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Once again for fear of upsetting them, I renounced my idea. Form now on, in similar situations I will convince them it is in fact a great idea and I will engage them in the process of organizational change. (I am aware that implementing change is often difficult to achieve since the staff is reticent, but I will try to transform change from an unpleasant event occurring on temporary basis into a leadership style and a business model that recognizes the need for constant adaptation to the market and industry requirements)
Objectiveness crying employee once came to me complaining about having been given a difficult task to complete in an extremely short amount of time. I automatically wanted to resolve the problem and expanded her deadline. Later on I found out it had only been a tantrum and the tardiness was due to heavily partying during week nights. Instead of jumping heads on to help a crying employee, I will from now on analyze the problem raised from an objective stand point and consult with other staff members as well, not to be influenced by their opinions, but to get a clear idea of the matter.
Delegation
With two members of the staff missing just prior to a deadline, I didn't want to burden the other team...
It was extremely tiring and however the product was functioning within the required quality standards, the overall quality could have been better. From now on, were these situations to occur, I will equally delegate the extra work among the team members and I will also offer them incentives to motivate them in taking one step further and developing a qualitatively superior product.
Given that the major changes are aimed to change human behaviour within the organization, and that humans are generally reluctant to change, the advancements made through the implementation of the new strategies will be assessed within 2 months intervals. The quality of the work will be analyzed and also the employees will be analyzed and asked about their responses to the changes in the leadership style.
References
Martin, a., Management Skills that Matter, 2002, OfficePro Magazine, http://www.iaap-hq.org/ResearchTrends/ManagementSkills.html. Ast accessed on March 27, 2008
Mallinger, M., Management Skills for the 21st Century, Graziadio School of Business and Management, Pepperdine University, http://gbr.pepperdine.edu/982/skills.htmllast accessed on March 27, 2008
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