented and looking for superior performance.
- Co-ordinating roles and responsibilities.
- Organising lateral relations.
- Directing and piloting activity, delegating assignments etc…
- Training, coaching, promoting professional development, and developing initiatives.
- Showing “implacable” kindness: 100% kind and 100% demanding.
- Congratulating, criticising, stimulating (signs of recognition) and expressing your genuine confidence.
- Remaining available and listening, expressing feelings, being fair, and accepting consequences…
Organising and evaluating
- Organising and managing priorities; being proactive.
- Controlling, evaluating activities, and correcting defective practice.
- Analysing and rewarding good results.
- Taking action against “offside” attitudes or behaviours.
Like a director preparing a symphonic concert: causing the orchestra to like the score, putting the orchestra in unison, enhancing each soloist’s talent, and giving the right tempo.
Your go, Maestro!