Managing DickheadsLearn Management Articles on management-info.biz. Managing Dickheads article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
“We are so different and individualistic that we can’t work together.” Subroto Bag chi, a senior executive in wipro technologies and Indian Technology MNC, said to his chairman in a straight talk. But Premji, the chairman, simple reply to the statement was, “That’s because we should work together.” High performers are very erratic, individualistic, and egoistic in nature. Less experience senior management team would think only negative characters in them, a destroyer, keen to break well defined rules, unreasonable, a person who can’t take a company to its goal. Is that true in real world? Just to name a few Louis Gerstner, Steve jobs, Larry Ellison, Richard Branson, Henry ford etc. These super human just can not be defined by any lexicon. You make a study on one and other will take 180° turn to the table on that definition. Super performers are always at 180° of any defined personality. To work with these kind of people a whole new set of skill, are required and managing a group of super performers is a job only suitable to a similar devil. But wait for a second; does all these disqualification make these high performers unsuitable for a place in your team? Think again, can your team live without these out of box thinker. Answer is yes. A major portion of any team are made of media are managers. Team still perform (obviously in relative sense) But put one these 180° spit firing performers, you run a speeding speedboat we can win the race or get topped down in matter of time. But you will be agree with me that only a speedboat can win the race, not a two boat. Your only function (mind it, a devils job it is) to sit on the stirring and keep the synergy of all system working together to achieve the required result. Managing these high performers is an art, a test of your extremes. But the outcome is many fold which makes it imperative to have these dickheads in your team as many as you can. They hate to loose. They want to win every day, every hour. They are high in energy, high in temper, high in ego. They are intolerable to mediocrity. For them anyone less than 100° is a sinner. They go to extreme to produce result and get angry to the level of hell if someone does not get in done with their efficiency level. They may even break loose on you if you come in their way. But those are the ingredient of a successful. Winning team. You need to give them space, be patience, sit and watch. Your task is to keep them not breaking others boundaries and something in the team’s benefit let them break it. It is a tight ship to manage but at the end of the day, it is your capabilities to direct their high energies and enthusiasm to produce required business results. Take my words, your only job here would to direct these dickheads in a particular direction and your company success is on autopilot. So go and find at least one. Big Dickhead, you hate keep in your team. The Good News About Cataracts. - Eyes/Vision: Information on managing cataracts using diet, antioxidant supplements, eyedrops (surgical procedure also detailed) Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Poor Employee Performance: How to Deal By Andrew E. Schwartz KEEP WRITTEN RECORDS: “Document !Document! Document!” Keep a record of periodic performance reviews, incidents of unsatisfactory performance, conferences where warnings are administered or terminations are announced. Issue warnings and terminations in writing as well as verbally. When dealing with a particularly unstable or vindictive employee, request that the employee sign a written summary of a warning or termination conference to attest to the fact that the summary is accurate (not that th… 2. The Dog That Didn't Bark By Robert F. Abbott A few weeks ago, after consultations with others in an association I represent, I made a partnership pitch to another organization with similar interests. If the idea comes to fruition, it will radically change our organization.So, you can imagine my impatience when I didn't hear back from the person to whom I'd made the proposal. She had welcomed the idea, but a decision would be made by a council within her organization.Given the dynamics of an important decision about the future of their or… 3. How To Make Meetings More Productive By Joe Love Meetings are a fact of business life, but most of them are frustrating and time-consuming. The results are rarely worth the time and effort of the many people involved. Yet meetings are a sensible way to handle many kinds of discussions, problem-solving sessions, presentations, and general updates on what’s happening.If you learn to plan, structure, and participate in meetings effectively, you will be able improve your own time management and productivity as well as that of other participants.… 4. Organizing The Information By Sue And Chuck DeFiore Putting a piece of paper in a file folder is easy; finding it again is the hard part. There are ways to make your files easier to use and your papers easier to find. Invest in a sturdy, four or five-drawer file cabinet. Spend the extra money it takes to get quality and durability. You’ll spend more money replacing a cheaper file cabinet a few times than buying a reliable one in the beginning. You may not have enough files to fill the cabinet now, but believe me, you’ll need it in the future. … |
||||
