Some 10 years ago, this topic is not so a concern to me but now it is becoming more critical as we grow bigger and faster. As I have learnt from one of my favourite speakers, as manager, we need to consciously identify potential team members and not during when we need one. Thus, averagely every other month, I will engage in interviewing potential members though I may not have any vacancy. And every 6 months, I will put up an advertisement in the paper to encourage wider application for picking. This is to enable creation of a potential pools to select and also to provide training ground for us to select the right people.
Having good pools of right staff will help in picking right successors to succeed eventual team leader though mentorship is importance to ensure their learning is in right direction. The one who could work together tirelessly and supportively moving towards goals together is a diamond to any great leader.
It is true that people will come and go during the process or at any time, thus we must always be prepared and accept the fact that this is natural although at times, we must reflect on what have gone wrong in trying to improve our team weaknesses or environment weaknesses. Yes, some of the members are good but due to dissatisfaction of certain situation, it leads to breakups but there are many who just have attitude problems to work.
As leader, beside challenges and obstacles, we will face with a lot of learnings and improvement through encounters of human issues. If we could manage this aspect well, as in any professions, we will be able to move "mountains". Every great organisation, human assets are backbone to them.
Spending time with our good people is a must so that we could lead and mould them beside opening the door of open discussion and two ways motivation approach. Every week, I am trying to sit down with my key people sharing with them the crux of our business beside giving them my personal sharings and hearing their challenges and successes. Many are still quite closeup but I believe the strong one will start the ball rolling.
Therefore, to build company, we must build people. Recruit the right one, mould them and lead them to success and they shall attract more successes and when the chain reaction goes smoothly, the organisation will growing strongly continuously.
Having good pools of right staff will help in picking right successors to succeed eventual team leader though mentorship is importance to ensure their learning is in right direction. The one who could work together tirelessly and supportively moving towards goals together is a diamond to any great leader.
It is true that people will come and go during the process or at any time, thus we must always be prepared and accept the fact that this is natural although at times, we must reflect on what have gone wrong in trying to improve our team weaknesses or environment weaknesses. Yes, some of the members are good but due to dissatisfaction of certain situation, it leads to breakups but there are many who just have attitude problems to work.
As leader, beside challenges and obstacles, we will face with a lot of learnings and improvement through encounters of human issues. If we could manage this aspect well, as in any professions, we will be able to move "mountains". Every great organisation, human assets are backbone to them.
Spending time with our good people is a must so that we could lead and mould them beside opening the door of open discussion and two ways motivation approach. Every week, I am trying to sit down with my key people sharing with them the crux of our business beside giving them my personal sharings and hearing their challenges and successes. Many are still quite closeup but I believe the strong one will start the ball rolling.
Therefore, to build company, we must build people. Recruit the right one, mould them and lead them to success and they shall attract more successes and when the chain reaction goes smoothly, the organisation will growing strongly continuously.
