Hard data is your most honest and trusted friend, feelings are not. You’re not as impartial as you think you areīe on the lookout for bias traps. Worse, the rest of the team sees everything. Our sympathy towards the teammate who’s so much like us can once again cloud our judgement and make us over-appreciate certain people. What is an employee actually shares hobbies with us? Cheers the same football team? What if your kids go to the same class? Endless what-ifs. But there’s something worse than underappreciating people who are different from us. His work style’s definitely not “worse” than yours or anybody else’s just because it’s different. Here’s the kicker: you need to focus on Greg’s achievements alone. Yeah, doing just that, no Instagram or Facebook. Now, take a look at the rest of the team: you all talk, joke around, seem to be building strong bonds, heck, even overtime’s no problem when you have such cool people around! Does that mean Greg does less? He may as well be working 8 long hours. Getting a beer or two with his colleagues? No way, Jose! He even leaves the office at 4PM sharp, since his kids aren’t going to pick themselves up from the kindergarten. He does his job well, but he’s quiet, he barely talks to anybody else and doesn’t really socialize. Let’s say there’s a good guy named Greg on your team. As a leader, you literally have to stop being you. If you want to treat everyone fair, you need to filter out your preferences, as they make you biased. And we subconsciously favor those who share their interests, ideas and working styles with us. Everyone is entitled to their opinion and who they like or not. Are they fair? If you’re honest with yourself, you’ll probably have a very hard time saying “yes.” It’s impossible to be fully impartial. Let’s consider your judgements, for example. Fair enough (Credit: probably the most famous quote from “The Princess Bride”) And it demands much from the leader as a person. Do just that and you can rest assured that your squad will respect you and do their jobs well. You need to give them your time and help them develop. You must work as hard as you expect your employees to work. Your demands must be reasonable and your judgements fair. Getting your team to respect your leadership isn’t rocket science You’ll find plenty of books on that topic for sure, but their contents can be distilled to such simple rules. The same set should apply to being a manager. These make the clan-based, warlike culture so uncanny, yet respected across the Star Wars galaxy.
G2A FOOTBALL MANAGER 2021 CODE
The Mandalorian Code of Honor consists of four simple tenets: Strength, Loyalty, Honor and Death. And while we tend to believe in such stories, good leadership is actually a very simple thing. Ask a DJ to help you here if you don’t get it. It’s like a difference between beat and beet. One of them is that this job is super complicated, especially when you want to become a Leader (with a capital L). Plenty of stereotypes and misconceptions surround this position. Commonly known as boss, chief, director, higher-up, overseer, brass, head ho ncho, truly a gift from heaven (OK, this is rare), or “that mischievous monkey who understands nothing, and does even less” (OK, this can be heard more often).
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