5 Habits of Directors, from which should be abandoned

Even the most talented directors may be difficult to adapt to the social and technological changes. Tips from TED speakers will help you understand what mistakes you can avoid as director.

1. Do not allow subordinates to express themselves

And Hamdi Ulukayya, and Elizabeth Lyle say about the importance of trust in subordinates, and believe that to put yourself above its employees and not give them a chance to demonstrate their abilities - the habit CEOs.

The new generation of workers can be creative ideas that will make the overall operations more productive. "Companies are developing at a breakneck pace, and everything goes to the fact that the governing style future leaders to be more responsive, flexible, fair and unifying" - says Elizabeth Lyle. It is important today to give subordinates to speak, so that they formed a management method that they were not afraid decisions and make adjustments, were ready to take responsibility.

Lyle gives the example of the situation in the company of his client. To decide on the main meeting of the directors, to discuss the proposal with each of them separately. And it will be accepted only when everyone agrees with him. This model is counterproductive, and spends a lot of time. Deputy client understands it, but he is afraid that he will not be allowed to abandon the extra steps. In this situation, the general director has to listen to the employee, since it simplifies the working process, and will help the deputy to become more confident, more professional and better manage the company in the future.

2. Throw subordinates in difficult situations

Hamdi Ulukayya in lecture gives the following example: the firm Kraft stopped production and sold the plant for the production of yogurt, built back in 1920. Hamdi learned about selling and interested. When he arrived at the company, he did not find any of his superiors, only workers - people who work conscientiously and now parted with what devoted themselves. Ulukayya bought the plant, found people who worked there, and invited them to have on their production. In the future, all that relates to the company Hamdi made together with the staff. Thus he was able to instill respect and credibility as a the chief.

This is a very important point, which many people forget. A good leader must be with his people is always, especially in moments of difficulty. Do not dispose of subordinates, and they will tell you productive work.

3. Put shareholders above employees and customers

The most important thing for the director general shall be the welfare of employees and not shareholders. This is logical, because shareholders do not fulfill your orders and work in the workplace. Be careful with the needs of the staff, react to changes in the team.

In gratitude for the dedicated work Hamdi Ulukayya presentedAt Chobani, Now It's Not Just the Yogurt That's Rich 10% stake in 2000 of its employees. Needless to say that the way he fell in love not only subordinates, but also the public to reporters?

The same is true with customers. Of course, the customer is not always right, but it is necessary to listen to it. It consumes your products, and in his power to completely destroy your business, especially in the Internet age. Watch out for feedback on your work in social networks and communicate with customers. It is always useful to take strict but objective criticism into account and properly on her react.

4. Ignore the social problems

Of course, no one forces you to politicize the company. But watch out it's worth the changes in society. You will be able to give jobs to the needy, to expand production, find new sponsors and colleagues.

Ulukayya leads his example, he responded to the wave of refugees who came to America from Africa, and invited them to work at the Chobani plant in New York. A similar situation occurred with the second plant: Ulukayya arrived in Idaho, is not particularly promising state, and built a factory there. So he gave employment to many people, to improve the infrastructure and economic state of Idaho, and he thus was able to quickly find the work force for the new plant and expand production. Ulukayya says that the company should ask people to an important question: "How can we help you?", And then they will be happy to work for you.

5. avoid changes

Elizabeth Lyle calls on all the heads that if you see that the workflow and unproductive enterprise carries lossesDo not be afraid to make changes. This applies to the introduction of modern technologies, the adoption of new models of management and so on. Do not delay the change until later. Otherwise you will lag behind considerably less timid competitors who make decisions quickly and adapt to a changing economy while you're marking time and missing opportunities.

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These tips are not the most difficult, but many managers forget to follow them. Of course, relax and become too soft not worth it, keep your business a firm hand, but do not forget about the attentiveness and responsiveness. Learn to see the line between kindness and permissiveness, and you will have to wait success.