One of my role models and mentors has died two weeks before this last Christmas. She was my mom. And throughout his life, she taught me more about managing and dealing with people than any textbook I have read. You see, she just practiced what I call the golden rule of management - "do unto others what you would have them unto you" - every day. Her teaching and example, she taught me how to lead, persuade, manage and motivate others. However, one of the most talked about and least understood or practiced skills in business today is how to effectively manage and motivate people. Correct people management techniques are the keys to the success of any organization or company. Let's look at some of these.
In the preparation of business plans, develop a safe strategy for motivating customers to buy. Understanding their buying behavior, how they prefer to receive information, where they are, what keeps them at night, to make them successful - these are just some of many questions to answer in developing a strategy to motivate them to purchase products, services and information from your business. the same discipline must go into dealing with more important audience -. your employees
Employees # 1 key to success
Many think that the customer is king, and eventually it is the customer who brings revenue to your business. But some interesting things taking place in management today. A few years ago wrote a book touting the guest # 2 Employees of the book, he said, was # 1 in any business or organization. The logic is that if employees are happy, empowered to make decisions and embrace the vision, values and brand promise of the company, they will be more passionate about their jobs and better to go the extra mile in accordance customers happy. In essence, they become your best brand ambassadors for your company or organization. .
Think of those of those companies with which you want to do the job. You are treated with friendly, fair and with respect .. You see that employees are happy and sincerely enjoy their jobs. They greet you by name. They are there to answer your questions. They make you feel like royalty. You can enjoy the experience of dealing with them. Even if you do not like the solution, they find a way to make your experience enjoyable. It is simply the golden rule of management .... into action.
For these employees, management has found the key to motivating and helping them feel part of an authorized organization that is focused on the customer.
Performance pressure-packed. Even today, companies and organizations have to produce results for the impatient owner. In stressful times, managers can employ harsh tactics and shouting and swearing, or they can practice the golden rule of reasonable management-type tactics. Let me explain.
golden rule of management ... in action
the world of sports is full of examples on both sides of this equation management. When I played football, "Back in the day, coaches are screamers and hollerers. Every little mistake is scrutinized, criticized and put up to public ridicule. I remember on one occasion, a teammate missed blocking assignment during the game and coach it has been addressed before the entire team at halftime. He asked a player what he should do on a particular game. A teammate gave the right answer to his question, not once, but thrice. Coach then hurled an obscenity-laced tirade toward the player, something like "blankety-blank, blank, then why not do it? Needless to say, this teammates confidence was shattered. Nobody likes to be belittled in public ... Another tenant golden rule of management is proud of the public, private right Maybe it was because that style of coaching "from fear and intimidation" did not win us any championships, although some, screamers and hollerers not win games and achieve results - to ask, but at what cost?
One of the greatest miracles is to raise others to reach their full potential and performance level. This year, two NFL Super Bowl head coaches - Indianapolis' Tony Dungy and Chicago's Lovie Smith - are perfect examples of that. Both are class acts and have proven to be great motivators without degrading the player (employee), they have found the best way to get the most out of each individual is to be firm and fair and to make sure they understand that it is a team that wins or loses, rather than individuals. They have mastered the technique for getting individuals to work together toward a common goal - the success of the team
.It is interesting that neither the hollerers or screamers. They respect their players, their employees. They treat them as a huge asset for the organization. They are positively motivate the players to overcome their mistakes to improve their personal skills. players know that every team member is a vital cog - a key contribution - the overall success of the team. In fact, Coach Dungy does not tolerate profanity in his players. He does not like and do not use it, so why should they. It is rare in today's world of professional sports. Again - the golden rule of management in the game
.Positive always trump negative
A few years ago, I heard the speech of a very successful NBA coach who explained how he changed his style of coaching and found more success. He is a person who screams or hollerer, and found success in the regular season, but something is missing in the crucial late stages of games that cost the team victories over opponents less, and entry into post-season playoffs. He said: "We kept punching a player on the game situation and what should and should not do in these crucial times ."
In recapping the season without a playoff berth, he talked with his aides and asked, "Why are our players to do what we tell them not to do?" One of the assistant replied: "Maybe they're doing what we taught them. The pressure of the game, they did not distinguish between what they should do and should not do, as a result do what we have put in their minds ... light and went to the NBA coach changed his style of teaching only the positive things that you should do in game situations, we were taught .. He said the results were dramatic errors were in tight games that are exactly how the team performs. were taught. They are playoffs every year after that and eventually vied for the NBA title.
rating - all love it
All of us love to receive feedback. Of course, we would like to hear more praise than negatives, but in how the message is delivered to motivate us. We all want to perform well. A few years ago, the experiment took place in a bowling alley. Two teams were videotaped bowlers during matches, and then coach visited with them. One team saw a videotape of the match with all the errors removed. Coach focused only on the positive power of each player and described and reinforced what they did right. They did not see their mistakes.
Team Two also saw the edited video to match, but this is included only on the mistakes that he made. coach this team offered suggestions on how to improve the team's performance.
After receiving feedback, whether the return in which both teams showed improvement. However, a team that has received positive reviews improved 100 percent more than the team that is focused on their mistakes. Building on the positive aspects of performance is far better than focusing on the negative.
The power of positive people management can not be underestimated. Mom was right. The golden rule of management is not working. Employees are # 1 Be positive in his comments (Praise in public, private right because you can attract more bees with honey than with vinegar.) Be firm but fair. Make sure your employees understand and embrace the vision of your organization. And then enable them to interact with their customers.
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