Most people aspire to be effective in their efforts to work. Get a good education, learn important technical skills, and stay up to the latest industry trends. These are all important steps to a successful person in business and still ...
As a person advances of responsibility within an organization change occurs. This is a step to do the technical work themselves to get the technical work done through others. At first, it seems just getting good at managing. But if you have been at this for even a short time, you soon realize that it is not always as easy as it seems. The truth is that what you're really managing is a process, not the people. Things are handled. People LEDs.
The management is about things. These processes and activities. You can manage your time, products, inventory and budgets. People on the other hand, must be guided. What happens when someone tries to manage people? We have all seen the results. People suffering from being treated as "things". What happens when we are treated as "things"? We become alienated, resentful, resistant, complacent, and unenthused. Someone who treats people as things is often insensitive, unsympathetic, and focused on himself rather than others. Individuals, groups and organizations must be led.
What does "port" means, as opposed to "manage"? Lead men down to relationship management. Indeed the important people, teams, or anyone else for that matter, relies on different skills. These skills are:
* Developing Others - Building others 'abilities'
* Inspirational Leadership - Having a compelling vision to lead with
* Change Catalyst - The ability to initiate, manage and lead in a new direction
* Influence - The ability to use persuasion
* Conflict Management - The ability to resolve differences
* Teamwork and Collaboration - The ability to build and lead teams
These ideas are not only my best hypothesis. Are supported by a good deal of research as well. These people skills are well defined and discussed in the context of these concepts to the pioneering work by Daniel Goleman in Emotional Intelligence. Studies have shown that not all leaders who outperform their peers have only the necessary technical expertise, but more importantly, they learned most aspects of emotional intelligence. The four main areas of emotional intelligence are: self-awareness, self-management, Social Awareness and Relationship Management. You can read more about these and other concepts of leadership on our site: www.XLeaders.com
Improve your Emotional Intelligence starts with some of the skills of self-awareness and ultimately leads to an effective relationship management. Many of the EI competencies are closely tied together, and improving the skills in one area often have a positive responsibility in other areas. Competence in each of these areas will help anyone become better at working with people. Proficiency in a certain group of these skills will propel a leader and an organization towards greater productivity, greater satisfaction and greater profitability. Leaders who build their relationship management skills find they have the ability to improve profitability, growth, satisfaction, teamwork, and vision.
How does someone improve their relationship management skills? Actually it is not as easy as it might appear at first sight. Even if the goal is excellent relationship management, start with the realization and the refining capacity to be self-aware and "emotional currents" of others. Furthermore, it requires one to effectively manage their emotional triggers - especially destructive. Go to "How" of development in a minute, but first we must mention two more things that are required for successful leadership - and are related to everything we have discussed so far. These two things are important skills and effective communication High Personal Integrity.
To be influential, develop people, build consensus and share a vision of how effective a leader must be an effective communicator. This means learning to read people, how to be an active listener and how to present so that the other person understands better. A good understanding of Social styles together to put this knowledge to work is essential to master communication. On the issue of high personal integrity, can be seen as a switch off, which covers the rest. Inotherwords, no matter how good a communicator you are, no matter how experienced you are at leadership, and no matter what your goal / vision, if it is perceived as lacking integrity, everything else will be granted. effective leadership, communication skills and people mean nothing if not supported by high personal integrity
These points in between, we return to answer the question of how to improve their relationship management skills. There are several challenges to improve the skills needed for effective relationship management.
1. How we process information
We process information - knowledge, technical information, etc. in the neo-cortex of the brain. We have the capacity to absorb this information and put them into practice immediately. For example, if we read of a technique for use in a spreadsheet, you can immediately start using it. However, we process our emotions and our sense of things in the amygdala portion of our brain, and this part of our brain works differently than our neo-cortex. This part of our brain manages our emotions and our habits. In order to make changes in this area, we need to break old habits and creating new ones. This is not to learn new things and implement them. It is intentionally change old patterns and about intentionally creating new ones. These changes usually take a constant and a time to achieve. Because of this, improved relationship management skills requires a sustained effort and not just an injection of knowledge from one class, a book or workshop.
2. Blind Spot
Since the problems we are dealing are those of habit, we are often blind to our triggers and reactions. We often are unaware of how they behave normally. Because of this, it is very difficult to identify, let alone change, those who prefer to change habits without outside assistance - an outside observer. Moreover, this observer must be someone without an agenda so that feedback can be received without becoming defensive.
3. Old Habits
Since we are trying to improve skills are generally those based in habit, is often difficult to be aware of when we act in a way that we had not. And 'quite important to have someone help you see in the background to events and behaviors you prefer to change.
A person can improve their management skills Civil, But it takes a real desire for change, a clear picture of the skills that need improvement, and support from someone or some group to help drive change and keep the person on track .
The payoff? The result is an exceptional leader who inspires the best effort in others, creates greater satisfaction, increased produces results and improves the world. Not bad ...
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