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Showing posts with label Management. Show all posts
Showing posts with label Management. Show all posts

Various kinds of How to Lead

3:04 PM The World of Information

In my post this time I try to reload the article that I wrote in my other blog Diclick about some type of leadership that had the fit in the book "Change" spin-Mr. Kasali Rhenald. Maybe some type of leadership can make the handle of his fellow colleagues when facing different circumstances in each layer of life. Broadly speaking there are 6 type of leader, Namely:
Type Director Leadership of this type is suitable for organizations that are closed and are likely to autonomous and has a remarkable capacity not limited to making changes, where a director can move the entire capacity of the resources he has, give directions, implement and control it.
Type Motivator (coach)
This type of leadership that is suitable to use in an organization that is open and to avoid the chaos and all his team to do this task in accordance jobnya respectively, then a leader can do a role like a football coach where he just directed his team to match the existing path without he must go alone.
Type Navigator
This model of leadership is needed at the time of the state of your organization a little less restrained so that the set targets can not be achieved 100%. Like a pilot or captain of the ship where we can not manage the wind and weather so we can only direct our ship in order to succeed through it. Interpreter Type
Here the situation that occurred the same organization as experienced by the leaders of the type of navigator, but here the leader realizes that he has no power / more ability to regulate and modify the existing system of organization but the leaders have the intelligence, then that is just telling / directing its members based on the things that he translated from a variety of internal and external conditions so that its members are not too far away and able to resolve the issue themselves.
Acting Type (Caretaker)
This type of leadership that can be run if the condition of the organization in a state of chaos and conflict occurs everywhere and can not be controlled so that any approach that is going to be completely wrong. But these leaders are still able to slightly control his subordinates to be more innovative so that work processes are still able to walk and targets can be more easily achieved and existing problems more quickly resolved.
Types of Nurses
On the condition of ailing organizations where life expectancy was very small then the way is the right leadership to carry out the role as a nurse, because in this organization like no one knows whether this organization can survive or not in the midst of conditions that were in turmoil and that can only done is to extend life expectancy only. 

---Good Luck !!!---

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How to Measuring Performance ?

3:02 PM The World of Information

Malcolm Baldrige is a kind of annual award given by the U.S. government (through the Department of Commerce) to any organization in the country, USA - both profit and non profit - who are considered superior performance nan achieve excellence.Malcolm Baldrige name itself is taken from the name of former U.S. Secretary of Commerce who initiated the activities of this award. Since its introduction in 1988, this annual award has provided significant kontiribusi to quality and performance of the company's diverse business there.Along with that, many countries around the world are adopting the approach and criteria used by the Committee to measure the Malcolm Baldrige performance excellence. The criteria they use is also known as 7 Pillars of Malcolm Baldrige. And if observed, the seven criteria is indeed a very important role in determining the forward pullback of an organization (both business organizations and public organizations).In this brief article, we will discuss the 7 pillars or the Malcolm Baldrige criteria.The first pillar is Leadership. This criterion would like to see how the leaders in your organization display capacity: how they define the vision and goals of the organization, and then communicating it to each member. Also if the leaders in your organization have the skills to manage and inspire his men to achieve performance excellence. Try now think for a moment: about how the quality of leadership of the boss or the boss in your office? It's okay and world-class, or well ... .. so why does my boss ... ...Pillar Two: Strategic Planning. These criteria are going to see how the process of formulating the strategy set your office environment. And that is not less important: whether the content is appropriate strategies to respond to the dynamics of the changing business environment? So what about the strategy set by your office now? Do-do you own not ever "ngeh" to map strategies in your office. Doh.The third pillar: Customer Focus. Are products and services provided by your organization already mak nyuss? Or just a perfunctory quality? Is the product or service that is spread by your office is always fresh nan innovative, and make consumers can smile brightly? Or vice versa: always cast a non-prime and a mediocre quality?Pillar Four: Performance Measurement. Do any leaders in the place you already have key performance indicators (KPI) are clear and measurable? And is it always the key indicators are reviewed periodically to see progress and take corrective action (if the target is missed)? Performance management with clear indicator is one sign of the emergence of performance-based culture in an organization strong.Pillar Five: People Focus. How much attention and commitment of your organization's management to the development of quality human resources? This element also want to see whether the organization has provided a fair reward schemes and attractive to all members. Contributions angggota which soared only be spread if an organization kebjiakan people have a solid and consistent focus.Sixth Pillar: Process Management. This criterion will measure how your office to design and manage key business processes? Does every process flow has been designed with a sleek and efficient? Or there are still many work processes are too bureaucratic, not well coordinated with each other, and it raises many later conflicts among the various sections / departments?Seven pillars or the last: Result. The Seven Pillars is willing to see how the end result organizational performance: is more competitive, more effective, and more and polished performance of all aspects of its organization?Through the 7 pillars on which we can measure the performance levels of your organization. 7 Pillar is also very helpful if an organization about to perform the process of transformation towards a more towering. That is, 7 criteria above can be used as a map, as the roadmap, if your organization would formulate its action plan.Because it immediately act: 7 pillars discussed above with all levels of management in your office. Immediately collated action plan, and create implementation plans.

---Good Luck !!!---

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Firing Employees, Would you ..!!!

2:56 PM The World of Information

Layoff termination of employment is a term that is hated by the employees of the company. The term layoff is a problem that is often a debate in the world of employment. This problem has existed since the days of capitalism there. Sometimes a layoff decision shall be taken and typed inevitably company suffered financial problems, or more often lose money when compared to a profit. If a layoff decision shall be taken, then the hardest decision that sometimes must be done by an employee by way of dismissal of employees.
Many people, especially the position of some employees think cynical about companies that often dismiss employees if it is deemed unnecessary. But you know, turned out to sack employees from work is a job that is not easy to do. Especially for someone who deliver directly to the employee who was fired. Therefore dperlukan some things that must be considered in order to run well and smoothly.
Both the direct course, for your party at this time given the authority to do that (set up process for employee layoffs), here are some tips that maybe you can answer:
1. Be objective rather than subjective assessmentIf the issue is being twisted companies, it is not rare that almost every person in the company have emotions that are not stable and easy to anger. Therefore you should be aware of this situation. Do not get your drift to be quick-tempered individuals who participate. Then should the assessment should also be conducted independently and subjectively. This can be done by doing an assessment based on clear procedures that have been agreed and the procedure has been included in the assessment of errors and success (achievement) of those employees. Do not let the assessment of personal interests which are based more on dislike of certain individuals.
2. Keeping company kridibalitasMost events of the dismissal of a company will result in kridibalitas company in the social community will go down. This will affect the long term. For example because of the declining kridibilitas then the next company will have difficulty in recruiting qualified new good. Because kridibitas already bad, then spoon a good will come to think that if applied at the company will not have a good career. Therefore, try as much as possible to implement the termination of employment with a good way and give the best impression from the standpoint of employees. Give the sense that the company has conducted business as possible and give a high appreciation of the hard work of the employee to so far.
3. Conducting research with a thorough re-Before making a decision for dismissal, should you as the competent authority in the company in this matter prior to review re-file and other records that match the real data about the track-record data about employees who want to get fired. This is to anticipate if one day the employee filed a claim so you have accurate data and is sure to menganganinya. It would be nice right before the dismissal of employees who were fired signing a letter that will not be prosecuted, but usually it is very difficult to be done. In addition, a letter was also submitted a statement to employees who were fired for not divulging secrets owned by the company.
4. Experience is best teacherLearn from experience, perhaps in this case is your first experience dealing with employee dismissal. If this fails and does not fit with what you have planned, then this will be a valuable experience in the day and then later. Engage in dialogue with employees and various related institutions is very important to do. Do that and talk nicely with them to maintain good performance fixed tablespoons (especially for employees who still exist). Convey nicely why the dismissal should be made to several previous employees. Say also that we will get compensation of employees and companies.

---Good Luck !!!---

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The Kinds of Trainning

2:54 PM The World of Information

There are various models of training or training. Here's an explanation of the training model commonly used in the company.On-the-job-TrainingMethods of training on the job is using the situation in the job. Here employees are given training about new jobs with direct supervision of an experienced coach (usually the other employees).In the On-the-job training, divided into several methods, namely:1. Job Instruction Training (Training Instructor Jobs)Is to provide job instructions directly on the job and is primarily used to train employees on ways to present the work implementation. In this method listed all the steps that need to be done in accordance with work order.2. Job Rotation (Job Rotation)In the rotation of the employees are given the opportunity to gain knowledge on the parts of different organizations and also practice a variety of skills by moving from one job or part of the job or any other part.3. ApprenticeshipsIt is a process of learning from someone or some people who are more experienced. This method is used to develop individual skills, so that the employees concerned to learn all aspects of his job.4. CoachingIt is a way of conducting training in which the superior teaching skills and work skills to subordinates. In this method of oversight is needed as a guide to inform the participants about the task or routine work to be carried out and how to do it. 
Off-The-Job-TrainingThe method is off-the-job training using the situation outside of work. Used when many workers who must be trained quickly as in the mastery of work, in addition, also when the training can be conducted by the job not because it is very expensive.1. LectureIs a training method to give a lecture or lectures within the framework of delivery of the required information petatar this method the cost is not high, but the drawback is the lack of participation and lack of participant response.2. Video PresentationAre the achievements made through the medium of television, film, slides and the like are similar to the form of lecture.3. Vestibule TrainingTraining is conducted in a special room separate from the regular workplace and provided the same kind of bleak pelaralatan to be used in real work. This exercise is useful as an introduction of job training.4. Role PlayingIt is a role play performed by the participants to play different roles particular person and asked to respond to other participants of different roles. This technique can change the attitudes of participants, such as: be more tolerance of individual differences and also to develop interpersonal skills.5. Case StudyIt is a method of training where the trainees dihadapakan in some cases writing and required to solve these problems.6. SimulationSimulation is a situation or event that is displayed as closely as possible with the actual situation, but only an imitation of the training course and must respond as in the actual incident. So the simulation is a technique to imitate as closely as possible to the actual concept of the work to be found.7. Self StudyIs a technique that uses modules written and video tapes or tape recordings and the participants only learn it themselves. This technique is appropriately used when the number of employees trained in large numbers, the employees dispersed in various different locations and difficult to gather employees together at once to follow a specific training program.8. Programmed LearningIn this method, given some of the questions and the trainees must provide the correct answer. This method can also be via a computer that already has its own program for the participants to learn and refine it step by step with immediate feedback on completion, every step. Each trainee can set the speed of learning9. Laboratory TrainingThis technique is a form of group exercises which are mainly used to develop inter-personal skills. This exercise is sensitivity, which the participants became more sensitive to the feelings of others and the environment. Laboratory Training is useful to develop a range of behaviors for the job responsibilities in the future.

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What The Guidelines Behave according to Business Ethic ?

2:51 PM The World of Information

Have you ever felt what was done when the work feel free to act, or are in areas that are gray (gray area), or there is no law that can explain whether or not to do so. It may be already work especial all forms of employment contract, employment regulation, the Act but still have not found a rule which could justify or allow, or even if there is still not clear.If the place of work already has a working guideline, work ethics, code of conduct or whatever his name, it is indeed fortunate. Means the company has already implemented some of the corporate governance (corporate governance), one of which requires the guidance of business ethics or way of working and relating with others (society, government, partners, employees, etc.).But sometimes, in certain circumstances, where access to information is limited, while the decision or action must be taken immediately to a problem or issue. Probably could have done still or shut up action on the issue. But it is not recommended because it can cause a time bomb, while for the company or organization, the attitude of silence on an issue can not be accepted.Many steps or actions that are not appropriate is not caused by apathy or indifference, but more because of the decision makers do not have enough information about it, do not understand the problem or they just do "should be quickly done." Keep in mind, the longer we took the decision to resolve an issue, the greater the consequences or risks that will be accepted.There is a good example in case of doubt or take any action or decision of a case. This is done by a group of large companies as a basic guide, or basic guidance on ethical guidelines that have been created as a basic way of behaving and working. Referred to as the Business Conduct Quick Test, which is to ask yourself some simple questions:• Value test (test values). Whether this is in conformity with the values of companies listed on the basic guidelines / corporate work ethic?• Safety Test (Safety Test). Could this be done directly harm someone or cause a person could be injured?• Test Law (Law Test). Is it lawful and in line with the policies or standards that we have?• Test Conscience (conscience test). Whether this is in conformity with the value / my self-image?• Test news (newspaper test). If this appears in the paper, do I feel comfortable with this decision?• Test the family (family test). How does the influence of peers, siblings, parents, wife or child if this is done?• Test the feeling (Feeling test). How does my true feelings when doing this? If there is a 'feeling' bad, then maybe it is bad.Escaped from all the simple questions above, then logically it is allowed to be executed / forwarded. However, if there is one that does not qualify, may need advice or a recommendation from the higher side for more appropriate solutions can be found.

---Good Luck !!!---

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How to Know a talented employee

2:30 PM The World of Information

It is not easy to find talented employees (talent people) in the company. Many organizations or human resource departments use assessment tools / psychometric / talent and assorted other questionnaire to assess employees who have the talent. Without underestimating mean, sometimes if you use assessment techniques that are not socialized properly, can lead to poor response from employees.There are way more effective than that already mentioned above. You can observe, pay attention and see attitude and behavior of employees. Of course, do not forget to see the impact of employee attitudes and behavior. Here we will try to know how to distinguish employees who are talented (talent-people) with a knowledgeable employee (knowledge-workers).

   1. Talented employees to create and formulate the rules (breaking the rule) while enforcing the rules of knowledgeable employees. Employees with high talent did not hesitate to make and formulate rules that can improve performance. Barrier structures, processes and procedures, evocative talented employees to change the rules for Facebook to achieve the desired goals. As Edward Deming in the 1950s invited American companies to observe aspects of quality management, none of which intrigued, because they still focus on aspects of productivity. However, Japanese firms see real benefits from what is offered Deming, and Deming in Japan provide an opportunity to apply them. As a result, in the 1970s, the quality of Japanese products have to match the quality of western products even more competitively priced. Until the 1980s, then U.S. companies realized that they were listening to suggestions Deming. Edward Deming is the best example of talent people resilient to change the rules that are 'standard' among industrialists.
   2. Talented employees to start and make changes, while the knowledgeable staff to support the change.
   3. Talented employees to create creative, knowledgeable employees while running creativity. Employee talent is often a source of reliable information within the unit or organization. They provide data, advice and creative things that are important to form and change into a better direction.
   4. Talented employees to create innovative, knowledgeable employees happy while learning. Steve Jobs, Apple founder and CEO of Apple ever got fired and then founded the company Pixar (Finding Nemo cartoon movie maker), then withdrawn CEO of Apple, is a person who does not drop out to create innovation. In fact, his knowledge in digital entertainment during outside Apple, bring it to create innovative products (Mac, iPod, iTunes, iPhone, etc) who

 raised Apple back in time who have never previously imagined. No wonder, the man who likes to dress casual is dubbed "the most influential business leader" by USA today.
   5. Employees direct the talented employees, while employees knowledgeable receive direction.
   6. Employees inspire and motivate talented employees, while employees' knowledgeable receive information.
If the observations you discover the characteristics of employees as above, then maybe you are looking at 'diamonds' that have not been sharpened on your premises. You can mengasahnya into sparkling diamonds through the creation of the system, environment, employment targets and the right culture.

---Good Luck  !!!---

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Knowledge Management

2:23 PM The World of Information

1.Understanding Knowledge Management 
 
Knowledge Management (KM) can be viewed from two sidesthat is operationally and strategically. KM operationally meansKM is an activity of the company / organization where theredevelopment and utilization of knowledge, while strategically KMKM is a means to solidify each steporganization / enterprise as a knowledge-based company.Here are merupak definitions of knowledge management (KM):

    * Harvard College (1999) Knowledge Management
      (KM) is a process formatted and directed in the digest
      information that has been owned by a company and find out what
      needed by each individual within the company
      to then facilitate it for easy access and always so available
      when needed "(Sembel & Santoso, 2002, p. 195).
    * Amrit Tiwana "Knowledge Management
      (KM) is an organized knowledge management for
      create business value and generate a competitive advantage "(Tiwana, 2000, p. 5).

    * Kirk Klassion "Knowledge Management (KM) is the ability to create and control the high-value core business competition" (Tiwana, 2000, p. 5).
    * A general definition of KMKnowledge Management (KM) can be defined as a set (set of) intervention of people, processes and tools (technology) to support the process of making, assimilation, dissemination and application of knowledge.

         1. Creation (creation) of knowledge is
            process improvement of existing knowledge through experience
            existing. Usually this process occurs when there is error detection and
            improvement.
         2. Lesson learned is one example of the output of knowledge creation.
         3. Assimilation (assimilation) knowledge is a process of collecting, storing knowledge are made with the knowledge that already exists in the organization.
         4. The spread (dissemination) of knowledge is a process of retrieval and dissemination of knowledge to be used in the process experience of others.
         5. Application (application) knowledge is knowledge utilization process to completion mebantu matter at hand.
Knowledge Management (KM) is a process constantly have to be done so that the process will be a culture of enterprise, and eventually the company will forming to the knowledge-based company.

2. Type of Knowledge ManagementMany companies and experts to try to classify knowledge management projects that have been carried out within companies, even companies like Xerox through the Chief Knowledge Officer(CKO) it has menngumpulkan all case studies and project information KMthis, which is to find the form or type of KM projectexactly applied in the company.In general, these projects can be categorized in two forms namely KMwhich covers all areas within the company and KM carried out inone department, business unit or business function tententu. And onearly stages of KM can be started from a small environment such asdepartments, functions / business units, so that the civilizing process of knowledge management will be more easily controlled and evaluated.Project Knowledge Management (KM) can be classified into several types, namely:

   1. Collecting and reusing structured knowledge.
      Knowledge is often stored in some part of output
      produced by the organization, such as product design, proposal and
      project reports, procedures that have been implemented and
      documented and the software codes all of which can
      re used to reduce the time and resources required
      to make it back.
   2. Collecting and sharing the lessons already learned (lessons learned) of these practices.
      This type of project is to collect knowledge derived from experience
      should be interpreted and adopted by the user in a new context.
      These projects usually involve the sharing of knowledge or lessons through databases such as Lotus Notes.
   3. Identifying the source and network expertise. The project
      intends to make expertise more easily visible and easily
      accessible to every employee. In this case is to make
      facility connections between people who know the knowledge and people
      that requires knowledge.
   4. Creating structure and mapping knowledge necessary to improve performance.
      The project provides such influence on the product development process
      new or redesign of business processes by making more explicit, or open the required knowledge at particular stages.
   5. Measure and manage the economic value of knowledge. Many companies have a structured intellectual assets, such as patents, copyright, software licenses
      and customer database. By knowing all these assets
      enables companies to create revenue and expenses for
      company.
   6. Develop and disseminate knowledge from external sources. Rapid changes in business environment and uncertain has increased the importance and seriousness in business intelligence systems.
      In this project the company / organization trying to collect all
      reports from other related businesses. In this project
      editors and analysts needed to compile and provide context
      on the information obtained by them.
3. The purpose of Knowledge Management ImplementationApplication of KM will give effect to the company's business processes:

   1. Saving time and cost. With the source
      knowledge is structured properly, the company will easily
      to use that knowledge to other contexts,
      so that companies can save time and cost.
   2. Increased knowledge assets. Sources of knowledge
      provide kemudahaan to each employee to utilize,
      so that the knowledge utilization process in an enterprise environment will
      increases, which eventually process of creativity and innovation would be encouraged
      broader and every employee to improve their competence.
   3. The ability to adapt. Companies will be able to easily adapt to changing business environment occur.
   4. Increased produktfitas. Existing knowledge can
      re used to process or product that will be developed,
      so that the productivity of the company will increase.
4. Knowledge Networks System (KNS)Knowledge Networks System (KNS) is a Knowledge Management system(KM), which aims to support the process of enhancing the competence of eachmembers involved in the network of knowledge. KNS generaldivided into two main modules directory and transfer knowledgeknowledge. Both these modules are combined to support the processimproving the competence of each member in the field of knowledgewhich became the focus and interestnya.Knowledge Directory is a classification of knowledge,while knowledge transfer is the process adopted forsupport the processes of dissemination of knowledge occurs, such astraining, discussion forums, articles, chat, email, direct contactto the experts. KNS thus can be applied in any field,in accordance with the interests of one group or organizationthat implement it. Because the KNS is more focused on process improvementcompetence, then the system is more suitable to be applied in institutions ordepartment related to training, education and human resources.5. Knowledge CreationAs proposed by Nonaka (1991), a perusahhan who want to become a knowledge-creating company "should put the process of knowledge creation in the midst of its human resources strategy (Sembel & Santoso, 2002, p. 45). There are two types of knowledge that must be managed.

   1. First is the explicit knowledge (explicit knowledge), which is one form of knowledge that is formal and systematic. Explicit knowledge
      is knowledge that has been arranged in a certain format and
      usually have been documented. Knowledge of this type is easier
      communicated and distributed.
   2. Another type is tacit knowledge, which consists of technical expertise, know-how
      and other cognitive dimensions such as mental models, beliefs,
      perspective, the experience of the past. Knowledge of this type is very difficult
      to set forth in the formal shape. Therefore difficult to
      communicating it to others.
Then how the process of knowledge creation it last?. Inknowledge base is created from existing knowledge andNonaka (1991) memeparkan the four basic patterns of knowledge creationthat may occur within an organization, as shown inthe picture below.Four basic patterns of knowledge creation in organizationsFigure Four basic patterns of knowledge creation in organizations

   1. Apprentice. This pattern generally
      occurs naturally in the company at the time a staff
      requested by senior department head to lead a staff that
      just joined. Unior staff will observe what
      performed by the senior, imitate, and practice doing things
      which has been shown by the seniors. This pattern can occur for
      technical expertise or learning things that are more concept
      such practices within the company. The junior will build
      his own tacit knowledge of the observation
      done, observations made on the behavior of the senior
      is a reflection of his own tacit knowledge. Pattern
      Such effective enough to mentor each individual, but
      can not contribute significantly to the entire enterprise.
   2. Combine. This pattern occurs when
      a staff reading existing documents such as reports and studies
      the case of companies to then generate a new document
      summarizes and sided with new ideas. Similarly, the creation
      new explicit knowledge from explicit knowledge that already exists.
   3. Articulate. Creation of knowledge
      do not quit on each pattern. Companies must be able to
      facilitate the learning process where knowledge-workers must be able to articulate the tacit pengetahuna
      who owned them and turn them into explicit and kebentuk
      save it for later distributed throughout the organization.
   4. Internalize. Other hand, staff
      others will read it and began to explicit knowledge
      menginternalisasikannya into knowledge. The result is
      tacit knowledge is more extensive than previously.
At the last second pattern, articulate and internalize,knowledge management systems (KMS) plays a significant rolesignificant. Here KMS serves to facilitate the occurrence ofboth schemes in an efficient and effective.

---Good Luck !!!---

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How toTake the Right Decision & Accurate

2:19 PM The World of Information

EVERY day we are faced with a situation that requires us to make decisions. Decisions can not be perfunctory because our decision today will affect our lives in the future.
Deciding what is important is not an easy thing. Moreover, if the decision is a decision that determines the motion of the company's business. You take a long time to take the best decision. Quite often you hit "dizzy" because when I was thinking, you're forced to make a decision as soon as possible.
To you who are thinking to make decisions, deh try the following quick tips:
1. Do not be afraid to make decisions. Some people are afraid of making decisions. As a result it is not us who make the decisions but keadaanlah that gives us a decision.
2. Do not make decisions emotionally, but use careful consideration. Thus we are able to think rationally and calculate plus minus of every decision that we wish to take.
3. To produce quick decisions, you do not need to delay the time for decision could not only through the process one night only. Keep an eye on any developments that might change your decision at any time.
4. Use a sharp analysis in processing data that you've painstakingly collected. Take the wisest decision and has the smallest risk. You also still need to supervise the implementation of these decisions one after another.
5. Make sure you know the latest date (deadline), when decisions must be determined. After that set deadlines for yourself, when your decision has to be created. Record the date you set as the limit deadline.
6. Define clearly the criteria or qualifications that you must take a decision. For example, the decision should benefit employees and the company or the decision not burdensome for all parties.
7. Gather information and important data that affects the decision. Because who knows the information is necessary for material arguments. Do not forget to specify a time limit information gathering.
8. Make some decisions of alternative data and information already collected. Learn and consider the value or weight of each of these alternatives, which are the most fitting and appropriate.
9. Do not even apply subjective decisions. That is not to choose a decision favorable to you or a group of people alone.
10. When you have studied and carefully consider alternatives such decision, do not hesitate to determine the best decision from which there are several alternative decisions. Remember, hesitation will only make the decision you have taken "raw" return.
11. Announces decision you make in a timely manner and have been determined. When announcing this decision make sure that your data is supported by a strong, accurate, and relevant. If I need to pass the time, saying that the decision was made on consideration and a mature and rational thinking.
12. Do not be afraid to expose your arguments, if there are parties who objected. Do not complain or protest from the recipient's decision makes you think to change the decision you've made.
13. In making decisions, you choose from several alternatives, rather than choosing which one or what is right. So, there is no right or wrong decision. But the decision could have been the result does not fit with what we expect. So, you do not have to regret the decisions that have been taken. What else is fixated on the regrets protracted when the decision you took was not producing the results we expected.
14. After taking a decision, whatever the outcome, you must monitor and hold, and focus your efforts to make the best of what was decided. You can also make adjustments so the results can be directed to the achievement of those objectives together.
15. In a quick decision, as far as possible involve the people associated with the decision taken. By involving them, you can get valuable feedback, in addition, you can invite their commitment to support the decisions that have been taken. All you can do, among others are asking their opinions and suggestions. This information can be used as a reference for making decisions.
Well, if that decision was made, lest you pollute the consequences of the decision-making decisions that have been set together. Good decision!

--- Good Luck ---

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How to Create Leadership Style?

2:14 PM The World of Information

This is one example of steps to create the style of leadershipA leader has a very big task. If he is wrong to apply the leadership style, the result could be fatal. Could be, only made his productivity declined.
So how to style of leadership could be positive? What a leader bring, that is what will get.
Leaders who can lead with either would be respected employees. He was not only able to work well, but also make it as a boss who is attached to a good image and easy to remember employees. Therefore, an appropriate leadership style is very necessary qualities a boss.
Here are the steps to create the appropriate leadership style, as revealed Rebecca Hourston, Director of Programs Aspire, a company in the field of research, as quoted from Womensmedia.
1. Brave and confidentTo be a boss has a bright light, he must have the courage to do a major challenge. We will take a challenge, a leader must have the courage to take risks and have to keep going, no matter which other people say.
Here, a strong character is required of a leader. He must have high confidence that what he would do is something true and will bring in a profit for the company.
The core of this leadership style is, never be afraid to take risks and should never be afraid to make mistakes. To bring this nature, should your boss do the evaluation, the important and challenging what he can do.
In addition, each day for one week, make three to five things about effective leadership style when applied, then apply these styles in the next week.
2. Sharpen strengthAn expert in the field of Emotional Intelligence, Daniel Goleman, do research on leadership styles in 500 companies and found some type of leadership that stands out, for example, see far into the future (visionary), democratic, and the happy train.
Well, look for expertise or your power and make it as your leadership style. Leadership style will be your typical. Style is also a force that will take you on a successful career in the world.
3. Combine several styles of leadershipDespite having the typical leadership style, preferably a leader can also combine several at once in her leadership style.
In his research, Goleman also stressed that successful leaders generally combines several styles of leadership on him because one style is never enough to overcome the problem that a lot.
If such a superior man must be a lot of interacting with employees, mostly women, or vice versa, use the approach with a soft leadership style and attentive. But, at certain times to use a firm masculine leadership style.
To be able to combine several leadership styles appropriately, identify areas and existing employees under the supervisor, then look for the appropriate leadership style to be combined with a leadership style that became his trademark. After that, look at the results and evaluate if the results are not maximized.

4. Create a goalTo become a good leader, one must be able to communicate the purpose, vision, mission and wants to achieve his team. By communicating, it will make the subordinate feel motivated to achieve the target, and tops the leader could also see that this leader can lead his men.
To be able to find a proper purpose and vision, learn about all the things that happen outside the company. After that, set goals, build teamwork, and move them all to achieve those objectives.
5. The encourager
The best leader is the man because man can give the spirit and able to motivate employees. Leaders must be able to place himself as a motivator when employees meet with an obstacle.
A leader must be able to see the potential of every employee to every employee can give the best to perusahaan.Karena reason, a good leader should always ask himself, "what can I give to my team today?"
6. BalancedEvery leader should be able to measure the risks it faces. Additionally, create time to enjoy life outside of work.
7. Be yourselfThere's nothing better than being yourself. For this reason, be a leader that match your personality, do not try to be someone other than yourself. (SI Newspapers / Newspapers SI / NSA).

Good Luck !!!

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