Chatting with a friend about a problem a few days ago, it has always been argued: "as a middle-level managers, bosses say hello, you've succeeded; or employee says Hello, you've succeeded?" We'll not answer this question, the first clear, what is a middle-level manager, it's the development of the company and how important is it?
Middle managers is linked to senior leaders and grass-roots workers of bridges and ties, is both a performer and a leader. They should be responsible for senior leadership, but also to guide grass-roots workers, and also participating in some specific work, belongs to the set of communication, coordination, orchestration, of professional and technical roles. Across the enterprise operation, middle managers play an irreplaceable role in their good or not, determines the level of competitiveness of high and low; Therefore, enhancing the management skills of middle-level managers work, is the key to ensure the smooth implementation of the decision.
Middle management is crucial, but it is bad when, on the boss, there are employees, left and right there are siblings, under one person, above all people, boss, employees staring at, around, under siege. Grass-roots employees often face psychological refuses to obey, disagree with senior leaders such as "sandwich cake", no-win question that middle managers feel the most tired, weak implementation of top think middle, middle-level like the grass-roots feel, and individuals and businesses lose.
Although many middle managers have strong breakthrough and the desire to improve yourself, but most people also feel about yourself is not the law, and even into some errors. For example, middle managers often have four roles of cognitive errors: 1) mediocre managers: megaphone; 2) ignorance of managers: subordinate to say what is what; 3) hero-type managers: flamboyant way, Messier; 4) Thanksgiving-type managers: do not know the authorized, everything hands-on.
Once role cognition error occurs, it is encountered in the work of confusion. For example, the rule over the rule of law;; Command is greater than the system boss leapfrog management under leapfrog report sector coordination difficulties play space is too small; strong repetition of work; relationship is more important than ability. So I feel my work, thankless task.
In this era of rapid development, to lessons learned through failures, and lessons learned is not feasible, practical work is not that much time left for middle managers to grow, perhaps one failure will kill a career, therefore, many people are opting for more simple and effective way, attending aware consultation training courses.
Damien advisory team of consultants based on their own work experiences in a number of large companies, helped many middle managers set up roles, managers must master the basic knowledge. Has participate in had this a training courses of middle management, put he get of returns summary for five points: break inherent thinking mode, improve itself cultivation, created active of work environment, let team rich vitality; learned application vision to management team, and will vision turned into specific work target to guarantee organization of implementation force; full understand incentive of connotation, recognize employees real of "by points", adjustment mood, increased achievements sense, lit employees of enthusiasm; master effective guide employees of method, Able to follow up and coaching the employees work; think of different methods, different people really follow, and organizational performance. Middle-level managers with these gains returned to work, get good results, whether it is under the management and execution of, with less effort.
I think now the beginning of the problem has the answer: boss says Hello, you may be successful; employee said hello, you're not successful, they say hello, you are finished connecting function, is an excellent middle-level managers. Jack Ma elected global United Nations women represented
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