Project Managers Need To “Manage The Boss”
Most people have one. However, attending to their needs and peculiarities are hard on the nerves. Wise people are good boss management strategies. After all, bosses are not exalted and invincible gods. They are people with the role and responsibilities of individuals and the required levels of human weaknesses, problems and pressures.
Assessing leadership style
Recognize the leadership skills inherent in your own boss. This helps you understand your boss. You can also benefit by becoming a better manager.
Leader # 1: The head of the Press
These leaders claim to be police instructors. Low self-esteem and a strong fear of failure drive them. They are impressed by their demonstrations of project management and activism. than the results. The leader treats people like Expeditors who obey orders. They do not tolerate misconduct. Details trivial fall their energy and attention. She oversupervise and manage the pain.
How the press secretary: Discover the restrictions. Determine if your boss is just difficult or ruthless. The leader takes just delegated powers balanced with the necessary justification. A ruthless ignore human factors. If you choose to oppose the leading press, do privately, not at the sight of his colleagues. This way, your leader will not lose face. Support your position with much evidence. Otherwise you lose.
Leader # 2: laissez-faire leader
This leaves staff chef. These leaders offer little or no support in difficult times. They require little of what is expected of employees. They offer virtually no project management advice on how to accomplish tasks. While the press secretary in May hovering over the shoulder of an employee, the head has nothing to lead or guide. Chief Press overmanages. The laissez-faire leader dominates.
Manage the laissez-faire leader: the self-motivated person who has little praise and will work well in this kind of leader. This raises the important facts, such as costs, statistics and research. Give these facts and figures to your boss, while at the same time trying to certain elements of human stress. Encourage your boss to clarify what needs to be done.
Leader # 3: The leader in participatory
The head is adapted to participatory communication procedures. In this type of boss, employees and accurate feedback when deserved recognition. The participative leader seeks to involve employees in the evaluation process. He or she is an inspiring and innovative. Chief participatory adjust the type and amount of feedback needed for each employee.
The head of participative management: The most effective way to deal with the participative leader is to communicate the same technique he uses with his subordinates. Keep them informed about what works and what does not. Since this type of leader is interested in the results, have your views heard.
Leader # 4: Development Leader
This leader goes beyond the participatory leader. The development facilitates Leader staff self-esteem, autonomy and competence. Techniques for success are isolated and taught his subordinates as needed. The leader empowers development staff and promotes a feeling of reverence, not the boss, but the workers themselves.
There is often a high rate of turnover for employees to develop leaders. But it is good because he was on the rise. Because this type of leadership such a high level of competence in the ranks through professional development and project management creates, there is always someone to take over when someone moves up.
Keep your boss happy
? Find out what your boss expects and values.
? Work with a high-quality results.
? Solve many problems without the help of your boss.
? Keep your boss informed.
? Be your strong criticism.
? Get regular feedback from your boss.
? Differ only with your boss privately.
? Save money and generate revenue.
? A good leader himself.
? Only promote valuable ideas.
? Indeed. Your boss is not interested in the storms you encountered, but if you have entered in the ship.
