Tracy Welson-Rossman of Chariot Solutions
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Tracy Welson-Rossman is the Chief Marketing Officer at Chariot Solutions, a Philadelphia-based enterprise application and mobile development consulting firm. She is a tireless advocate for women in tech and founded TechGirlz.org to help middle school girls embrace technology. The document provides Tracy's background, interests, advice on overcoming challenges for startups, maintaining work-life balance, and her vision to provide customers with the best software solutions and help them embrace technology.
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Но я боюсь, что это слишком тривиальный призыв.
Конечно, если есть желание поднять уровень обслуживания в своей компании, то это и так понятно.
Поэтому давайте выкрутим эту тему вот как.
А что делать, если у вас нет такой возможности?
Например, в вашем городе просто нет такой тренинговой компании, которой вы можете довериться.
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Не стоит!
Уже хотя бы потому, что тренинги - это вовсе не панацея от всех болезней!
Очень наивно относиться к тренингам именно так.
"У компании дрянные продукты? Давайте проведем для сотрудников треннинг, чтобы они научились убеждать наших клиентов, что наши продукты на самом деле очень хороши!"
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Но я боюсь, что это слишком тривиальный призыв.
Конечно, если есть желание поднять уровень обслуживания в своей компании, то это и так понятно.
Поэтому давайте выкрутим эту тему вот как.
А что делать, если у вас нет такой возможности?
Например, в вашем городе просто нет такой тренинговой компании, которой вы можете довериться.
Отказаться из-за этого от намерения улучшить уровень своего сервиса?
Не стоит!
Уже хотя бы потому, что тренинги - это вовсе не панацея от всех болезней!
Очень наивно относиться к тренингам именно так.
"У компании дрянные продукты? Давайте проведем для сотрудников треннинг, чтобы они научились убеждать наших клиентов, что наши продукты на самом деле очень хороши!"
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Помилуйте, но это даже не смешно.
Ведь все не так просто!
Но что делать в этом случае?
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Что им мешает или препятствует?
Что им не помогает или чего им не хватает?
Во-вторых, разберитесь с продуктами и услугами, которые раздражают ваших клиентов!
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Просто раньше их никто об этом не спрашивал...
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Score InterpretationScoreComment12-20You most commonly ado.docx
Score Interpretation
Score
Comment
12-20
You most commonly adopt an authoritarian or autocratic leadership style. You rarely consult your team members and, instead, tend to tell them what you want, when you want it, and how you want it done.
This style works well in a crisis, when a task must be completed quickly. However, you'll likely demoralize, demotivate and aggravate people if you use it all the time. This can translate into high absenteeism and turnover rates. You'll also miss out on a wealth of ideas, thereby stifling innovation and creativity. Read more below.
21-27
You lean toward a democratic or participative style of leadership. You tend to set the parameters for the work and have the final say on decisions, but you actively involve your team members in the process.
This style can build trust between you and your people, as they'll likely feel engaged and valued. But it's not great in a high-pressure situation that requires a fast turnaround, as it will slow you down. And, if you dislike disagreement or conflict, you might struggle with how people respond to consultation. Read more below.
28-36
Your default leadership style is probably delegating or "laissez faire." You give your team members free rein in how they work toward their goals.
This is an ideal approach when your people are highly skilled and motivated, and when you're working with contractors and freelancers who you trust. But if a team member is inexperienced or untrustworthy, or if you lose sight of what's going on, this approach can backfire catastrophically. Read more below.
Do you believe that you can adapt your style? Harvard University professor Ron Heifetz and leadership experts David Rooke and William Torbert say that you can. So let's look in more depth at Lewin's leadership styles, their strengths and risks, and how you might become more skillful in using them.
Authoritarian, Autocratic Leadership
This approach is helpful when your team needs to follow a process "to the letter," to manage a significant risk. It's also effective when you need to be hands-on with people who miss deadlines, in departments where conflict is an issue, or in teams that rely on quick decisions being made.
But you need to be aware that relying on control and punishment to maintain standards will likely drive people away. Similarly, if you always demand that your team works at top speed, you can end up exhausting everyone.
Instead, you can show respect for team members by providing the rationale for your decisions. And they will more likely comply with your expectations if you take the trouble to explain Why the Rules Are There .
You can improve your ability to "lead from the front" by Planning for a Crisis , Thinking on Your Feet , and making good decisions under pressure . But be sure to balance these skills with an awareness of their potential negative impact on creativity, ideas gathering, motivation, and trust within the team.
Being too autocratic can also mean that you'll fi.
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