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If the defect in the top management or direct leadership, how the teamwork get able to change their leadership in a right manner.
The usual way would be to evaluate his/her performance and behavior. Then set feedback meetings and discus all opened issues. Then agree improvement action steps and measuring tools. Eventually, if he/she doesn't improve within the agreed period, fire them. Managers usually have managerial contracts which can be easily terminated.
Speak to him or her personally and explain the consequences of his or her decision. If still things don't work, reach to the company head. But all these problems can be nipped on bud by having internal performance analyses by HR department which includes certain level of feedback from juniors about their seniors.
Access and evaluate his performance and have an open discussion over the issue with feedback, then have a discussion with the manager and agree on improvement measures...if things don't change, changing the manager/leader will be in order because he has staff or a team that trust and believe in his judgement and leadership so this might have a negative impact if he continues to lead.
The right procedure to change the bad leader or manager is by doing the right thing as the company policy. It depends on what kind of "bad" he or she is. Sometimes members consider a bad manager because he/she is very strict !!! However if they need to change hi/her for their low performance or other deficiency:
First- They should find who can change him/her, then have a meeting where the whole team or the majority talk about the issue.
Perhaps a notice from the top manager can change his/her behavior (the low manager). The most important thing for the teamwork is to discuss and make sure that their leader is bad !
Addressing the issue correctly to the top responsible manager should make him/her take the right decision.
Have an honest team lunch/brunch session to speak your heart out.
The first thing most of us do wrong is we ignore the value of healthy communication.
Scenario1 - where the manager of the leader will play a key role
Any Organization having a coaching methodology will catch these in the first go or will have this addressed by have a awesome coaching for Success (when they are new to the role), after which in case you see the mistakes happening have the Coaching for Improvement in place if the issue continues you have the Coaching for addressing chronic performance issues in place
With the implementation of coaching approach surprises are evaded helping both the manager and the employee be on the same page
Scenario2 - Team member to play a role
Having a crucial conversation with specifics on the individual action and the impact on the team or delivery should help, advisable to include the HR or employee relation officers for guidance before getting on to the call
Vote them out. You can start by holding a meeting and listing all the pros and cons of this manager... List all the mistakes and how it costed the organization. Vote them out or demote them fair and square.
If the leadership mandated by the management to someone by promotion without assessing his/her leadership skills, then there is some merit in such promotion. Let us respect the decision. However, if that leadership made Fatal error to the organisation, then the management will certainly makes corrective measure. All errant leaders realised one thing in common is that it was People/Team/Followers whose TURST was not earned to succeed in his/her leadership.
But, we the followers or team should also safeguard the leader by meeting him/her and make to understand the leadership skill requirement. That certainly make any human-being to listen and learn to correct and above all will realise how the followers are interested in him/her and supportive at a time when he/she goes through tough time. Some of the lessons / skills he/she must learn, are....
TRUST
It is this reward any leader expects from his/her team, by upholding Integrity, undergoing Humility and by facing Vulnerability to become authenticated leader.
Leaders often feel that in order to assert their authority and manage their team, they have to remain work-focused, distant and professional at all times. It leads to a disconnection with the team and leave them believing you are unapproachable. This will not build TRUST.
Oneness should reflect in all his thinking, wording and acting to uphold his/her integrity. If not, self-doubt; self-judgment and low self-esteem results.
Ones capacity to recognize own shortcomings/mistakes by genuinely seeking and listening to feedback on these and learn from them is undergoing humility. If not, most important voice remains but that carries no trust.
Choose to expose ones weaknesses as much as strengths; mistakes as much as triumphs and shortcomings as much as powerful qualities is vulnerability. In simple form to say is When one is naked in front of the team - feel vulnerable. But one choose to become vulnerable in front of direct reports because the rewards one is aiming for are huge – TRUST.
Bonjour tout le monde ,
je crois que la communication positive est le plus important comportement qu'on peut procéder pour amener a un changement d'un manager ou leader d’équipe en basant sur des donnes et des résultats concrets par fixation des objectifs dans un délai bien logique pour qu'on puisse améliorer et activer l'avancement d'une organisation .
meilleures salutations
if he/she do mistake for the first time then a second chance should be given and the higher authorities must notify him/her for the defect or mistake.
the teamwork should be unified and work should be done in right manner in such a way that leader must realize that its his/her fault.
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