TheStrategiestoPromotingStafftoLeaders怎样让员工成为领导者.pptVIP

# The Strategies to Promoting Staff to Leaders Deciding who with leadership potential is to be promoted Who do you like to promote ? What are your preferences for promotion ? As an employer or a manager, you promote an employee in order 1. to give more responsibilities to a person who is capable of taking them up 2. to put the right person at the right helm of affairs so that the organization is benefited by his services at an enhanced level 3. to?recognize and reward a person who has contributed to your organization. Several important factors need consideration when offering a promotion to an employee. Here are some thoughts on working through the decision. The following guidelines will be helpful in promoting the right person in a more balanced way: 1. Ambition / Initiative Does employee demonstrate ambition in the position (not to move out of it, but to perform it) and take initiative to improve the process, product, or overall work environment? 2. Respect Seek out employees that have earned the respect of their fellow workers. When this person becomes their boss, that respect will pay huge dividends. The new supervisor or manager will not have to demonstrate an unreasonably high level of competency to keep their respect. The former peers will be willing to give him or her an chance to grow into the position. 3.?Attitude / Cooperation What is the employees attitude towards you, towards peers, towards the work in general? Is he or she a pleasure or a chore to work with? Is the employee reasonably flexible when asked to perform a job function outside his or her normal duties, or to work outside his or her normal hours for a special project? 4. Thinker Promote thinkers. Some people have the ability to analyze situations and see solutions. Other people lack this skill. It is hard to teach this to those who do not have this innate ability. Thinkers will expand the position and make it fit themselves. Others will simply try to do what is expected