How to recognize the informal leader and to communicate with him: the head tips

You are a successful manager and a competent manager, your team works as a unit, one for all and all for one. Sure? Or maybe there is a team not for you, but for those who are in psychology called informal leader?

More Roosevelt said, "The leader of the leads for themselves, and the boss drives." Try to figure out whether this is so, and to understand what is the informal leader (LL), as it is to figure out what are the informal leaders and how to cooperate with them.

There are cases when informal leadership creates endless squabbles, conflicts and collective bundle into warring factions. Tug of war between the leader and the informal leader can seriously affect productivity and psychological climate in the team.

Who is the informal leader

In order not to sink into the complicated psychological terms, explain simply. Chief appointed to a managerial position. Informal leader can be both a junior specialist and middle manager.

The main thing here is not the post, and a set of personal qualities, experience and credibility.

Leading players are in all spheres of activity. After all, every team - is a mini-society. A society needs for someone to go. And the authority of the person in this situation more than the authority of the office. Each supervisor is important to know and understand how to cooperate and coexist with all NL.

To start, determine who it is.

How to calculate the informal leader

The most accurate way to determine the NL - sociometric test. Remember, these were carried out by psychologists in schools? If the opportunity to invite a specialist, and to test not, analyze your own:

• with whom communicate more frequently on non-working staff matters;
• one to seek professional advice;
• who voiced grievances in the collective;
• who brings new suggestions and ideas.

Surely when making plans, discussing innovations someone from subordinates expressed the general opinion, most frequently asked questions or acted instigator spore. Look closely at this man and his manner of behavior with colleagues.

There are two styles: constructive and destructive. In the first case the opinion leader generates ideas, organizes the workflow and motivates colleagues, in the second - makes disorder and creates a conflict.

With important to establish a constructive partnership, because its activity is beneficial as the department and business. With destructive more difficult, but its energy can be controlled. The main thing - to recognize the true leadership motives: the desire for power, desire for self-actualization. When you understand what motivates that employee will know what to do.

6 types of informal leaders

A competent leader knows how to manage subordinates, and to build a relationship of trust with various opinion leaders. The description below will help you to identify the NL, and understand how to act.

1. innovator

Emotional and creative. His ideas are original. This neformal able to give a boost of energy to the team and move the stereotypical approaches towards innovation. If he does not find support or faced with criticism - quickly lowers his hands, like any creative person.

How to use it

• Consult with him when the business needs a breath of fresh air. The team is ready to go for innovators and to embody their ideas into reality. Perhaps for such innovations will be another round of success.
• This type gets satisfaction from finding and implementing new. Each brainstorming on your team should be held with the participation and under the guidance of the best innovator.
• Emotional outbursts in the behavior of this man will help expose the problems in the team. Use this signal in time to solve the troubles and neutralize resentment among subordinates.

2. Coordinator

Business and organized. Ready to plan your work and clearly coordinated process. He has argued all the answers, so the team, he enjoys great prestige. And some are even afraid of dry coordinator nature.

How to use it

• Refer all business leaders organizing work - he will be happy to carry it.
• Make a focal point of his right hand. Feel free to place part of their regulatory duties in this type. Legalize his power increase and make partner.
• Use the authority of a coordinator to make a couple of points in the eyes of employees and for themselves. It can be your voice or preacher unpopular decisions.

3. Eminence grise

He lives in the shadow of the boss. But at the same time he knows everything: who burn deadlines, who recently quarreled with her husband (or wife), and who is looking for a new job. But this information is not collected by Cardinal for gossip in the smoking room.

How to use it

• Learn useful information to be aware of the internal processes in the team.
• Be careful: gray cardinals affect making decisions very superior. Therefore, even competent advice is analyzed.
• Respect the power broker and let him feel it. Then he will not play against you.
• Cardinal never will take responsibility for your decisions. Even if it is affected.

4. Revolutionary

Rebel and kicker. Whoever is in charge of dissatisfaction mood in the team. He does not like it. Revolutionary expresses what is wrong, but does not suggest how to fix it. This type may cause conflicts and formation of the warring factions.

How to use it

• Suggest revolutionary solve the problem, and not just to shake the air. Most likely, it will put it to a standstill. And the staff members who follow him, will understand that the NL is strong only in words.
• Point the violent revolutionary energy to social activities.
• Charge additional designs or move to a different department, where contacts with colleagues minimal.
• If these steps do not help, and conflicts continue, one way out - to introduce fines or dismiss rebel.

5. humourist

About such talk "soul of the company." The team goes after him, because he is charming and not get bored with it. Under the guidance of easy and relaxed staff is ready to fulfill even the monotonous work.

How to use it

• Cooperate on an equal footing. After all, in the eyes of subordinates his own.
• Pass through some difficult tasks jovial, assign it to a project manager.
• Define this NL mainly for work with beginners. Then the process of adaptation will take place more quickly.
• Veselchak create a comfortable atmosphere in the department. Instructed him to come up with joint leisure for colleagues. Events outside the office - his strong point.

6. Crisis Manager

This situational leader. He can not express themselves in their daily work, but in case of force majeure to quickly navigate and make decisions.

How to use it

• Give to express themselves in stressful situations. Tell me straight: "Now you're in charge!"
• According to the results account manager job crisis and thank for the remaining members of the team.
• Promotion - an important factor for the NL. But praise is necessary when you really have something.

Finally

Collaborate with the informal leader and try to make it an ally. Do not be afraid of visiting NL. Analyze his personality, competence, authority and determine what qualities are missing you.

Perhaps Theodore Roosevelt rights and your main task as the chief - to manage? Use colleagues leadership for the benefit of business. And then success will be just around the corner!