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Many people believe that good professional who is not necessarily good managers. Because people want to be a good manager, entrepreneur need to know themselves improve, their management skills. Here are six lessons improve management skills ...
Check your own knowledge
According to analysts, before starting a business, each person needs to know the strengths and weaknesses are. To do this, businesses need to review what we know and do not know about the management. Please check their experiences and their predecessors to see what is beneficial and what do to change. This will help you find the good and bad traits from the old boss and take advantage of that knowledge for themselves.

Find an experienced mentor
You can find yourself in the place of an experienced management, reputation, track their study habits, good behavior and then how to apply. You can also learn from the experience of good managers elsewhere or the more intimate they can ask for their advice.

Learn to - self-training
Never seen her studies, but should always have enough to repeat. There are many organizations that provide courses to develop management skills and also have several workshops around this problem, you do not miss the opportunity to learn them.

Who knows, books are timeless treasures of knowledge of the world, so you can learn how to organize books management, operating skills ... Of course we should not be applied mechanically, but should know how to use it in each particular situation, the specific job or specific process.

Learn to listen and understand others
The secret to success in leadership roles is to communicate and how to accurately assess their employees. It is the most challenging part in the management of many professionals when in the situation from a friend to position control. When establishing a relationship with a new team, it is important to be forthright and honest. In addition, the actual evaluation, the ability of employees to work and talk to them about the quality of work is also needed and must do regularly, but avoid heavy, shall take, although you still have to always ask them as well.

Put your employees on all
A good leader is someone who knows how to train, support and encourage their employees. If you do not spend time and support staff to meet their reasonable demands, they can hardly support the things you do well.
Rich Moore, a senior at AAMI Management Association in the U.S., said: "The most effective managers are aware of individual talent and take the time to understand your employees."


chjpsea nói...

You can take the steps or nude conditions for good management. below!
1//Motivate people.
Why are the employees there? What keeps them with your organization and stops them from going somewhere else? What makes the good days good? What makes them stick with the organization after a bad day or a bad week? Don't assume it's money--most people aren't that one-dimensional. Ask the employees how they're liking their job on a regular basis. Encourage them to be honest with you. Be a good listener.
You're a manager because you're good at what you do, but that doesn't mean you're supposed to do it ALL. Your job as a manager is to teach other people how to do a good job. If you're uncomfortable with delegating, however, this can be a huge leap of faith for you. One way to overcome this is to start small. Give people tasks that, if performed incorrectly, can be fixed.
3//Keep the door open. Always remind people that if they have any questions or concerns, you're ready and willing to listen. Don't be one of those managers who inadvertently makes an employee feel like they're "bothering" you when they bring up a question or concern. Instead of seeing it as another crisis to manage, look at it as an opportunity to show your employee how much you want this organization to be a fulfilling place to work.
4//Let people make mistakes.
As a manager, you take responsibility for other people's actions, so the last thing you want to do is be responsible for someone else's mistakes. In an attempt to be proactive and prevent mistakes, you might give careful instructions and create clear, strict standards. But are you making people afraid of mistakes? Do they always check with you about every little thing, reluctant to make their own decisions because they might not do it correctly? That ends up making the employees more dependent on you, which makes them less effective and unnecessarily drains a significant portion of your time.

5//Learn from your own mistakes.
When things don't turn out the way you expected, recognize what you could've done differently and verbalize this realization to your employees.
6//Treat everyone equally.
Most of us aren't as egalitarian as we'd like to be. Many times, favoritism happens on a subconscious level. The tendency is to give more positive recognition to the people who remind us of ourselves somehow and who actually like us, rather than to the people who make the biggest contributions to the organization.[1] In the long run, it's people in the latter group who will make the most progress in achieving the organization's goals, so monitor your own behavior carefully and make sure you're not accidentally short-changing them, even if they give you the impression that your positive regard doesn't affect them. Some people shy away from positive feedback but appreciate it nonetheless.

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