Am \u00eenceput dezvoltarea personala pe\ncont propriu c\u0103ut\u00e2nd performan\u021ba… managementul performan\u021bei… ierarhie… delegare…\nlucruri noi pentru mine, de altfel. \u00cens\u0103, dup\u0103 c\u00e2\u021biva ani \u00een care echipa nu a „func\u021bionat”\ntocmai bine (oamenii nu m\u0103 ascultau) a venit \u0219i momentul con\u0219tientiz\u0103rii unei\nsepar\u0103ri \u00eentre manager (eu) \u0219i coechipieri. <\/p>
Primul pas dificil a fost sa con\u0219tientizez c\u0103 echipa mea se aseam\u0103n\u0103 mie, pentru ca un manager creeaz\u0103 cultura colectivului confirmat si de psihologia grupurilor, sau imaginea lor, denumita „imago de grup”. <\/p>
\u00centr-un final am acceptat... Problema eram eu.<\/pre>Cel mai r\u0103u a durut c\u0103 eu gre\u0219isem p\u00e2n\u0103\natunci, altern\u00e2nd \u00eentre diverse stiluri de conducere: de la \u201eone man show\u201d\n(haotic) p\u00e2n\u0103 la a fi tiranic \u0219i, \u00eentr-un final, un management orientat c\u0103tre\nperforman\u021b\u0103. \u0218tiam de le \u00eenceput c\u0103 doresc s\u0103 continui s\u0103 m\u0103 dezvolt, cer\u00e2nd\nasta de la majoritatea joburilor \u00eenc\u0103 de la interviuri.<\/p>
Care este\ntipul t\u0103u de conducere? <\/p>
Personal, am \u00eencercat s\u0103 le pun \u00een\naplicare pe toate dar, p\u00e2n\u0103 nu am ajuns s\u0103 con\u0219tientizez situa\u021bia din prezent\nnu am reu\u0219it s\u0103 schimb nimic cu adev\u0103rat. C\u00e2nd am realizat aceasta, echipa era\ndeja format\u0103 \u0219i \u201emarcat\u0103\u201d de stilul managerial abordat de mine anterior, a\u0219adar\nschimbarea nu a fost vizibil\u0103\/suficient\u0103- \u00eenc\u0103 eram v\u0103zut drept omul care am\nfost.<\/p>
Tu unde e\u0219ti ast\u0103zi?<\/p>
Stilul \u201eOne Man Show\u201d<\/strong><\/strong><\/h4>
Din p\u0103cate este un stil adoptat de\nmul\u021bi antreprenori afla\u021bi la \u00eenceput de drum- cu entuziasm \u0219i ambi\u021bie de a avea\nsucces, f\u0103r\u0103 o viziune bine conturat\u0103 \u00een unele cazuri \u0219i nici un plan pe termen\nlung. <\/p>
Performan\u021ba \u0219i rezultatele sunt\nlimitate din cauza faptului c\u0103 managerul \u00eenc\u0103 face micromanagement. Astfel,\ntotul se face cu implicarea sa… Chiar dac\u0103 volumul de munc\u0103 pe care acesta \u00eel\npoate presta poate fi mare, cele 24 de ore dintr-o zi \u00eel limiteaz\u0103.<\/p>
Pentru personalul aflat \u00een companii de\nmici dimensiuni firma func\u021bioneaz\u0103 \u201edup\u0103 toanele unui singur om\u201d, produc\u00e2ndu-se\nconfuzii sau frustr\u0103ri membrilor echipei. Managerul conduce \u00een concordan\u021b\u0103 cu\ntr\u0103irile interioare. \u00cen plus, are \u00eenc\u0103 multe roluri de natur\u0103 opera\u021bional\u0103: de\nla v\u00e2nz\u0103ri la contabilitate sau post\u0103ri pe re\u021belele de socializare. Astfel,\nmediul de lucru devine stresant, situa\u021bia reflect\u00e2ndu-se \u0219i \u00een \u00eencas\u0103rile\nlunare de multe ori… Totul pare imprevizibil, un efort de supravie\u021buire.<\/p>
Ce ajut\u0103 aici? <\/p>
Un mentor sau cineva cu experien\u021b\u0103 care\ns\u0103 ofere suport pentru formarea echipei \u0219i culturii organiza\u021bionale. Cursuri\nmai multe, training-uri… educa\u021bie. Mai mult personal pentru acoperirea\nrolurilor opera\u021bionale, preferabil cu experien\u021b\u0103. Un plan de afaceri este util\npentru a observa de unde pornim \u0219i p\u00e2n\u0103 unde mergem, care sunt pa\u0219ii de f\u0103cut\n\u0219i responsabilii. <\/p>
Stilul Managerial <\/strong><\/strong><\/h4>
Se \u00eent\u00e2lne\u0219te preponderent \u00een\ncompaniile de dimensiuni medii sau mari. Echipele sunt formate \u0219i reglementate\nprintr-o organigram\u0103 ce cuprinde roluri distincte. Este o structur\u0103 de tip \u201eExecutive\u201d,\ncomparabil\u0103 cu \u201eSuits\u201d- „Eu sunt aici \ud83d\udc46 tu e\u0219ti aici \ud83d\udc47, mergi \u0219i f\u0103-\u021bi treaba!”. Oamenii\nse pot sim\u021bi \u00een acest caz neaprecia\u021bi, ignoran\u021ba, vina \u0219i critica ap\u0103r\u00e2nd frecvent.\nPoten\u021bialul echipei este limitat de c\u0103tre manager.<\/p>
Ce ajut\u0103 aici? <\/p>
Po\u021bi apela la un coach pentru a dep\u0103\u0219i\nblocajele personale sau po\u021bi vorbi cu manager senior ce ia \u00een considerare\npartea uman\u0103 a muncii, unul care s\u0103 \u00een\u021beleag\u0103 \u0219i s\u0103 asculte.<\/p>
Stilul Performant <\/strong><\/strong><\/h4>
\u00cen acest pas lucrurile sunt foarte\nclare: strategia, planul, procesele \u0219i rolurile fiind trasate clar. Echipele\nlucreaz\u0103 independent, iar managerul e manager. Firma este deja con\u0219tient\u0103 de\nno\u021biuni precum: leadership, coaching, cultur\u0103, viziune, valori. Din cauza\nluptei pentru gradul cel mai \u00eenalt de eficacitate \u0219i eficien\u021b\u0103 angaja\u021bilor le\neste greu s\u0103 p\u0103streze echilibrat\u0103 balan\u021ba via\u021b\u0103 personal\u0103-munc\u0103. Cu toate\nacestea, compania func\u021bioneaz\u0103 foarte bine. S\u0103 nu uit\u0103m, \u00eens\u0103, de urm\u0103torul\ninconvenient: liderii se implic\u0103 inutil \u00een anumite sectoare datorit\u0103\nimportan\u021bei reu\u0219itelor managerului \u00een ciuda celor \u00eenf\u0103ptuite de echip\u0103. <\/p>
Ce ar ajuta aici? <\/p>
Consider c\u0103 un mentor nu este tocmai potrivit, dat\u0103 fiind natura problemelor ap\u0103rute- acestea se datoreaz\u0103 credin\u021belor \u0219i blocajelor personale. \u00cen aceast\u0103 situa\u021bie un Coach poate fi de ajutor, al\u0103turi de nelipsita educa\u021bie si dezvoltare personala a managerilor, in speran\u021ba decontamin\u0103rii de ego neconstructiv si un leadership prin propriul exemplu. <\/p>
Stilul\u201e Succes Comun\u201d<\/strong><\/strong><\/h4>
Pentru a aborda acest stil este\nnecesar\u0103 o perioad\u0103 de tranzi\u021bie a c\u0103rui durat\u0103 depinde \u0219i de resursele alocate\nprocesului. <\/p>
V\u0103d aceast\u0103 etap\u0103 ca o asumare a\nculturii, respectiv o echip\u0103 real\u0103, format\u0103 \u0219i unit\u0103, care nu mai lupt\u0103 pentru\nobiective individuale. \u00cen aceast\u0103 situa\u021bie fiecare membru \u00ee\u0219i asum\u0103 r\u0103spunderea\nfa\u021b\u0103 de propriile rezultate, dar \u0219i ale celorlal\u021bi. Colectivul poate fi\ncomparat cu o familie. <\/p>
Compania este condus\u0103 cu ajutorul unei\nviziuni \u0219i a unor principii, nu doar \u00een vederea atingerii obiectivelor de\nperforman\u021b\u0103 \u0219i profit. Educa\u021bia \u0219i dezvoltarea sunt sprijinite. Exist\u0103\ndeschidere, \u00eencredere, colaborare… nu mai exist\u0103 \u201eeu-firm\u0103\u201d, nici \u201eei-noi\u201d.\nNimeni nu e p\u0103c\u0103lit sau folosit- este o situa\u021bie de c\u00e2\u0219tig mutual pentru manageri,\npersonal, societate.<\/p>
Ce ajut\u0103 aici?<\/p>
Liderul sau liderii s\u0103 „\u00ee\u0219i mai ia\npulsul” din c\u00e2nd \u00een c\u00e2nd pentru a se asigura c\u0103 r\u0103m\u00e2n cu picioarele pe\np\u0103m\u00e2nt. \u00cen acest fel suntem asigura\u021bi c\u0103 anumite lucruri nu r\u0103m\u00e2n doar\ndeclarative, iar liderii sunt cu adev\u0103rat deschi\u0219i, f\u0103r\u0103 obiective proprii. <\/p>
Educa\u021bia<\/strong><\/h4>
Personal\nam ajuns \u00eent\u00e2mpl\u0103tor la un mastermind John\nMaxwell de dezvoltare personala, leadership. Apoi am continuat pe acela\u0219i drum\nal dezvolt\u0103rii personale, dorind mai mult.<\/p>
Se\nzice ca un lider nu ar trebui sa conduc\u0103 pana nu si-a \u00eenceput propriul drum de\ndezvoltare personala si ideal sa nu fie chiar la \u00eenceputul lui. F\u0103r\u0103 a fi capabil sa vezi mai mult din peisaj\n(comportamente, convingeri, nevoi, pe tine), nu i\u021bi vei putea ajuta echipa si\nnu vei dispune de resurse suficiente pentru situa\u021biile provocatoare. Am ajuns\nsa cred din proprie experien\u021ba ca pentru a fi capabil sa por\u021bi cu succes o discu\u021bie\ndificila cu o persoana, ar fi nevoie sa ai un nivel mult mai mare, poate chiar\ndublu (ca sa fac vizual) pentru a face asta. Pentru ca de la a \u00een\u021belege mai\nbine situa\u021bia, pana la a putea explica foarte bine si a putea \u00een\u021belege si\npersoana din fata ta, mai sunt c\u00e2\u021biva pa\u0219i.<\/p>
Cred c\u0103 \u00een fiecare firm\u0103 ar trebui s\u0103\nexiste o bibliotec\u0103 cu c\u0103r\u021bi privind domeniul de activitate al companiei pentru\na oferi posibilitatea angaja\u021bilor s\u0103 creasc\u0103, s\u0103 se dezvolte chiar \u0219i \u00een timpul\nprogramului de lucru. Mai mult dec\u00e2t at\u00e2t, prin coaching, training-educa\u021bie\noamenii \u00ee\u0219i pot alege singuri propriile obiective de dezvoltare sau vis-a-vis\nde munca zilnic\u0103 ori aspira\u021bii profesionale. Toate aceste activit\u0103\u021bi trebuie\ncorelate cu bugetele \u0219i obiectivele \u00eentreprinderii, \u00een condi\u021biile existen\u021bei\nunei deschideri reale pentru a asculta \u0219i chiar o transparen\u021b\u0103 a sumelor\nalocate. Si daca nu se face\nasta, e\u0219ti sigur ca vrei sa lucrezi cu oamenii care r\u0103m\u00e2n? <\/p>
Care este\nstilul pe care \u00eel recuno\u0219ti la tine sau la \u0219eful t\u0103u?<\/p>
Contacteaz\u0103-m\u0103\npentru training sau coaching pentru tine \u0219i echipa ta. <\/p>","protected":false},"excerpt":{"rendered":"
Tipuri de leadership:
\nHaotic
\nManagerial
\nPerformant
\nInterdependent
\nPropria dezvoltare personala este o obligatie asumata a liderilor.<\/p>\n","protected":false},"author":1,"featured_media":730,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_ppp_document_settings_meta":"","footnotes":""},"categories":[23,7],"tags":[102,104,103,105],"class_list":["post-782","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coaching-ro","category-serviciile-noastre","tag-dezvoltare-personala","tag-echipa","tag-leadership","tag-management"],"acf":[],"yoast_head":"\nCe tip de lider esti? - Coach & Business Consultant - Alin Constantin<\/title>\n<meta name=\"description\" content=\"Coach for better results. Business Consultancy, Training, Motivational Speaches, Digitalisation, Sales Development\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/alin-constantin.com\/ro\/ce-tip-de-lider-esti\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ce tip de lider esti? - Coach & Business Consultant - Alin Constantin\" \/>\n<meta property=\"og:description\" content=\"Coach for better results. 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