By Simon Cooper
In state-of-the-art aggressive global, businesses that prevail have managers who can bring effects via excessive appearing groups. those are real leaders. wonderful chief offers a blueprint for present or power managers meaning to develop into profitable leaders of individuals. it's going to educate you: * the right way to recruit and keep the simplest humans * easy methods to boost contributors and the staff as an entire * tips on how to maximise functionality and hold excessive degrees of motivation * the way to deal with tough workloads and convey constant effects. those are all elements great chief will convey. Readers will observe the instruments and strategies which are required for excellence in group management.
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Additional resources for Brilliant Leader: What the Best Leaders Know, Do & Say
Let’s use our call centre example from earlier and assume you are recruiting for an experienced person. You might state that you are looking for someone with great communication skills, experience of the insurance industry, excellent customer focus and good organisational skills. You specify all these criteria as essential. What if a candidate comes along who excels at three of these but lacks experience of the insurance industry? They might not even get past the screening process and yet industry knowledge might be something that you could impart pretty quickly.
We’ll look at this in more detail in Chapter 4. The competency based leadership model provides a simple and powerful framework for many of the leadership principles and techniques we shall look at throughout this book. It will help you understand how to recruit, train, motivate, delegate and organise your people for maximum and consistent results. As such, I shall be referencing this model throughout the chapters that follow. The competency matrix There is an extension of the model that I shall also be referencing on a regular basis – the competency matrix – which helps you to consider the needs of the team as a whole rather than just the needs of the individual team members.
It is a useful tool to help manage the expectations of staff on an ongoing basis and given that job roles change and evolve, the best person to keep a job description up to date is the incumbent job holder (in conjunction with the line manager and/or human resources department). QXP:M02_COOP0591_01_SE_C02 10/9/08 09:28 Page 25 Recruiting the best ● job title ● grade ● span of control (upward and downward) ● job overview ● main responsibilities ● key tasks. brilliant tip Review team members’ job descriptions as part of the appraisal process.