{"id":15576,"date":"2023-07-24T13:20:48","date_gmt":"2023-07-24T11:20:48","guid":{"rendered":"https:\/\/persolog.com\/blog\/3-fatale-fuehrungsfehler\/"},"modified":"2024-04-24T11:41:18","modified_gmt":"2024-04-24T09:41:18","slug":"3-fatal-leadership-mistakes","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/3-fatal-leadership-mistakes\/","title":{"rendered":"3 fatalne b\u0142\u0119dy w przyw\u00f3dztwie i jak ich unikn\u0105\u0107"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"15576\" class=\"elementor elementor-15576\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5d4a06d e-flex e-con-boxed e-con e-parent\" data-id=\"5d4a06d\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5e621df9 elementor-widget elementor-widget-text-editor\" data-id=\"5e621df9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><\/p>\n<p>Mened\u017cerowie odgrywaj\u0105 kluczow\u0105 rol\u0119 w zatrzymywaniu i rozwijaniu pracownik\u00f3w. Jednak w codziennym zarz\u0105dzaniu cz\u0119sto wkradaj\u0105 si\u0119 b\u0142\u0119dy, kt\u00f3re mog\u0105 mie\u0107 szkodliwe skutki d\u0142ugoterminowe. W tym artykule przedstawi\u0119 Pa\u0144stwu 3 szczeg\u00f3lnie powa\u017cne b\u0142\u0119dy i poka\u017c\u0119, jak ich unikn\u0105\u0107.<\/p>\n<p>\u00a0<\/p>\n<p><\/p>\n<h2 class=\"wp-block-heading\">Przyw\u00f3dztwo, kt\u00f3re wzmacnia i rozwija ludzi<\/h2>\n<p>\u00a0<\/p>\n<p>Osoba bezpo\u015brednio zarz\u0105dzaj\u0105ca ma znacz\u0105cy wp\u0142yw na to, czy pracownicy czuj\u0105 si\u0119 zwi\u0105zani z firm\u0105 i pozostaj\u0105 w niej na d\u0142u\u017cej. <a href=\"https:\/\/persolog.com\/pl\/blog\/befahigende-fuehrung\/\" target=\"_blank\" rel=\"noopener\">Wzmacnianie przyw\u00f3dztwa<\/a> Przynajmniej na papierze, przyw\u00f3dztwo sta\u0142o si\u0119 skutecznym stylem zarz\u0105dzania, kt\u00f3ry nie tylko ma pozytywny wp\u0142yw na pracownik\u00f3w, ale tak\u017ce na sukces firmy. Jednak trzy fatalne i powszechne b\u0142\u0119dy przyw\u00f3dcze - i nie twierdz\u0119, \u017ce s\u0105 to jedyne - stoj\u0105 po\u015brodku tego celu.<\/p>\n<p>\u00a0<\/p>\n<p><\/p>\n<p><\/p>\n<h3>1. Brak informacji zwrotnych przez ca\u0142e \u017cycie zawodowe<\/h3>\n<p>\u00a0<\/p>\n<p>Nie m\u00f3wi\u0119 tu o przekazywaniu informacji zwrotnych pracownikom, cho\u0107 jest to r\u00f3wnie\u017c bardzo wa\u017cne. Chodzi raczej o to, by mened\u017cerowie sami otrzymywali informacje zwrotne. Mened\u017cerowie powinni d\u0105\u017cy\u0107 do zmniejszenia swojego \"martwego punktu\". Bez informacji zwrotnej mened\u017cer nie mo\u017ce si\u0119 dobrze rozwija\u0107. Wa\u017cne jest, aby mie\u0107 ludzi, od kt\u00f3rych otrzymuje si\u0119 uczciw\u0105 i szczer\u0105 informacj\u0119 zwrotn\u0105 i kt\u00f3rzy maj\u0105 odwag\u0119 zaj\u0105\u0107 si\u0119 trudnymi kwestiami. Zw\u0142aszcza jako mened\u017cer.<\/p>\n<p><\/p>\n<p>Aby unikn\u0105\u0107 tego b\u0142\u0119du, mened\u017cerowie powinni aktywnie poszukiwa\u0107 informacji zwrotnych i ustanowi\u0107 otwarty kana\u0142 komunikacji. Wa\u017cne jest, aby <a href=\"https:\/\/persolog.com\/pl\/blog\/befahigende-fuehrung\/\" target=\"_blank\" rel=\"noopener\">tworzy\u0107<\/a> \u015brodowisko, w kt\u00f3rym pracownicy czuj\u0105 si\u0119 bezpiecznie, wyra\u017caj\u0105c swoje opinie i obawy. Mo\u017cna to osi\u0105gn\u0105\u0107 poprzez regularne spotkania dotycz\u0105ce informacji zwrotnych lub nieformalne mechanizmy przekazywania informacji zwrotnych. Mened\u017cer powinien r\u00f3wnie\u017c aktywnie poszukiwa\u0107 os\u00f3b, kt\u00f3re s\u0105 gotowe udzieli\u0107 szczerej i konstruktywnej informacji zwrotnej. Powinni oni r\u00f3wnie\u017c mie\u0107 mo\u017cliwo\u015b\u0107 otwartego dzielenia si\u0119 swoimi pogl\u0105dami. Moja rada: Mened\u017cerowie nie powinni prosi\u0107 tylko o \"jeden rodzaj\" informacji zwrotnej, ale powinni uwzgl\u0119dnia\u0107 r\u00f3\u017cne perspektywy. Ka\u017cdy, kto do\u015bwiadcza mened\u017cera w kontek\u015bcie pracy, taki jak klienci, trenerzy i wsp\u00f3\u0142pracownicy, mo\u017ce by\u0107 interesuj\u0105cy. Jest to mo\u017cliwe na przyk\u0142ad dzi\u0119ki naszemu <a href=\"https:\/\/shop.persolog.com\/en\/Online-Behavioral-Short-Profile-for-the-3610-Feedback\/EN-IN119-07-23-V1.0-WW\" target=\"_blank\" rel=\"noopener\">361-stopniowe narz\u0119dzie informacji zwrotnej<\/a> w ustrukturyzowanym procesie. Mened\u017cerowie mog\u0105 r\u00f3wnie\u017c \u015bwiadomie budowa\u0107 relacje, w kt\u00f3rych regularnie przekazywane s\u0105 informacje zwrotne.<\/p>\n<p><\/p>\n<div class=\"\\&quot;wp-block-spacer\\&quot;\" style=\"0height: 20px\\&quot;;\" aria-hidden=\"\\&quot;true\\&quot;\">\u00a0<\/div>\n<p><\/p>\n<h3>2. Pracownicy s\u0105 postrzegani wy\u0142\u0105cznie jako pracownicy<\/h3>\n<p>\u00a0<\/p>\n<p>Ka\u017cdy pracownik to tak\u017ce cz\u0142owiek. Mo\u017ce si\u0119 to wydawa\u0107 ca\u0142kowicie logiczne, ale cz\u0119sto zapomina si\u0119 o tym w codziennym \u017cyciu. Nikt nie mo\u017ce zawsze osi\u0105ga\u0107 takich samych wynik\u00f3w w pracy. Zw\u0142aszcza gdy pracownicy przechodz\u0105 przez trudny okres w \u017cyciu prywatnym, ma to r\u00f3wnie\u017c wp\u0142yw na ich prac\u0119. I odwrotnie: czynniki stresowe w pracy maj\u0105 wp\u0142yw na \u017cycie prywatne. Niestety, ludzie s\u0105 cz\u0119sto postrzegani jako profesjonali\u015bci tylko w kontek\u015bcie pracy. Wa\u017cne jest jednak, aby\u015bmy postrzegali ludzi jako ca\u0142e istoty ludzkie i wspierali ich w trudnych chwilach.<\/p>\n<p>Aby unikn\u0105\u0107 tego b\u0142\u0119du, wa\u017cne jest, aby rozpozna\u0107 osob\u0119 stoj\u0105c\u0105 za pracownikiem. Mened\u017cerowie powinni mie\u0107 \u015bwiadomo\u015b\u0107, \u017ce ka\u017cdy pracownik ma indywidualne potrzeby, mocne i s\u0142abe strony. Wa\u017cne jest, aby stworzy\u0107 wspieraj\u0105ce \u015brodowisko, w kt\u00f3rym pracownicy mog\u0105 dzieli\u0107 si\u0119 swoimi osobistymi wyzwaniami. Mened\u017cerowie mog\u0105 to zrobi\u0107, s\u0142uchaj\u0105c obaw pracownik\u00f3w i reaguj\u0105c empatycznie. Elastyczno\u015b\u0107 w organizacji pracy, taka jak mo\u017cliwo\u015b\u0107 dostosowania godzin pracy lub oferowanie wsparcia w radzeniu sobie z osobistymi kryzysami, mo\u017ce by\u0107 r\u00f3wnie\u017c pomocna. Kiedy (faktycznie osi\u0105gaj\u0105cy wysokie wyniki) pracownicy do\u015bwiadczaj\u0105 zrozumienia, wzmacnia to ich emocjonaln\u0105 wi\u0119\u017a z firm\u0105.<\/p>\n<p>\u00a0<\/p>\n<p><\/p>\n<p><\/p>\n<h3>3. Wymagana jest niezale\u017cno\u015b\u0107, praktykowane jest mikrozarz\u0105dzanie i sankcje za niepowodzenia.<\/h3>\n<p>\u00a0<\/p>\n<p>Niezale\u017cno\u015b\u0107 nie bez powodu jest reklamowana w opisach stanowisk. Niestety, rzeczywisto\u015b\u0107 cz\u0119sto to uniemo\u017cliwia. Je\u015bli co\u015b p\u00f3jdzie nie tak, w wielu firmach najpierw szuka si\u0119 \"winnego\", obwinia si\u0119 niepowodzenie, a dana osoba musi si\u0119 usprawiedliwi\u0107. Rezultatem takiej destrukcyjnej kultury b\u0142\u0119d\u00f3w jest to, \u017ce pracownicy staj\u0105 si\u0119 niespokojni i unikaj\u0105 wszelkiego rodzaju ryzyka. Kolejn\u0105 przeszkod\u0105 na drodze do niezale\u017cno\u015bci jest <a href=\"https:\/\/persolog.com\/pl\/blog\/befahigende-fuehrung\/\" target=\"_blank\" rel=\"noopener\">mikrozarz\u0105dzanie:<\/a> Mened\u017cerowie sami podejmuj\u0105 si\u0119 wielu zada\u0144 operacyjnych, nadmiernie kontroluj\u0105 swoich pracownik\u00f3w i w rezultacie staj\u0105 si\u0119 wysoce nieefektywni. Oba te zjawiska s\u0105 nie tylko szkodliwe dla rozwoju osobistego pracownik\u00f3w, ale tak\u017ce dla sukcesu firmy.<\/p>\n<p><\/p>\n<p><\/p>\n<p>Aby unikn\u0105\u0107 tego b\u0142\u0119du, mened\u017cer powinien stworzy\u0107 przestrze\u0144, w kt\u00f3rej pracownicy mog\u0105 dzia\u0142a\u0107 i podejmowa\u0107 decyzje niezale\u017cnie. Wymaga to zaufania do umiej\u0119tno\u015bci i potencja\u0142u pracownik\u00f3w. Mened\u017cer powinien jasno komunikowa\u0107 cele i oczekiwania oraz dawa\u0107 pracownikom swobod\u0119 w znajdowaniu w\u0142asnych sposob\u00f3w na osi\u0105gni\u0119cie tych cel\u00f3w. Nale\u017cy unika\u0107 mikrozarz\u0105dzania, daj\u0105c pracownikom niezb\u0119dn\u0105 swobod\u0119 i pozwalaj\u0105c im wzi\u0105\u0107 na siebie odpowiedzialno\u015b\u0107. Obejmuje to r\u00f3wnie\u017c przyj\u0119cie zdrowego podej\u015bcia do b\u0142\u0119d\u00f3w i ustanowienie konstruktywnej kultury b\u0142\u0119d\u00f3w. B\u0142\u0119dy powinny by\u0107 postrzegane jako okazja do nauki, a nie jako kara. Mened\u017cerowie mog\u0105 to promowa\u0107, tworz\u0105c kultur\u0119 zaufania i otwartego dialogu, w kt\u00f3rej b\u0142\u0119dy s\u0105 analizowane, a rozwi\u0105zania s\u0105 opracowywane wsp\u00f3lnie. Daje to pracownikom mo\u017cliwo\u015b\u0107 wzi\u0119cia odpowiedzialno\u015bci z przyjemno\u015bci\u0105.<\/p>\n<p>\u00a0<\/p>\n<p>Je\u015bli mened\u017cerowie zastanowi\u0105 si\u0119 nad tymi 3 b\u0142\u0119dami przyw\u00f3dztwa i dostosuj\u0105 sw\u00f3j styl zarz\u0105dzania, stworz\u0105 podstawy dla zdrowej kultury pracowniczej i rozwoju.<\/p>\n<p><em><strong>Debora Karsch<\/strong><\/em><\/p>\n<p>\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-aba8857 e-flex e-con-boxed e-con e-parent\" data-id=\"aba8857\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ea4315e e-flex e-con-boxed e-con e-parent\" data-id=\"ea4315e\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Przyw\u00f3dztwo odgrywa kluczow\u0105 rol\u0119 w anga\u017cowaniu i rozwijaniu pracownik\u00f3w. Jednak w codzienne przyw\u00f3dztwo cz\u0119sto wkradaj\u0105 si\u0119 b\u0142\u0119dy, kt\u00f3re mog\u0105 mie\u0107 d\u0142ugoterminowe szkodliwe skutki. W tym artykule przedstawi\u0119 trzy szczeg\u00f3lnie brzemienne w skutkach b\u0142\u0119dy i poka\u017c\u0119 Pa\u0144stwu, jak mo\u017cna ich unikn\u0105\u0107.<\/p>\n<p>Wzmacniaj\u0105ce przyw\u00f3dztwo, kt\u00f3re umo\u017cliwia i podnosi na wy\u017cszy poziom:<\/p>\n<p>Bezpo\u015brednie przyw\u00f3dztwo znacz\u0105co wp\u0142ywa na to, czy pracownicy czuj\u0105 si\u0119 zwi\u0105zani z organizacj\u0105, a tym samym pozostaj\u0105 w firmie na d\u0142u\u017cej. Przyw\u00f3dztwo wspieraj\u0105ce, przynajmniej na papierze, sta\u0142o si\u0119 skutecznym stylem przyw\u00f3dztwa, kt\u00f3ry nie tylko ma pozytywny wp\u0142yw na pracownik\u00f3w, ale tak\u017ce na sukces firmy.<\/p>","protected":false},"author":16,"featured_media":19712,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1434,23],"tags":[1418,223,366,1107],"class_list":["post-15576","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-personality","tag-feedbackkultur","tag-fuehrungskraefteentwicklung","tag-leadership","tag-mikromanagement"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>3 Fatal Leadership Mistakes - persolog Blog<\/title>\n<meta name=\"description\" content=\"Blog | Managers are key to employee development, but day-to-day management mistakes can have damaging long-term effects. 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