10 Skills To Stimulate The Team's Maximum Potential

If you lead the knowledge type staff And IT project managers, you need to learn special leadership skills to lead employees, make them contribute creatively, and develop their ability to solve problems independently. This article will introduce a variety of methods, you can put these methods into practice, so as to lead your team to maximize their potential.

Only if your team members succeed, can you be a successful leader. This article introduces some basic leadership skills to help your team reach its peak. These skills are aimed at those leaders who manage knowledge workers and project managers in the IT industry. If you are a leader in other industries, although most skills can be applied, they can not be copied completely.

1 pay attention to results and efficiency It's not attendance time.

When you manage a knowledge-based employee, you should not punch in to work or work hours unless there is a time coverage problem involving customer service (for example, you must provide sufficient service within the call time). Instead, you should set clear goals for employees to finish work 40 hours a week. They are required to attend important meetings on time and be on call when working together.

If necessary, provide them with remotely working tools. Then, let them themselves. Administration Own time. The result is to tell your employees: you trust them. If you can't trust people who work for you, that's another thing. Strictly manage until you trust them; or tell them to look for other opportunities.

2 let team members grow old.

Ensure that team members are in their respective posts. This is especially important if you take over a team that has already begun to take shape. Evaluate all team members and reorganize teams for better chance of success. Don't change your function just because someone has worked for a long time in a certain post. As long as you think he can make more contributions in other positions, you should seriously consider adjusting. Employees may not be willing to make such changes, so you still need to work harder to convince them that such changes are to achieve the best interests of both individuals and companies at the same time.

Some team members may not know where their strengths are. You can guide them to "discover strengths and create success".

3 let members participate in their favorite projects.

Another way to get members in the right position is to find out the real interests of their members and see if they can put their enthusiasm into their posts. This sometimes transfers certain members to their less experienced posts. If you are sure that they are qualified for their job according to their previous performance, it is very worthwhile to do so, because their enthusiasm will be a strong desire for learning and growth. Once they do their best, their enthusiasm will be a powerful driving force for innovation and growth.

4 make the best use of the best people.

When you have a good chance to promote the development of the company, you have to step back and think who is the best person to be the leader. In addition to looking for / selecting candidates who are competent or enthusiastic, you also need to focus on those who have successful records. Sometimes there is only one chance, they may miss it. Therefore, even if some members are to be transferred from some important positions, you should use the best person at the best time.

5 balancing challenging goals and realistic goals

Establish performance culture by setting positive goals and urging employees to report regularly. However, the goal should not be too high, otherwise employees will soon be unable to keep up with them, and believe that they will never achieve their goals. This means that you must periodically re evaluate the goal's feasibility (at least once a season) to decide whether they need to reduce or increase their work tasks.

6 trust your employees and make them realistically understand.

The typical characteristics of knowledge workers are providing creative solutions and decisions. They need to keep sharp thinking to achieve the best performance. The responsibility of management is to create an atmosphere of cultivating and encouraging that creativity. One of the best things you can do is to let employees know that you trust them and know that you believe that they have the ability to do good work, solve problems and finish work on time. If you don't trust them, you can either manage them well or get rid of them.

7 avoid blame team members.

Whenever any enterprise (or organization) falls down, there will be unsatisfactory things. After failure, do an analysis (even if it's informal), find out what's wrong and learn from it. If it is a personal mistake, deal with them privately. If necessary, let them know what they hope to do next time they encounter similar incidents again. Do not criticize them publicly, directly or indirectly, such as meetings or mass mails. If you do that, you will face the following danger: for fear of making mistakes and avoiding problems (or avoiding innovation), members will not spend enough time doing creative work.

8 correctly terminate projects to foster innovation.

Another important part of training innovation is to understand how to effectively and appropriately terminate projects. Sometimes failure will expose some employees' weaknesses, but sometimes even excellent employees will fail in the project. Finding out the difference between the two situations is one of the abilities of an excellent manager. If a good employee is in charge of a bad project, the failure of the project does not mean that the person who manages the project is poor because the project can not be realized at all.

Therefore, you should not be too nervous. You should take this project as a learning opportunity and reassign the project manager. Otherwise, you will make your employees too risk averse, and they will no longer be willing to invest in the next big project, or they will no longer be willing to take bold steps in managing projects. Such an atmosphere will soon stifle progress.

9 don't give all the answers - train your employees to think independently.

You are the manager, you are the leader. But that doesn't mean you have to take all the good ideas. If you don't ask your opinion first, your employees are hesitant and unable to make decisions, which means that you do not give them reasonable power.

If your employees can't make decisions on their own, you should change your strategy. When they give you information about a particular question and ask how to do it, you should ask them, "what do you think?" they may be surprised at the beginning, but after many times, they will think first, discuss and make suggestions, and then come back to you.

10 let employees know why and reach a consensus.

As a manager, one of your major responsibilities is to communicate new progress and strategic transformation with employees. And the worst thing you do is that your employees have formed ideas to do something, so you put forward a completely new way, which will seriously affect their daily work.

When you suddenly tell them new ways, they naturally contradict and doubt. Whenever possible, they will be pleased to inform them of changes in advance and let them know the relevant reasons. If they disagree with the reasons for your explanation, they can express their different opinions. They can even give warnings and questions before finalizing the final plan.

When you are making plans or changing strategies, there is a better way to let team members brainstorm ideas, and then you can gather their ideas and feedback. Sometimes, you may have to take a surprise attack in a team, but you must try not to do so. Even if you have to do that, you have time to tell them the reasons behind the decision.