Using The Authority

The leader's role is to ensure that everyone understands the instructions and execute it properly. Because it is not always according to plan, define accountability system that allows proper handling of deviations. (Make sure each is clear and concise instructions) 

Giving Instructions
 Quality content of instruction is much more important than how its delivery. When a decision has been reached together, leaders no longer need to seek support. But must that say "this is the command" is a sign that something is wrong. Before anyone gives instruction, we must know exactly what we want. This will be reflected in his tone and body language that will reinforce the message. Ask if there are bumps so that potential problems can be handled from the beginning. (Encourage people to report if there is a problem and immediate action if we do know there is a problem) 

Managing Upper Elementary Deviations
 Leaders often spend too much time to ensure that an instruction in accordance with the procedure. A better approach is to manage on the basis of the deviation, which is focused on what is deviant, not least. We do not need to hear what is going according to plan, but the staff or their representatives must be informed immediately if there are serious deviations from the plan. For example, if a sales executive was asked to handle a large customer and sales or profit targets are not achieved, then he must immediately report this problem. 

Consistent
 Because lead is to encourage people to do what we want, then we need to maintain compliance and awe on the staff. Consistency in the way of running the authority to get people to trust us and know that our words can be held. This prevents the emergence of doubts and heartache can be reduced. Consistent open means being too hard on the staff as long as we are always honest, forthright and fair in dealing with people, they will respond positively to our authority, although the condition is difficult and tiring. (Ask staff to report all news, good or bad and make the crisis a chance to develop people)

From a Team

Form a team or raising new members is the responsibility of the leader. Find the best candidate to form a dynamic and balanced team, either through promotions or recruit from outside, then they feel as part of a team. (Avoid lifting people just because you're short-staffed)

Finding Candidates  
Stocking net as wide as possible, use enough time for selection. Make a list of criteria, nature and other skills that candidates should possess. Make sure the relevant criteria. A common mistake is experienced, while research shows not so much a success in the job. Candidates who meet all the criteria are rare, therefore we need to be flexible in the selection. (When recruiting team members, see their growth potential)

Internal Promotion
Internal promotion is open only cheaper, but also shows that there are opportunities to increase, as the most satisfying rewards. Leaders should always observe the potential that can be utilized a higher level team. When recruiting from the weigh feelings of other staff, who may feel skipped. Explain clearly why he was chosen for this task, and confirm that the available opportunities for others. Then let the candidate that proves the truth of our choice. (Note the sense of when promoting staff from within)

Making Balanced  
In order for teams to function effectively, there must be a balance between technical, solving, problem, decision making, and interpersonal relationship skills in the team. The ideal group to be creative and disciplined, able to bring new ideas and solve problems, and at the same time enough to plan and execute tasks in a timely manner.

Conducting Interviews
Allow 45 minutes for an interview, should be accompanied by one or at most two partners. Limit your speaking, candidates have to say much as possible about their views on jobs, our companies, their achievements. What are their advantages? We are more concerned strength, the new disadvantages. Notice their body language and appearance value. (Ask candidates what their strengths in the previous position and make sure there are no distractions during the interview)

Decision Power  
Psychological tests and handwriting analysis (graphology) is sometimes used to assess the suitability of candidates. But this method can not replace a personal assessment, which is supported by the record of personal experience and references, as well as skills tests. Conflict and competition within the group that is not good, so avoid candidates who show the level of violence that could undermine the spirit of togetherness.
 
Learning From Recruit 
 A leader can learn a lot of new members to replace their knowledge of other organizations, methods and ideas. They can be looked at from the outside, before being converted into an insider. Take time to converse with new members, ask their first impression. Responding to suggestions they could lead to their beliefs. (Make sure that new people be well received) 

Nonconformity Handling  
Recruitment mistakes can happen, despite being careful. When considering to remove someone, ask "why is this happening?" Take lesson and if it can be "saved" by making changes, do it. If not, do not let that person live. Explain the reasons and give us proper compensation. Also make others know what has happened and why.

Leading Others

Should lead people is a major factor for the success of your team become effective leaders, we must support, assess, implement, not an employee.

Preparing To Lead
Leading people is a challenge for any leader. Get to know our subordinates. Develop a framework to ensure that everyone working in comfort, and set challenging goals that inspire and motivate. (take time to adjust to new jobs - but not for too long)

Collecting Information
The main priority as a leader, especially when faced with new situations is to learn what we have, good people, policies, problems and opportunities. The right approach is to see everyone (within a larger organization). Learn their opinions about the organization and what they want to achieve. In addition to understanding the new responsibilities, we also understand these people from their responses.

Establish Framework
Each leader must think about the framework, so that the leader and the led can work well and quiet, both as individuals and teams. Ensure there are systems that can communicate well and openly. Make sure everyone is aware of his responsibility.

Establishing Objectives
A leader must always be aware of the main objectives of the organization, and know their goals within the organization's goals. Once the target is determined, make sure that the team members understand the direction they are headed and why, and their role in the overall plan. The main objective of the organization should be decomposed into goals that can be achieved, but the challenge of assessing ideas and motivate the whole team. Targets should also be tailored to the specific skills of each individual in the team. Working together for common goals and generating a sense of responsibility and create a spirit of togetherness. (ask team members to actively view)