Management (ii)-leaving a gap for subordinates

Leave a gap for others

A famous entrepreneur in the report, a listener asked: "You have achieved great success in the cause, what is the most important for you, please?" ”
The entrepreneur did not answer directly, he picked up the chalk on the blackboard draw a circle, but did not draw satisfactorily, leaving a gap. He asked, "What is this?" "0". "Lap" "Unfinished Business" "success", the audience under the Taiwan rushes replied.
He was not able to answer these questions: "In fact, this is just an unfinished full period." You ask why I have achieved brilliant performance, the reason is very simple: I will not do things very well, like to draw a full stop, I must leave a gap, let my subordinates to fill it. ”
Leaving a gap for others does not mean that your ability is not strong. In fact, this is a kind of management wisdom, is a higher level with global success.
The story tells us: Give the Monkey a tree, let it climb continuously, give the tiger a mountain, let it free and horizontal. Perhaps, this is the highest state of enterprise management personnel.

Personal understanding and sentiment: Leave a gap for subordinates

In real life, some leaders work very high-profile, always used to the importance of their own wireless expansion, big things to do their own hands, employees can only be his assistant, so that their daily busy like a headless flies. And the low-key managers on the contrary, they are more aware of themselves, even if their ability to be strong is still limited, so must be some trivial to subordinates to do. leaving a gap for others does not mean that your ability is not strong. In fact, this is a kind of management wisdom, is a higher level with global success.

A person has only one hand, in time 24 hours a day in the work, it is impossible to do anything is their own, only authorized subordinates, only rely on a person is not possible to grow the company, so to rely on the joint efforts of all staff, unity and cooperation, through the wisdom and strength of all to promote the enterprise, This is the best reason for enterprise development, hands, is the killing of staff wisdom, often backfired. Over time, employees tend to form inertia, a sense of responsibility is greatly reduced, the responsibility of all to the manager. The situation is serious, will cause the staff to be bored mentality, even if the work error is reluctant to ask the manager. Not to mention that nobody is perfect, personal wisdom is limited and one-sided.

Draw a blueprint for employees, leave room for employees, and use their wisdom, they will draw better. To let employees participate in the decision-making affairs of the company is to their affirmation, but also to meet the needs of employees to achieve the spirit of self-worth. Empower your employees with more responsibility and power, and they will achieve your unexpected results.

Of course, leaving a gap, not equal to the responsibility of decentralization, but also need to lead the timely follow-up guidance, from the initiative to exert staff creativity. Every manager must attach great importance to the issue of effective authorization, whether the successful authorization, not only determines the success and failure of the enterprise, but also affects the smooth development of the work, so the authorization is not less and imperative, and is effective authorization, the manager should be authorized before the authorization of the object, ready to grant the work of the ease of the degree , in order to assign appropriate rights and responsibilities to the right person, only in order to achieve effective authorization, the manager can decide on the circumstances of the grant of the right size, the ability of strong people more authorized, so that he more responsibility, weak capacity of people less authorized, and then based on experience in the gradual increase in authorization

Licensing tips to share:

1, choose the object of authorization, Rengeyouzhi, the manager should give the right to those who are willing to receive rights
2, the manager should be clear which rights can not be granted, which may, how many rights they retain, according to different forms, different tasks of the nature, different circumstances and different subordinates
3, according to different circumstances to go to different licensing
Fuzzy Authorization
Clear terms of reference and work, managers have a clear need to achieve the objectives and direction of command, but not to meet the specific methods to achieve the goal, the authorized person in the process of completing the task has a lot of freedom to develop space and create room

Flexible Licensing
When the manager grants the authorized person only to instruct an outline and outline, does not do the specific work assignment, the authorized person has the very big scope to do the time, the ground, because the person's different treatment

Management (ii)-leaving a gap for subordinates