A good example – I always think it’s a good administrator to find out what your computer. Even if your hands have done, you have to respect this team and they believe they deserve a leading global vision for what the team does. If not, it will ultimately be the best manager of resources.

Learn to delegate – one of the hardest things for new managers and delegate to other team members trust. Normally, if a good step in the shoes of an engineering manager, he wants to do everything himself – not to fall into this trap. Please feel delegate that responsibility to his team, his team and not choke growth in the situation. And you know what delegation is one of the hardest things that a good manager must learn to do better. It is the confidence and ability to succeed without micro-management

Do not micro manage. Nobody is interested in micro-management. One of the things you can learn a new manager, responsibility, that people, most of them a challenge. Give them a chance. Behind, you can monitor the overall goal, but not to go to ask members of your team every half hour, what is happening

Take care to protect – as a director, it is important to “care” team with character, that meet the serious criticisms of the other organization. But beware, more effective protection. A good manager will always be compared with a positive review to ensure that while his team is motivated and happy, they know their weaknesses, that can be improved. It is your responsibility to ensure his team on the road to continuous personal improvement. The worst thing we can do is go under the impression that they are “good” and overlook the areas to be improved.

Steps to plan your team members in advance (usually at least a year) – so you can track progress through specific years. His team is entitled to know how they perform objectively

Advantages of taking seriously the comments of the work – in a typical enterprise depends on the formation of the team largely on the skills of passing control. Must be timely and objective as possible. If you return a problem with a computer, a step ahead and think like a problem with a team member or with you. If, before the first review if it is unique, due to special circumstances or recurrent problem corrected. Give opportunity for teams to enter what I think it should. More importantly, on the basis of their relationship. If the administration is not always right. I left it on the road – is a 2-way learning process, his team and his team. Improving oneself is necessary for me to improve as a manager and a leader.

All work and no play … – There is too much for the “results fixed” and “planning”. Take time to get your team to lunch or party. Challenge your team – from time to time to achieve the objectives of their team more than they think they are easy to make. Sometimes team members need an extra boost to their perceived limitations to innovation.

Recognizing individual and team – I personally believe that both are crucial. Team recognition reinforces the morale of individual recognition is motivation, and urges another challenge

To set individual recognition (or lack thereof) – as I said, my personal opinion is ready for individual recognition, as well as the collective consciousness of the buttons. However, remember that the right to challenge the other team to your question about why they were not found. As a good manager should be able to respond to the specific achievements are missing because they were not recognized, while others have been. If your answers to the objective without confrontation, will be generally accepted and seen as contributing to you when improvement. Before rotten apple, and other vegetables – Remember that not everyone is in each work. If you have a person charged with responsibility in a given area and for some reason, this guy is not in his job, not only to explain that is not “worthy” on your computer. often simply return to the responsibility of other things, change dramatically

Be there in times of need. It is time for everybody when they face personal or family problems. Who really help in these times of need, that the conclusion of lasting friendships. Much help the team in difficult times, asks for their help. Remember, this is – Jobs come and go, and to disband the team, but friendship forever. If you really help a person in times of need, never forgotten and that is what builds loyalty

Activity 1: Creation of the results clearly

Your computer is a little more responsible for implementation. The question is, how clearly not the desired results? For example, review the outcome is uncertain. Also, review and recommend 5 ways to dispose of waste is much more tangible.

Activity 2: You may also

Basic principle of a team is communication. They must be efficient in a position to reveal all their records, both orally and in writing. Equally important is to listen effectively in the team to maximize the potential.

Action 3: Success

Team is a common endpoint or outcome that they are trying to achieve. The result of a wide range of things on the road. It is sometimes forgotten in the team event at the success they achieved in the road to celebrate. Do not forget to celebrate success on the road to the final result.

Action 4: Use a team of

The real value of the teams is the diversity of skills, experience, knowledge and skills. Moreover, this value is something that is only worth it if used. Be sure to place the different qualities and abilities of the teams.

Activity 5: Confidence

People work better and give better results with a high degree of confidence in the team. Confidence and people say that the place where they know they depend on each other a big difference. Note that without the confidence to accomplish anything.

Conclusion: Enhancing the effectiveness of the team is winning it all. So what steps you should take the team to improve productivity?

1. Establish a formal working meeting with a person with a complete program. This in no way intended for social purposes, this is a business meeting. Let them know you are very serious about their business and time. In making this environment, greater respect for their time and energy demand.

2. Share what your expectations and deadlines of the person. Be specific and give specific, measurable, achievable, and the online time related (SMART objectives).

3. Let everyone know what is expected to check into the room with you and in due course. Well clearly not keep them in subjection. Confirm with them that if they communicate with you and fill the roles that you as a sign that they do not move to where they want. As a result, support to management and change things for them. To ensure it is well with you these objectives are part of them, not you. Let me know if sometime in the future, but not before sixty days, you’re ready to get back into action with them. However, you should tell them before you can mentor a priority-setting and commitment, which tend to be assigned to ensure compliance with these purposes. The Tower of the strength of their commitment, then decide if they are willing to invest time and energy with them.

When coaching people in a professional manner and direct to a very clear and specific goals, timetables and verification times related to their professional best episodes. You are a leader who can now step back and the progress of its people see the shirt, knowing that you put them in position for success. Congratulations!