Look at macro (the crisis in the country and the world) and micro (crisis within the company) levels. If the situation is exacerbated by the presence of the crisis within the company, then you need to understand at what stage of development (four) is this crisis. Of course strategy is needed, but if the company is the 3rd or 4 th phase of its own crisis, the strategic activities she simply has no money. Here it is necessary to introduce crisis management, but that's another topic. Of course, you need to think about effects of anti-crisis measures (not to be like in the times of the great Chinese revolution: struggling with destructors crops – the sparrows and all povyveli, resulting in the extermination of sparrows – have multiplied and ate locusts more than we could foresee the then Chinese Communists). But interestingly, what they think themselves the leaders of small and medium-sized enterprises: Do they and their staff strategy during the crisis? Indeed, as shown Stats: – 2 / 3 managers make important decisions without considering alternatives; – 75% of managers tend to "push for" solutions that seem to them the only right – more than 60% of decisions are unfortunate or suboptimal – 91% of managers are confident in their ability to make correct decisions; – 25% of innovations in the companies are successful – 29% of managers responsible for the absence of the impossibility of planning: "it is necessary seeing how ineffective lumberjack working in sweat told him: "Let me locked up you saw – you will be cut faster!". through.
Learn this easy. But it is possible. Charge infect and successfully communicating with people already attained success. Pump up the emotional and volitional muscle by performing increasingly difficult jobs. Deliberately freed from all sorts of "brake". One has only to believe and want! Start small – to move on a bit, burn the faith and passion to win and great confidence in what you can do anything. Win drawbacks, remove "brake" not giving full speed. Determine what you want when you lift the leg, in order to make a move, you already know exactly where she was rearranged.
Because you determine in advance where 'll go. And in any case: the more clearly the target, the more well-coordinated and directed movement towards her. The easier it is to formulate and carry out tasks to achieve it. You know, that is one of the secrets of prosperity Japanese firms – Giants? Strategy. They set goals for 250 years! And so, you must be a specific goal.
To be exact – a few goals. One global. For life. For example, to become a millionaire, or the best specialists in the world. And a few short-term – for years, months or even weeks. Taken together, they, of course, must be added together into one smooth, clear way. The path to your success. Gori and move towards the goal, depending on what goal you defined, you choose the speed and direction of movement. Like a rocket. For a missile to fuel its combustion. Same person in order to "burn" and move, we need faith and motivation.
Adapting Staff: Mentoring And Coaching
By definition, the adaptation of personnel – this adaptation of workers to the contents and conditions of employment and the immediate social environment. What is the adaptation of new employees? First of all, it is necessary in order to reduce the time it usually takes a new employee for that would settle in a new place and start to work with maximum efficiency. Thus, the adaptation system is advantageous as the newest employee, and company management. When used correctly designed system of human adaptation, recently came to the company feels the new place more comfortable, but the leadership receives from it the most out of work. It should be noted that the adaptation – the process of reciprocity: a person adapts to his new organization, the organization adapts to the new man for her. And how smoothly the process will be largely depends on continued productivity as a new employee, and his colleagues. In many companies adapt paid little attention to the inexcusable. The leaders of these companies believe that there are instructions, there are regulations – which else is needed? Let the newcomer takes them, studying, and that he does not understand – let them ask.
The problem here is that, unfortunately, not everyone is able to independently find quickly all the necessary for him to complete the work information. In addition, it is very much depends on corporate culture. Of course, with positive attitude of employees to a new colleague, he quickly enters the ropes. However, many companies attitude toward newcomers highlighted neglect.