The main qualities of a leader that can and should be developed. How to cultivate the qualities of a good leader? How to develop the boss in you

What is the most important skill for a CEO and how to develop it.
What qualities of leaders do employees value?
What does it mean to be a highly professional leader.
How to develop managerial and leadership qualities.

The most important leader quality, even the shy one – the ability to make decisions and take responsibility. Can this be learned?

Some believe that leadership qualities in a person are natural, others are sure that they can be brought up in oneself.

The most important qualities of a leader

We honestly asked CEOs What qualities do they think they should have? modern leader. And that's what happened.

sociability - 57.5%;
resistance to stress - 48.4%;
the ability to determine priorities - 47.1%;
self-confidence - 44.3%;
energy, endurance and vitality - 43.4;

In our survey, respondents could choose multiple answers.

But what qualities of their leaders are actually admired by today's employees:

the presence of a strategic vision - 71%;
self-confidence - 69.2%;
the ability to create a team - 66.5%;
the ability to determine priorities - 58.8%;
sociability - 58.8%.

How good are you as a leader: a quick test

Even if you think you know everything about the work of a leader and how lead the company to success Let's take this simple test. Test yourself with a test from the editors of the magazine "General Director".

Business and professional qualities of a leader

Emotional balance is among the key ones. The leader must remain psychologically stable in any situation, setting an example for subordinates.

Self confidence is also one of the main qualities of a leader, necessary when interacting with subordinates. A confident person reflects poise and calmness, which also becomes an example for employees.

Stress tolerance considered a fundamental personality trait. You need to always keep a "sober head", not to succumb to stress and panic, not to allow employees to be overly emotional. The ability to make decisions under any unexpected circumstances is, we recall, of paramount importance.

How to manage stress as a leader (7 tips)

Striving for victory- so that the manager can charge employees with enthusiasm. It is the desire to win that allows leaders to move forward. career ladder, since this ability is adjacent to self-confidence.

The positive business qualities of a leader are considered provided that negative goals are not hidden with them. For example, an unscrupulous leader can hide behind entrepreneurial spirit, who can easily cover up his attitude to work.

Among the main professional (business) qualities that any manager can develop, one can also note:

Practical intelligence- ability of logical and critical thinking, with flexible, fast and efficient use their experience, knowledge to solve specific practical problems. Mandatory, but insufficient quality. The ability to work with information and the ability to communicate with people equally affect the effectiveness of management.
social intelligence- the ability to understand and correctly interpret the feelings of other people, putting oneself in the place of another, with an understanding of what to demand from a particular person and what is not worth it. It consists in the ability to behave according to the situation, with the creation of an atmosphere that will create favorable conditions to do business.
Adequate self-esteem- the ability of self-observation, self-control, criticality, correction in one's behavior. A manifestation of inadequate self-esteem is the selective perception of information. inability correct assessment their capabilities, professional competence, inflated self-esteem become the reason for a situation where the manager takes on tasks beyond his strength.

As we approach the top of the managerial pyramid, the amount of highly specialized knowledge required decreases. In particular, it is not necessary for the president of the company or the director of the plant to have a thorough understanding of the production technology as much as the chief technologist knows it. But a top manager needs to understand whether their production processes meet world standards, they need to know the economic and technological ties of the industry's enterprises, the most promising product options.

Managers and senior executives need to have professional qualities creating the basis for:

Identification of the problem, taking into account the relationship with other management tasks.
Making optimal decisions, taking into account the opinion of different experts.
Operational management and control of the work of subordinates.

With the growth of the level of management will also increase necessary requirements regarding the psychological qualities of leaders - including ability to think ahead, sense of responsibility, purposefulness and persistence. The ability to socially activate other people, charging them with the proper energy, self-confidence, and will, is also of great importance.

For lower levels of management, attention is paid to propensity for systematic daily work, the ability to quickly reorient to changes in the current situation.

Hard and soft leadership

AT modern world the concept of "management leadership" has firmly entered the theory and practice of management, and the leadership qualities of managers have become an indispensable element of management. Depending on the hard or soft approach to personnel management, management leaders, primarily CEOs, are required to lead hard or soft.

soft leadership

A soft approach to human resource management is based on the principle of matching the interests of the company and the employee. This principle is supported by the personnel management system: the company seeks and recruits its employees. Such employees not only have the knowledge, skills and experience that are necessary to succeed in official duties, but also by personal characteristics that determine the efficiency of business processes and a positive atmosphere in the company (in one case - innovative, in the other - team, in the third - aimed at development and self-improvement, etc.). Such a personnel management system creates and maintains a fairly effective feedback and actively uses the method of delegation of authority.

With a soft approach to personnel management, emphasis is placed on the qualitative aspects of management, such as the commitment of the company's employees and their satisfaction. The goal is to create optimal conditions for unlocking the potential and strengthening the motivation of employees to achieve.

Companies that have chosen this approach need managers who have the traits of a soft leader who is able to provide support, training and coaching assistance to their colleagues, encourage them Active participation in solving problems, inspire actions, inspire creativity. Features of soft leadership are a short distance between the leader and followers, wide participation of followers in the development and decision-making, constant dialogue. The conditions for the leader to retain his leadership is his authority as an expert in subject area that command respect personal qualities(consistency, honesty, openness, decency) and the unconditional strength of the individual, but the main thing is the coincidence of the values of the leader and followers.

Tough leadership

A strict approach to human resources management is based on the principle of non-coincidence of the interests of the company and the employee. In this case, the personnel management system does not provide for the waste of time, effort and resources to search for their employees: work is carried out with those who are accepted into the company. Therefore, a strict HR management system focuses not so much on the commitment and satisfaction of the staff, but on performance indicators that are easy to measure. The purpose of personnel management in this system is to obtain maximum benefit at minimum cost.

Companies that follow this approach, need leaders who have the traits of a tough leader, able to influence, persuade, take and take sole responsibility for their own decisions made. With this approach, “sentiment” fades into the background. The features of tough leadership are a large distance between the leader and followers, the concentration of power and responsibility in the hands of the leader, the undeniable obedience of followers, the replacement of dialogues with monologues (the principle of interaction between the leader and the subordinate - “if you want to talk to me, then be silent!”). Hard leadership for success requires charismatic leaders - able to inspire others with an irrational belief in themselves. The conditions for the leader's leadership are not so much his charisma (few people have it), but the control of resources and the preponderance of power ("administrative resource").

What role to play

In the ranking of leadership competencies in demand in modern conditions management, competencies associated with tough leadership, which is necessary to solve not so much strategic as tactical management tasks, dominate. It is significant that the leaders themselves value leadership competencies, which for the time being are not in demand by their companies and are associated with strategic management and gentle leadership.

Of course, it is easier to be a tough leader than a soft leader. But the practice of personnel management used in leading companies convincingly shows that sustainable competitive advantages have companies whose leaders have built a management system based on trust, support and development, and not on fear, high responsibility of managers with resignation of staff.

How to develop leadership skills as a manager

Keep your hands clean. The main problem facing the leader is to maintain a balance between the desire to be in the know and the scale of the tasks to be solved. A leader who is not afraid to get his hands dirty may end up trying unsuccessfully to control everything and everyone. If your hands are too dirty, then you are doing the work for subordinates. Some employees will happily go out for coffee while the boss does their job, but others will feel cheated and robbed.

Draw. To make the idea more accessible, try sketching it. If this is difficult for you, study children's drawings: children are excellent at transferring a mental model of the world to paper.

Invite employees to criticize you. Without provocation it is impossible to learn anything new. The author of the book came to the conclusion that the most fast way understand how to become better - listen to the critical statements of others. But how to get people to share their opinion, especially the negative one? Start your next meeting by asking, “How do I get things done?” When John Maeda did this, his interlocutors often asked in surprise if he was joking. However, the author warns, do not immediately act in accordance with the comments. We must learn to highlight the most valuable of what has been said. After all, everyone has different opinions, and the advice of one employee may contradict the recommendations of another.

Communicate with employees personally. If you do not have the opportunity to meet with each employee, ask department heads to circulate necessary information. This method is less efficient, but the information will still be reported in the right context.

Strategic Leadership: 6 Qualities That Make Good Leaders

How to develop managerial qualities as a leader

The ex-president of Coca-Cola and Revlon, Jack Stahl, wrote the book Seven Basic Management Skills for Leaders at All Levels in 2008, in which he shared the secrets of management. The success of any leader, he is sure, depends on the ability to influence people. This is what you need to learn first. The methods proposed in the book are not always humane, but always effective. We read the book and wrote down the main recommendations for effective management.

Set yourself high goals. It is better to achieve 80% of the maximum goal than to overfulfill a not-too-ambitious plan. For example, the North American division of The Coca-Cola Company has set itself the goal of growing by 8% every year. Real growth was only 6%, but it was still more than would have been expected with less stringent planning. Find an approach to people. When I joined Revlon in 2002, I understood why the brand hadn't been able to extract a proper financial result from the brand before. Six thousand employees of the company had no idea what their corporation was striving for and what their role in this process was. Discussions between divisions helped, during which rank-and-file employees suggested good ideas regarding product packaging and merchandising.

Help employees improve their skills. The owner of a small restaurant allowed students to study in working time. At first they served visitors, and then they prepared for study in the back rooms. This was cheaper than urgent replacements for “sick” employees who were actually catching up with the curriculum.

Formulate the main advantage of the brand. State in one paragraph what is special about your product or service. These phrases are the foundation marketing strategy. Marketing resources are always limited, so try to be specific about who is in your target audience and target those consumers.

Talk to clients. Ask them about work and business development plans, try to understand how you can be useful to them in achieving their goals. One day we learned that one of our company's major clients (Coca-Cola) was preparing to list its shares on the New York Stock Exchange. We offered our consultations, because we had similar experience and were well versed in the issue. Our interest in successful development client company has strengthened partnerships.

When talking about achievements, use numbers. Employees are not always able to understand how their actions affect the change in the value of the business. Help them see the connection between their day-to-day activities and the growth of the company's capitalization. Do not limit your communication with investors either. In the 1980s, Coca-Cola gave the investment community detailed information about their businesses in the US and abroad. I believe that it was this openness that contributed to the growth of the company's capitalization over the next ten years.

Leaders are able to see the future, look into the future. They have a clear and often unconventional idea of where they are going and what they are trying to achieve. This quality distinguishes them from ordinary managers. The presence of a certain vision of the future is what is characteristic of these extraordinary people. Foresight transforms a transaction manager into a change leader. The average manager only gets the job done, but the true leader inspires his followers.

2. Courage

Courage is the willingness to take action without any guarantees. Courage is the most striking of the qualities of an excellent leader. It is known that the future is always for those who take risks, and do not strive for security. It belongs to leaders who are willing to leave their comfort zone and take risks to keep their company alive and thriving in any economic situation.

WHAT TO DO. Constantly and persistently act in order to move towards your goals. This way you put yourself in an advantageous position. The more action-oriented you are, the more confident you will feel and the more likely you are to do the right thing at the right time and win.

3. Honesty

Honesty is the most respected and valued quality of outstanding people and leaders of all stripes. Being truthful means always keeping your promises. They must be given cautiously, even reluctantly.

WHAT TO DO. If you make a promise, you must keep it.

4. Modesty

The best leaders are strong and determined, yet humble people. Modesty does not mean weakness or suspiciousness, it means that a person is confident enough in his abilities, knows himself and knows how to recognize the value of other people, and not see them as a threat to his position. Humility allows you to admit that you are wrong and your inability to give answers to all questions. In addition, modesty helps to recognize the merits of others.

WHAT TO DO. What distinguishes humble leaders is that they always strive to be better and never stop learning. Start studying specialized literature. Grow and always listen to the leaders in your industry.

5. Foresight

Good leaders have excellent development strategic thinking. They are able to look ahead and foresee with some accuracy in which direction the industry and markets will develop. Leaders have the ability to anticipate trends much earlier than their competitors. They constantly analyze events to understand where the market is going, what is likely to happen in it in three months, six months, a year and two years.

WHAT TO DO. Through scenario planning, identify the worst possible disaster that your company can expect. And then draw up a clear plan of action in case an unfavorable development of events materializes. This way you prepare the company for any changes.

6. Purposefulness

Leaders always focus on the needs of the company and the moment. They focus on results, that is, what they themselves, employees and the company as a whole must achieve. Leaders rely on strengths, their own and other people. They focus on the strengths of their company, its greatest success in satisfying demanding customers in a highly competitive market.

WHAT TO DO. To maintain calmness and clarity of mind, you must refuse to spend even a second worrying or getting angry about something that you cannot change. Instead, channel your precious mental and emotional energies into the options available to you and your subordinates to constructively correct the situation now and solve the problem today.

7. Interaction

An absolutely indispensable condition for success is the ability to achieve coordinated work from all employees in order to achieve the same goals. Ability to choose and cooperate with efficient workers will positively influence the development of your organization.

WHAT TO DO. Make it a rule to support every day a good relationship with all key employees.

Other helpful tips and exercises to develop leadership skills can be found in the book by Brian Tracy

How to become a leader? Surely this question was and is of interest to the majority of employees who are subordinate to someone. It is quite natural, since "the soldier who does not dream of becoming a general is bad." Today on the shelves bookstores you can find a lot of literature on how to "break into the bosses."

At the same time, it is paradoxical that there is no universal recipe for how to become a leader. The question is different: whether you are the boss or not is up to you...

Today you can often hear: “I can’t become a boss because I don’t have the right connections". Is “business acquaintances and connections” really keywords? Not at all. Even if some rich offspring is put in the chair of the boss, he can bankrupt the company in a matter of days. Why? Yes, simply because he had never done it before. Certain skills, abilities, experience, qualities and psychological attitude are also important here. And it is important not only to learn how to manage, but also to do it well. Before answering the question of how to become a leader, let's define what the concept generally means: "manage".

What is "manage"

Leading means being able to organize, plan, control and motivate people. This also includes the ability to competently set tasks and manage subordinates.

The ability to select personnel and make decisions in difficult times is also one of the facets of good leadership.

A leader who enjoys authority among subordinates: who is he?

How to become a good leader? It should be noted that a successful leader almost always knows how to achieve the goal. Remarkable is the fact that employees and bosses often have the opposite. For example, the boss wants the employee to work more efficiently even with a small salary, and the latter wants to increase his salary, and he does not want to be more active in work. If you want to know how to become a good leader, then you must understand one simple truth for yourself: “A kind boss (what is called“ your own person ”), in which his employees do not have a soul, is a bad manager.”

Is it possible to love a person if he makes you work? Unlikely. A good manager is a person of strong convictions who will stick to his line in any circumstances. Of course, such a boss may become objectionable for some employees, but the interests of the company should always come first.

Ideal Boss

Considering the question of how to become a leader, it should be noted that the latter must be able to establish contact with his subordinates. Employees must treat their boss with respect. In the process managerial work both negative and positive moments will arise, and in order to maintain a favorable climate in the work team, it is important to use not only a stick, but also a carrot. Do not be stingy with praise for your employees and reward them for their work if they deserve it. Errors and flaws in work should be punished, but first you need to talk with the offender and bring to him the idea that in the future there should not be such excesses in work.

Inspire the team

Have no idea how to become a successful leader? You must understand that bosses are the driving force labor collective, and the success of the enterprise depends on how well he will be motivated.

For example, in the near future it is necessary to implement important project. Invite subordinates to the office and explain to them how important it is to the company. Be sure to listen to the views of employees on how they see its implementation. Again, psychologically set up subordinates for this work and promise to reward those who have distinguished themselves with cash bonuses based on its results.

Personal example

There is another key moment how to become an effective leader. You must become a role model. First of all, it concerns the appearance. A business suit, an elite perfume, shoes polished to a shine, a leather briefcase - this is the image of a modern businessman. Come to work on time. Be the master of your word: if you promised something, do it. Keep in mind that subordinates pay attention to this, and your authority in the workforce will depend on this.

Support employees during difficult times

Remember that your subordinates are, first of all, people, and each of them can have difficult periods in their lives. Support them psychologically, give them a certain amount of money, give them a few days of rest. But do it for those who are really in trouble, and not trying to manipulate you.

Can a woman be a competent manager?

Many representatives of the weaker sex are concerned about the question of how to become a leader for a woman. Is it real? It is generally accepted that only men can perform leadership functions, and the role of women is to support and protect the family hearth.

One way or another, but the ideas of feminism are quite popular in society today, and ladies have proven that they can be successful business women. But how do you become one? Again, there is no universal answer to this question, but businesswoman must possess certain qualities, skills and experience. Dedication, willingness to work 24/7 high level professionalism, responsibility, ability to build relationships with subordinates, maintain labor discipline, charisma, faith in victory - these are the main components of the success of an enterprising woman. And, of course, every business woman should be able to dress appropriately and choose the right accessories for business suit. However, we should not forget that the outfit in the office should be not only strict, but also beautiful.

A woman leader should not start office romances with subordinates. In some cases, male favorites become "gray cardinals" in the company, who gradually begin to secretly manage affairs. Naturally, such bosses can subsequently greatly harm the interests of the company, and it is possible that everything will have to start from scratch. Separate work and personal relationships.

What is important to remember when there is a great chance to become the head of the department

A huge number of managers are puzzling over how to become a department head. Naturally, to prove to the higher management that you are worthy of this position is not an easy task. As a rule, initiative, responsible, executive and sociable employees who are able to quickly find a common language with their colleagues receive a promotion. But even after you have been entrusted with heading an entire department, you must work with your subordinates, otherwise you can again go back to the status of an ordinary employee.

First, you should always find time for your wards and talk with each one personally, discussing a particular problem. Secondly, one should not in an insulting way point out to them the mistakes and flaws in the work. Be sure to consult with your subordinates on how, in their opinion, you need to do in a particular situation. Only in this way will you gain credibility with them.

Qualities of a leader

How to become a first class leader? Of course, in addition to all of the above, you should cultivate leadership qualities in yourself. And who is a leader?

In a broad sense, this is a person who knows how to lead crowds of people. Well, the bosses of them are the best, because they know how to organize work in such a way that their subordinates' eyes are on fire from what they are professionally doing. How to become a leader? You need to learn to set goals and achieve them, to be self-confident, to be able to adapt to the situation, to be an intellectual. Such a person never loses heart and does not lose heart, he endures all troubles and failures. A leader is such an energetic nature that he infects others with his enthusiasm.

The leader-leader does not just help his employees achieve a certain goal, but also worries that at the same time each employee can reveal his potential to achieve a common result.

If you are already a boss, but at the same time want to become a leader, although you do not consider yourself one, then the following recommendations will be useful to you.

First, analyze your management style in detail. You must determine what are the strengths of your leadership and which ones need to be adjusted. There are even special tests that help to find out how you good boss. Secondly, think about what qualities inherent in you are used to manage, how relevant they are in general. Everything is very simple. If something interferes or is ineffective, then it must be excluded. Thirdly, the leader must regularly set new tasks for his wards, because this is the only way to assess the scale of creative potential. Fourth, you must be a role model for your employees. They should have a burning desire to be like you - this is an indicator that you are a real leader-manager.

Conclusion

One way or another, but most people want to manage, not obey someone. Anyone can lead, but competent leadership is a whole science, which sometimes you comprehend for many years. As already emphasized, for effective management It is not enough to be a professional in your field, you also need certain qualities. Remember that it is in the chair of the boss that it will be most difficult for you to prove that you are the best, since so many are aiming for your place.

Nowadays everyone wants to be independent and successful person. Perhaps there is not a single person who at least once in his life did not ask himself the question: “How to succeed and how to cultivate the leadership qualities of a leader?” - recommendations of psychologists will help to find the answer.

Everyone should understand that leadership qualities are primarily responsibility. And if you decide to show yourself in one of the areas with better side and take the alternative of completing tasks into your own hands, you will definitely learn how to make serious decisions. Why are people attracted to high-ranking positions?

Someone gets moral satisfaction, and someone is attracted by high wage. But it should be understood that failures can also haunt you, because leadership qualities are a character trait, and this feature is far from being developed by everyone. But if, despite this, you still set a goal to become a leader, go for it, work on yourself and you will be able to master this skill.

One of the most important rules is the ability to listen to other people's opinions. To achieve the goal, listen to colleagues and follow the reasonable comments of experienced professionals. A leader is first of all a person who knows how to be responsible for the consequences, and not one who blindly insists on his point of view. Just sitting in one place to develop leadership skills will not work, you need to constantly improve and improve your abilities, develop with the help of practical elements.

Parents who are thinking about development leadership qualities in a baby, from birth, special attention should be paid to the method of education. Do not limit him in your ideas, even if at first glance they will be stupid and strange, but these are the ideas of your baby. Even the most extraordinary actions can have a positive effect on brain function and creative development which, of course, in the future has brought excellent results.

It is very important to believe in yourself and your strengths. And even if you think that others will scoff at your actions, step over this fear. If you look into history, you can see that not a single battle was won without a confident commander. Exactly the same scheme works in the modern world, business is a kind of war for the opinions of people, prove to yourself that you can and you will become a winner.

Be sure to watch your appearance, attend various conferences and seminars. Believe that much in this world depends only on you, and remember one rule for yourself - all the best is ahead.

1. The presence of imagination. The manager must have a clear idea of the end result of his activity. Selecting the best from his experience, he creates a whole in his imagination. Perhaps reality will have little in common with the imaginary, but at least in the beginning the leader must know what he wants.

2. Knowledge. Without them, one cannot plan a route that will lead to the goal. It is knowledge that gives the leader the necessary confidence in the correctness of the intended goals, and the opportunity to achieve them.

3. Ability to lead others. Often a person is a master of his craft: he easily performs what is inaccessible to others. But when he goes beyond his own abilities and organizes the work of others, personal skill fades into the background. The most important thing is the ability to lead others. Ideally, everyone under him receives a task exactly according to his abilities and knows what he must do. Such a leader always has order both in the company and in his office. He wastes no time, no money, no effort.

A skilled leader must have his own style, that is, to a certain extent, have artistry. It is good to organize a business: if there is material, to distribute efforts so that no one overworks and no one sits idle. The organization is seething, and in its center is a zone of calm, where the most skilled of all works, works without any irritation, panic,.

4. Determination. This quality consists of the understanding that the team can accomplish the task; faith in the success of the business. Decisiveness of action is necessary at the time of making a decision. Any decision is better than endless doubts and shying from side to side. Once the decision is made, it comes down to ensuring that the leader's actions are based on common sense.

5. Ruthlessness. This quality is not always readily accepted by the current generation. Experience shows that a real leader should not know pity for slobs, idlers and those who are not rooting for the cause. Otherwise, the entire burden of worries will fall on the shoulders of hard workers. In a firm where people who are not useful serve, the rest quickly lose their sense of comradeship. Without the element of fear, there is no power.

6. Attractiveness. The leader should be a magnet, a central figure to which all others are attracted. Magnetism depends on the frequency of appearance in public. In the "active action" zone, the true leader must always be in the foreground. It seems that he always and everywhere appears on time.

Psychologically skillful leadership should be based in its activities on the following RULES;

1. The ability to take personal responsibility for failures, not to blame various circumstances for everything and, even worse, to shift responsibility to subordinates.

2. To encourage in every possible way the improvement of the level of qualification and the growth of the talents of their employees. People whose work is underestimated, and who have insufficient interest in work, work worse than others. Ultimately, the quality level of the entire group is determined by the ability to work of its weakest employee.

3. The ability to provide moral support to employees in case they make miscalculations.

4. Achieve the set goals by improving the working conditions of employees, ensuring their close cooperation, and not just teaching and mentoring their subordinates.

5. Be able to set an example for your employees at work. Do not demand from them what is beyond their capabilities.

6. Never resort to threats, fear-mongering

7. and panic at work. These are signs of mismanagement.

8. Be able to highly appreciate the work of not only leading, but also ordinary employees. Let them experience the fruits of their own labor.

9. A wise leader will never issue an order if he understands that there is a danger of not carrying it out. A business always comes to a more successful conclusion if all its appearance and the intonation of his voice, he demonstrates goodwill, sincere participation, confidence in success.

10. Giving any order, the leader must show friendliness and courtesy. Understated volumes of tasks or overestimated deadlines spoil even good employees. On the other hand, in terms of their complexity, tasks must correspond to the capabilities of a particular performer.

11. It is important to be attentive and objective even to those proposals of employees that will obviously not be implemented. Roughly rejected offers can deprive the manager of the opportunity to receive them in the future.

12. It is very important to praise an employee in time, but it is doubly important not to miss the moment for criticism. It is more useful to praise subordinates in public, and to criticize - face to face. Reprimand in the presence of the team - one of the most severe punishment measures, it is worth resorting to it only in extreme cases.

13. It is necessary to carefully break the traditions that have developed in the team, although not entirely true, with which people have become accustomed. In the first period of a new leader's work, when employees evaluate him especially biased, it is important to avoid not only major mistakes, but also minor mistakes. Orders and orders issued during this period require careful processing, and signed documents require especially careful study.

14. A competent leader makes comments to his subordinates as shortcomings are discovered in their work, while a bad leader accumulates them and once arranges a dressing down for subordinates.

15. The basis for healthy communication with subordinates is a democratic leadership style that combines exactingness with fairness. Democracy without proper order will inevitably slide into chaos.

16. Imitation is highly characteristic of a person - the desire to be like the one who interested him in something. The leader must serve as a role model. In this case, with long-term interaction with employees, through logical evidence, persuasion, using his personal charm, he is able to bring into the minds of others the need to implement the program of action he proposes. This process goes with that more effective, the stronger the will of the leader, the more convincing and expedient his behavior, the higher his ability to infect with his example. These properties form what is called the authority of the leader. As his authority grows, his influence on employees increases.

Conversation with subordinates

1. First of all, you need to clearly define the purpose of the conversation.

2. Outline her procedure, with how to start a conversation. It is important to think about time: how much it is needed, when to conduct a conversation and announce to the employee about the time of the conversation and the topic.

3. Significant and place conducting a conversation. Many conversations are more convenient to conduct in the office of a subordinate (the head is not distracted phone calls, the subordinate has all the materials at hand). Some conversations are wise to have in a common room for other employees to listen to. Conversations outside office space, especially at home, are undesirable: they create an atmosphere of secrecy, insincerity.

4. During the conversation, it is important to create atmosphere., appropriate to its purpose. The leader should not suggest answers. Questions should be as neutral as possible in order to fully reveal the position of the subordinate. It is necessary to constantly check whether the participant in the conversation correctly understands the questions posed to him.

5. During the conversation, you should clearly separate scores its member, opinions to wishes from the facts. It is also necessary to identify sources of facts. With regard to opinions, it is useful to ask questions about the arguments both in favor and against them.