Ability to build the team

4. Ability to build the team

Successful managers know the importance of building a team that has depth as well as skill in critical areas. A successful manager must know how to improve an existing team, as well as how to build a new one from scratch. Every good manager I’ve seen can build the right team for the issues at hand and can anticipate what will be needed in the future so that the team is prepared for new challenges. Strong career managers are effective career builders of people. They understand the importance of career and use career building as a tool to develop a stronger team capable of operating more independently.

Answer:

If I will be a manager who manages many employee, and to make improve of the company. The position really involves many responsibilities including managing of files and securing your private data about the company. It’s a proof of who I am and what will be the result of my sufferings to make good of the growth and development of company. It is always be the best and fair to the employee salary. To be a good manager, takes a lot of guts, and focus in work and to engage in a team in which not just one is working. A team were working as a whole, so without the other member of the team. It will not be able to accomplish the task work. And that reflects to the manager job of convincing to his or her teammates to encouraged them to make a good performance. And of course a good performance results to a good income. By means of increasing the salary of the employee r to your group mates that makes them to maintain and increase their efforts in work because of the bonus that you gave.
To be a successful manager of a certain company, it must have the important matters. First of all is the, vision, means being able to excite the team with large, desired outcomes. And second one is the commitment; it can be a dangerous concept because of its attendant assumptions. And the very important one is the trust; it is the antidote to the fears and risks attendant to meaningful commitment. Trust means confidence in team leadership and vision. Another thing to have is that it must be Inclusion means, getting others to commit to the team effort, helping others through their "diving board doubts" to genuine commitment. Help exchange is the final step in creating the team is to establish a corroborative, balanced strategy for reaching the committed vision. Some cases that some are more skilled than others, and result to be competitive on the job in every member of the team. To be a qualified manager of a group in the company, you don't have to be easy-going, well educated, hard-nosed, or even especially intelligent to build a team. You don't have to be anything other than yourself. You can be effective with people using common sense and a few fundamental principles. Working well on any team generates energy and enthusiasm for life. And in a company the career of individual is highly demand to obtain and build it so well. That’s why it’s important to conduct seminars. Because it’s an additional knowledge to the employee or to the manager itself. A good way to analyze present effects is through discussion, particularly with a good listener (as opposed to a good advisor!). Evaluate outcomes, again concentrate on desired effects and adjust as needed. What new learning emerges? What new applications? How can you build? What indicators are you using to monitor progress in the revitalization? Intelligence is a product of continuous and spontaneous learning. Learning requires diversity of viewpoints and the ability to change viewpoints. The major obstacle to both is inflexibility. In a changing environment, the factors of danger, risk and potential loss can engender assumption and rumor. You can train people to think quality, to think service—but there's a difference: whether these efforts come from trust and commitment, and whether they're genuine.
An active feeling of trust is confidence: in leadership, in veracity, in reliability. A passive feeling of trust is the absence of worry or suspicion. Our most productive relationships are already based on trust, sometimes unrecognized and frequently taken for granted. Successful trust-building hinges on three components of communication: intention, preparation, and mechanics. List the important misunderstandings or frustrations from your perspective. Think through to some possible win/win outcomes. But rather than take positions at this point, identify the general substance of each interest.