Instead of realizing that outstanding performance by their employee is an indication of their superior leadership skills, too many managers or supervisors will attempt to hog all of credit for themselves. Conversely, when things go awry, they are quick to place blame on their subordinates.

The best managers and supervisors dole out praise anytime it is appropriate. By recognizing contributions of their employees, they foster a spirit of teamwork that is hallmark of successful companies. Additionally, when employees feel that they are an appreciated and integral part of workforce, it is unlikely that they will be searching for a better position.

An added bonus of this weapon is work force loyalty created by honest praise and recognition. By acknowledging praiseworthy contributions of subordinates, confident and mature managers and supervisors ensure their own continued success.

© 2003 ODEC

Mike Burstein has been helping the SOHO and Small Business community grow & prosper for over 20 years by solving start up problems, creating best practices, automating their offices, getting free publicity and dramatically increasing traffic and sales.

Your span of influence will require you to work effectively across department lines. You may be asked to understand and effectively operate with “politics” and “organizational constraints” from project start to completion. How well you manage these variables will determine your project success.

Your ability to influence and lead project assignment may grow in stages. The personality type you display, cool and confident or nervous and frazzled, will set project tone. Your mentoring and motivating team members will determine how this project approaches its potential. Rapport building will lead to trust, ultimately enabling a broad reach and results across department lines as needed.

Your HR project influence then goes beyond mentoring to enable empowerment of team members to accomplish their mission. Corporations without a team-based environment may experience more “forming and storming” before getting project off ground. Sponsoring senior management demonstrates its vision by appropriate modeling of leadership. This then becomes a subset of project delegation. False starts and difficulty meeting preliminary deadlines may indicate early lack of alignment. While complex, often intimidating and frequently overwhelming in earliest stages, HR professionals who build a step-by-step plan in collaboration with internal and external resources can demonstrate project management as a tool for internal consulting at highest level of their organization.

Focused exclusively on EMPLOYEE RELATIONS, HR COMMUNICATIONS and RECRUITMENT PROJECTS. You can contact John Mooney at (972) 355-7481 or email Jmooney@ConsultiveSource.com or company website www.ConsultiveSource.com. We utilize extensive hands-on industry competencies to solve your HR challenges. Supporting small, medium or large human resource projects with 20 years of human resource and operating experience, John Mooney has a results-oriented, focused approach to human resource needs specific to manufacturing, hospitality, financial services / insurance, government, telecommunications and healthcare.