How to take a leadership position. How to take the place of the head, or Do you need a promotion at work? How to get a leadership position

Instruction

Stereotypical opinion about the easiest way to break through leadership position is to go over their heads. Don't believe this common misconception. These are fairy tales. In fact, persuasion often leads people who are worthy of leadership positions to not aspire to them, because they do not want to participate in intrigues. Most often, the reason for the difficulty of choosing a person for the post of director is that it is not easy to find someone who would really fit for this position. Some don't want a raise, others just can't handle it. There are not so many applicants for really significant and responsible positions, so do not think that you will face huge competition.

Another important rule of career growth is this: very rarely becomes a director. As a rule, if a leader leaves his post, then someone on the side is looking to replace him, and employees from his company are much less likely to be appointed. There are exceptions, but infrequent. If your company is not very large, but is developing quickly, then there are chances. For large companies with an established workforce, such personnel changes are minimally likely. If you want to move up the career ladder quickly, then the strategy of changing jobs with promotion will be more advantageous.

When changing jobs, try to take a leadership position. The head of a department with a small number of subordinates - such a post is quite suitable, even if wage a small one will be promised. But you will be able to gain experience as a leader, so then it will be much easier to get a high-paying leadership position.

Look like a leader and behave accordingly. You should not only dress appropriately, but also behave yourself, be able to speak well and calmly. Think like a leader, try to solve problems, be confident in your abilities. If there is something in your appearance that makes you stand out from the employees, remove these features. For example, if you have long hair, keep your hair straight. Take a closer look at how the directors look and behave, do everything exactly the same.

Learn to lead. You must be able to get a person to do what he may not want too much. This does not mean that you need to quit practicing on others. But the ability to convince, to show a person what, for example, is needed now with this complex report is the skill of a leader. A real director who succeeds, doesn't yell or command, pressure them, never humiliate his people. But at the same time they do what is required.

Perform your duties in the same way as the best employees in your company. Despite the fact that the skills of a leader are fundamentally different from the ability of employees to cope with their duties, you will not be able to prove that you are worthy high office unless you are better than many.

Take an interest in leadership. Of course, you should not start doing this from the very first days of work in a new place. But when you get comfortable in the company, start looking closely at the duties of a director, and over time you will see that these are not such complicated things. When you understand this, it will become much easier for you to take a leadership position.

Each company has a main activity, and there are additional ones. For example, if you work in an audit firm, then accounting is the main one for it. Engage in the core business of your company, not ancillary.

I'll go to the bosses, let them teach me

How to move from an ordinary position to a managerial one?

Many experts once . Only for some this intention disappears quickly, while others are sure that they have the necessary experience, skills and passionately want to join the ranks of the bosses. But what if the employee is not familiar with managerial functions and has always performed the duties of an executor? Labor market experts told how to change a linear position to a managerial one.

There are two main scenarios for such a transition: a promotion within your company or a transition to a managerial position in another. What problems may arise for future tops? And how to realize the desire to become a leader?

an old friend is better than two new ones

According to Maria Silina, Account Manager, Agency Contact, is considered a classic career development option and has a number of advantages: “Firstly, a potential manager has the opportunity and time to prove himself from a professional point of view, while still in an ordinary position. Secondly, during this period he can establish contacts with employees of the company, which can affect his position.

Indeed, it is easier to convincingly demonstrate your superiors to the authorities with whom you have been working for several years than to assure the representatives of the new company of the same. But how exactly to grow in your own organization?

“For this, it is necessary to demonstrate good results in work, to fulfill their duties with high quality and on time. It must be remembered that strategic thinking is inherent in leaders. Such people are able to anticipate changes in the industry in which they work, prioritize their work and the work of the team, focus on the main goals, bring creative ideas, make the right and timely decisions. This is not the whole set of qualities that people need to take a leadership position. When working in a team, it is also important to be able to see the situation through the eyes of your boss and abstract from the situational perception of the problem. The manager and colleagues should be aware of your professional and career preferences, ”says Alexey Iodko, Head of Human Resources at Raiffeisenbank.

“First of all, you need to be an active and proactive employee who does not avoid participating in the life of the team, whether it be brainstorming on how to improve the work of the department. With the conviction "this is not part of my official duties“It is difficult to grow professionally in a company and get a large area of ​​responsibility. If you are enterprising, active, ready to take responsibility and reinforce ideas and proposals with results, the chances of career growth increase significantly, ”adds Nadezhda Smirnova, Leading Specialist at Penny Lane Personnel Recruiting Agency.

What should be feared? Imagine that the long-awaited promotion has taken place, yesterday's performer becomes the leader. There are no problems with the performance of duties, everything is working out, the prospects are encouraging. However, there is one "but" - the team. Labor market experts say that relationships with former colleagues (current employees) can significantly poison the joy of promotion.

“The main stumbling block is building relationships with former colleagues. If in professional competencies and personal qualities new leader If he has already proven himself earlier, then he will need to demonstrate to his colleagues more than once. And only after that he can establish himself as a leader in a familiar team, ”comments Nadezhda Smirnova.

“Many young managers who have grown up within their own company, at the stage of forming their managerial experience, have to deal with the solution of a natural paradox: on the one hand, with a formal change in their own role, and on the other hand, with the perception of it by the team in a new status. However, this situation can be easily avoided if, firstly, the appointed employee has achieved a transition to a new position solely by his own work, and secondly, if he has a certain authority and weight in the team, not just as a “great friend”, but as a professional in his field," he says. Boris Anikeev, Head of Recruitment Department, Svyaznoy Group of Companies.

Changing places

The process of moving from a line position to a managerial position new company is definitely harder to enhance within one's own. The reasons for leaving the old place can be different.

“Firstly, there may not be a vacant leadership position in the company, and secondly, other, more suitable candidates may apply for this position,” says Maria Silina.

It is possible that the highest echelon of the company's authorities simply does not believe in the leadership abilities of an ambitious employee. In any case, even if a specialist leaves an ordinary position in a large organization, he is unlikely to be able to get a job as a head in a company of the same scale. It would be wiser to choose a smaller institution.

Nadezhda Smirnova confirms that such a transition is possible from a “leading” position to big company for a managerial position in a relatively small firm.

“But 'shrinking' the size of a company still doesn't guarantee a raise. It is important that the new/potential employer sees and believes that you are not only a good specialist but also successfully cope with the management of people. Therefore, at the interview, remember and name a few situations where you demonstrated,” the expert recommends.

“If the candidate does not have managerial experience, it would be reasonable if he does not immediately apply for very high salary and broad management functions. As a rule, such applicants are offered to work on minimum conditions and, if the results suit both parties, to revise the conditions. Another important point: in the new resume, it is important for the applicant to indicate all the cases when he had to perform leadership functions or managed to show (making decisions on the current project, organizing the workflow, building teamwork, etc.),” adds Boris Anikeev.

What should be feared? Oddly enough, but you should not worry about relationships with new subordinates. Because they already perceive the incoming leader as a boss, and not as a former colleague.

“Sometimes it is more useful for a team to have a fresh look from a new leader“ from outside ”. This will allow us to take a bolder step and make radically new decisions on this or that issue,” he said. Alexey Iodko.

It is worth fearing an unfamiliar environment in principle - the process of adaptation in a new company always requires an expenditure of effort and energy. In addition, you will have to rely only on your own strengths (if the old company had the opportunity to turn to the former management for help or advice, then in the new one, most likely, there will be no one to count on).

Boris Anikeev sees difficulty in the lack of experience in managing people: “It can be partly compensated by business acumen, readiness for irregular schedules and constant improvement.”

Labor market experts shared tips on what to remember for a person who has never led, but is determined to take the manager's chair.

“It is extremely important to tell employees about strategic plans: everyone should understand and share the common goals and objectives of the team. Try to find a mentor and enlist his support, go through. For example, trainings to develop managerial skills will allow you to make a more confident start,” the expert adds.

“Be confident in your actions! Any doubts will instantly be transferred to the team and shake your reputation. And do not be afraid to rely on your assistants, having previously understood who you really can / should rely on. Delegation of authority is the key to the success of any leader. But absolutely for sure, regardless of whether you are planning a career within a company or when moving to others, you must definitely know the main functions, tasks of a manager, think systematically, be consistent, be active, proactive in order to show and prove yourself, - advises Nadezhda Smirnova.

But most importantly, according to Alexey Iodko to make sure that the desire to become a leader is genuine. To manage because it is “fashionable” or “all my friends have become managers a long time ago, so it’s time for me” are not the best arguments for achieving success. Remember - a person does best what he loves and what he really has a soul for!

Did not work out. The business has shut down and you want to return to work. In a short period of time, you have delved into many processes: you want to implement a versatile experience, even if it is within the framework of a foreign company. How to convince employers that you are not a loser, but a candidate with rare experience in different fields?

Former entrepreneurs are treated with caution: there is almost always a risk that they will not be loyal to the company and return to their business. As a rule, the ambitions of such employees are much higher and not everyone succeeds in working under someone else's leadership. All these are risks for the employer, which he diligently avoids. Service expert "" Anastasia Zhukova shared tips on how to look for work for former entrepreneurs.

Soberly evaluate the offer

Former entrepreneurs are not liked in companies with well-established processes: after returning from “free swimming”, people feel uncomfortable within job descriptions and rigorous working arrangements. But in places where decisive, responsible and independent employees are needed, former businessmen and startups are really welcome. This is confirmed by the story of one of the applicants whom I hired.

His shipping business went bust and he had to sell off a large part of his property to cover his debts. He decided to get a job as a driver to support his family. Our manufacturing company I just needed someone with a car. At the interview, it turned out that he was well versed in procurement, and we offered to deal with them as well.

The employee performed excellently, and he was gradually entrusted with conducting big deals. And after some time, the position of the head of the production and economic part of the company was vacated. The owner carefully chose people for this position: not everyone could cope with a large amount of work, and they were looking for a suitable person for a long time.

By that time, our candidate had been working in the company for about six months. Everyone agreed that he should be given the opportunity to show his skills and abilities in this position. Now he is in charge of the logistics, procurement and production block, having taken the position of deputy director.

Conclusion: do not lose faith in your strengths and skills. You have a significant advantage over other candidates: you look at the processes and the work itself differently, as the experience of entrepreneurship expands consciousness and perception. This is your forte: you know what it's like to make decisions, right or wrong, and be responsible for them.

Describe entrepreneurial experience

There are a few tips that will help you not scare off the recruiter at the first stage.

In the employer's office, responses are displayed in a list with a brief excerpt from the resume. Recruiters set up the list type themselves - usually there are work experience, desired salary and names of companies in which the candidate worked. If this information is of interest to the employer, then he opens the resume and views it in full.

List of interviewees

Therefore, if you had an IP, in the last place of work it is better to write not “IP Ivanov Stepan Semenovich”, but simply “ Entrepreneurial activity” - it sounds better and is easier to perceive. Be sure to indicate the industry and direction of your activity.

If you are not applying for a managerial position, avoid the words "owner" or "owner": they may suggest that it is difficult for a former businessman to work under another manager.

Think carefully about choosing a position, especially if the direction of your business and previous experience diverge. You can develop further in a new industry or return to the profession: both are absolutely acceptable.

If the business did not last long, apply for the position level that was before it was opened, or a little higher. A common problem is high expectations: former businessmen hope to get a managerial position, although they did not rise above an ordinary specialist at their previous job. Going straight to a leadership position will be difficult. But rapid career growth in this situation is also possible.

Describe responsibilities based on job requirements. Move relevant functions to the beginning of the description. Formulate everything in detail: brevity is not an assistant here. Specify the number of employees of the company, if any, especially if you have not previously held leadership positions.

The most common mistake I've seen on resumes is short listing of responsibilities: "Company management, procurement, customer service, development, market promotion." Everything was laid out in a couple of lines, without details. It is clear that I had to deal with absolutely everything, but the details are important here.

For instance:

• company management, development of a strategy and setting goals for employees (10 subordinates);
• work with suppliers (you can name key ones if they are large and well-known, or list product groups);
• negotiating with key customers (again, if there were large ones, name them); development of a strategy for promoting products / services / services and so on.

Do not forget about the results of work in the period of entrepreneurship. If financial indicators your business weren't spectacular, just don't list them. But information about networking, getting even small discounts on purchases, successful experience it is worth specifying the search for partners.

Prepare for the interview

In addition to the standard questions, former entrepreneurs at the interview like to ask the following.

"Why did you decide to return to hire?"

Do not take this as an attempt to humiliate or insult you. It is really important for an employer to know what your motivation is.

The answer must be honest. A perfectly acceptable option is this: “I decided that I was ready to start my own business, because I did not see the prospects for growth in my previous job. Collected the necessary information and chose the direction of activity (explain why this is so). Organized the process. But at a certain point, difficulties arose, ”and to tell what exactly went wrong.

Your task is to convince the employer that you did not come to get the missing experience or temporarily wait out an unsuccessful period in the country's economy, but are ready to develop within the framework of a new company and use all the experience gained for its benefit.

"Are you planning to get back into business?"

You came to get a job, and your goal is to grow within the new company. That is exactly what you should answer.

“You have failed in your business. Why do you think that things will go better in a new place?”

Describe the situation honestly, tell about the reasons why the business “did not work”. Emphasize that you have gained this experience in your own company and will be able to prevent similar mistakes in another organization. Indicate that you will be able to implement complex tasks and hope to be part of a successful team - of course, if you really want to.

For those who doubt that they described their entrepreneurial experience correctly, there is the “Successful Resume” service. Experts from HR and recruitment will look at the resume through the eyes of the employer and help make it more attractive for the company of your dreams.

Finally got promoted? Congratulations! You have already proven your professionalism, now is the time to demonstrate your managerial and organizational skills. because new position- this is not only new responsibilities, but also a new role in the team. Are you ready for this?

I decided to collect recommendations for novice heads of departments, divisions, companies. After all, moving up the career ladder of one person can become a problem for other members of the team and even negatively affect the working atmosphere.

What leadership style to choose? How to motivate employees? What is a psychoclimate and how to understand that it is negative? With these questions, I turned to the psychologist-consultant of the Wezom agency Antonina Ulyannskaya. According to her, 80% of new managers do not know or do not even think about psychological aspects team management. And there is something to think about if you don’t want to see a decrease in productivity and a bunch of applications for dismissal from disgruntled subordinates in a month or two.

What to do as a new leader

1. Choose a democratic management style

Of the three styles - authoritarian (decisions are made by the head alone), democratic (decisions are made collectively, the boss controls execution) and liberal (the team makes decisions on its own, the role of the leader is minimal) - it is democratic that can provide a comfortable working atmosphere and maximum performance. Because the boss is a Democrat:

• does not give rigid orders, as in the army, he works in a team;
• gives subordinates the authority to solve problems within their competence independently;
• involves employees in solving organizational issues;
• encourages creative ideas, initiatives;
• builds trusting relationships with colleagues: informs about current state affairs in the company and development plans;
• sees and helps to reveal the potential of the employee.

Democratic style makes subordinates feel more like partners than just performers. For a novice leader, this style will be the key to the success of the team of which he has become the leader.

Nuance. If the manager came from outside (not from among the employees of the department or company), we recommend:

• ask what was the predecessor in this position, what management style did he use;
• get to know the team and organizational processes;
• determine the priority goals of the work, discuss them with higher management, and then with subordinates.

Do not forget to listen to the proposals of the department entrusted to you.

2. Motivate not with orders, but with the help of involvement in solving problems

This method will help to increase self-discipline in the team. After all, the responsibility for decisions made passes to employees. This implies a democratic style of management. Let your employees feel important. The feeling of a simple cog in a huge mechanism is unlikely to cause enthusiasm. And when subordinates become important participants in the overall process, they will take a more responsible approach to business.

If employees fail to cope, the Democrat boss does not use power methods and in no case scolds in public.

Remember the rule: praise in front of everyone, punish in private.

Subordinates should not be afraid of being called to the mat. To punish in a democratic style means to explain what is wrong, to find the reasons and ways to eliminate it.

3. Build a team

Remember that you are leading a team (department, department, or company), not each individual. Form a team that will implement the planned projects. To do this, develop management skills. Be ready to set goals for the team, define results, transform goals into clear tasks, motivate performers to solve them, monitor implementation, eliminate problems and conflicts that have arisen.

And also learn to select people adequately to the tasks. In other words, don't squeeze a lemon in the hope of getting tomato juice.

The mistake of novice managers is in pulling the blanket over themselves with the motivation "I will do it faster and better myself." With such an approach, it will not be possible to build a team.

4. Don't be arrogant

• recognizes that promotion is not the crown of a career, and he is not the ruler of the world;
• understands that a new position is a big responsibility;
• takes into account personal experience before promotion;
• continues to work on himself, improve personal and professional skills;
• does not abuse his position, does not shout at every corner that he knows everything better.

Arrogance, like omniscience, will not help you gain respect in the eyes of your colleagues. The principle “I am the boss, you are a fool” is a sign authoritarian style management. You don't want to be quietly hated behind your back, do you?

5. Keep your social distance

Finding the perfect balance between friendship and service is not easy. Not every leader with experience succeeds, let alone a beginner. Some young bosses build friendships with one subordinate, thereby forming a negative attitude among other employees.

There should be no familiarity in the team. stick to the culture business communication. Build relationships based on mutual respect.

If you are a supporter of the appeal to "you" between subordinates and the boss, make it clear to employees that this is not a reason to be frivolous about tasks.

Nuance. How to build communication if the subordinate is older than the boss? Stick to the partner line in communication. Use the pronoun "you". Don't be afraid to ask for advice. Such appeals as “I wanted to know your opinion”, “What do you think” will demonstrate respect for a senior employee, increase his sense of importance, help identify valuable experience and use it for the development of the company.

The main thing is not to hurt the ego of the subordinate, but to create comfortable business relationships. Set your distance gradually.

In many respects, the psychoclimate prevails in the team depends on the management style of the leader.

What is psychoclimate and how to understand that it is negative

The psychoclimate is a comfortable emotional mood, the atmosphere in which employees work. Indicators of a negative climate in the team are:

• staff turnover;
• frequent sick leave;
• low labor productivity;
• tense relationships between colleagues;
• general irritability and dissatisfaction;
• unwillingness of employees to improve;
• mistrust;
• psychological incompatibility;
• lack of desire to work in one office.

Signs of a positive climate include:

• friendly relationships;
• a high degree of trust among team members;
• desire to be in a team work time and spend leisure time together corporate holiday, joint trainings, field trips, etc.);
• lack of internal conflicts and "groupings";
• cohesion of employees in force majeure situations, high level mutual assistance (not every man for himself);
• free discussion of current issues (no one is afraid to express their own opinion);
• healthy business criticism;
• no pressure on subordinates.

In addition to internal factors, the atmosphere in the team is influenced by:

• physical working conditions;
• the current state of affairs in the company;
• economic, political, social situation in the state.

Analyze how subordinates communicate and interact with each other, whether they often conflict or express dissatisfaction, how employees from other (related) departments are treated.

Psychologists recommend conducting an anonymous survey to find out what kind of psychoclimate prevails in the team. And if the head of the department is unable to influence the state of affairs in the country, then he can take care of working conditions, find out the reasons for discontent.

And finally

There are much more recommendations for novice managers than five. But we tried to choose basic tips, following which the young leader will smoothly enter the new role and will not become the object of negative discussions in the team.

To become a good leader, you need at least three years to work in someone's submission? Not always! Some even after a year of work experience feel the strength to move into the ranks of top managers. How to achieve this?

They say that in order to become a good leader, you need to work for at least three years in someone's submission. However, some even after a year of work experience feel the desire and ability to move into the ranks of top managers. How to achieve this?

It's easier to do this if your company encourages career growth. The management itself can offer you a promotion based on your performance, when a suitable vacancy appears. However, the tendency to "grow" personnel is not relevant in all companies. If you understand that you will most likely not be given the opportunity to head a department in your "native" company, start looking for a new job.

To begin with, it is wiser to apply for a position with minimal managerial functionality. And don't count on good salary. There is a kind of barter: you get a managerial position, and the company saves on the salary of a professional.

“In the best case, this amount will be called a “starting salary”, and if you live up to expectations, your salary will increase over time,” says Zifa Dimitrieva, managing partner of the International Institute of Management. its growth will be minimal. If you have already decided to save money from the very beginning, then they can stick to this line later."

But, having gained the necessary experience, you can come to another company for good money.

Put the "right" accents in the resume

The task of finding a job in a company, at least for an initial managerial position, is complicated by the fact that your resume is a resume of a "performer". And it most likely does not reflect the facts that speak in favor of the fact that you are able to lead.

However, according to Elena Bakanova, head of the selection of managers at Finam investment holding, there are no "pure performers" today. "Now any employee has to make decisions related to the development of projects, the organization of certain work processes," she recalls. And he advises to focus on these points in the resume.

Rabota.ru consultant Ekaterina Lukyanova also suggests revising her track record. “Perhaps, your organizational experience is small and you perceive it as not worthy of special mention, but this is a mistake,” she says. “It was in these situations that the makings of a future leader, leadership potential, ability to work with a team, and initiative could be revealed.”

When talking about their experience, experts advise using phrases: “on my initiative…”, “I implemented the plan as a project manager…”, “optimized the work of the department, group” –– and similar ones.

According to Elena Bakanova, the employer should also learn about "additional factors that can characterize you as a leader." Are you the captain of the corporate football team? It's a good message, she says.

By the way, it also works for you that the transition to a managerial position is a natural stage career development. “You can also mention your desire for career and professional growth in your resume,” advises Ekaterina Lukyanova.

Before the interview

Take care of your image. “A person who wants to become a leader must look like a leader and speak like a leader,” reminds Ekaterina Lukyanova. successful leaders in this domain".

“The more you remind the employer of “your friend on the board”, the more likely it is that in the end you will become one,” Zifa Dimitrieva agrees with Lukyanova and advises you to visit the company where you would like to work as a guest before the interview .

Learn all about the company. Ask the secretary promotional items, price lists, read the information on the stands, experts advise. In addition, "study the company's website, its history, assortment, the specifics of the market in which the company operates, collect information about its competitors."

Think about what you can offer to the company. Do you have an idea of ​​what could be improved and how? Where would you start your work? You need to know how to answer these questions because they will be asked at the interview.

"Be ready to present to the employer a reasoned plan for the development of the department you are going to manage," says Ekaterina Lukyanova.

The main thing is not to offer to build New Vasyuki, warns Zif Dimitrieva. "Most of the time, companies don't want to have problems with innovative leaders. Your job is simply to give the impression that you are more knowledgeable than anyone else in the industry."

Be confident but not arrogant in interviews. And not naive. “It is clear that you really want to get a managerial position, despite the fact that you have never managed before,” says Zifa Dimitrieva. that you will not fail."

By the way, the factor of trust in a person in employment for managerial positions plays almost the main role. The higher the position, the higher the level of trust should be, experts remind. Do not try to deceive the employer, hide the facts of the biography or impersonate someone who you really are not.