Doug D’Anna’s latest ‘e-Wealth Daily’ article is titled “Leading Employees with Strong Personalities”. [‘e-Wealth Daily’ Article]

Doug D’Anna’s latest ‘e-Wealth Daily’ article:

Leading Employees with Strong Personalities

Sometimes in your career, you will be surrounded by strong-minded individuals. Though this generally makes for an extremely productive environment, it can also sometimes make for a difficult situation if you have to manage these strong-minded individuals.

Being in the midst of too many strong personalities can make it tough to get people to do what you need them to do — and in the manner that you believe it needs to be done. Strong personalities come with strong opinions, and this can result in a lot of competition.

As a leader, you need to be able to make decisions and stick by them. However, in this type of situation, it can be a lot harder to do that with other decisions being tossed around. It’s one thing to be a business owner who leads your staff, but it’s another thing entirely to lead a group of your co-workers in completing a task.

The first thing that you need to know is that you have been chosen to manage a task because your employer trusts you. This should be a big boost to your self-confidence. You know that you are skilled enough and dependable enough to get the project completed in the way that your boss needs it to be completed.

You have to keep this in mind when you’re leading people who consider themselves to be leaders, as there may be resistance to your new role. You need to be confident in yourself and your abilities, and you need to express it to your team.

If you face resistance, then you need to be strong and stand behind your decisions. If you waver, some people will take advantage of your weakness. You must show them that you are comfortable in a leadership role and that all your decisions are essentially final.

This, of course, doesn’t mean that you shouldn’t be open to suggestions. A good team works together to produce the best possible result, but in the end, the project leader is responsible.

You have to accept that the members of your team will have suggestions and that they will want their opinions heard and considered. A good leader listens and considers the suggestions of his team.

You need to show respect to your team members and allow them to play a role in the project. You are there to manage those roles as best you can.

A good leader listens to the people around them. They are able to hear someone’s suggestion and take the best points and most usable parts from it. That’s why they are in the role they are — because they are able to bring out the best in people.

The best way to get your team to work well together is to utilize each individual’s strengths. People appreciate when someone acknowledges the tasks they excel at, so delegate accordingly. Put people in the roles that will allow them to shine — it will help the project get completed efficiently.

You also have to be willing to show your appreciation for your team. Your team members know what their tasks are and how to do them, but it doesn’t mean that they don’t want to be acknowledged for going above and beyond the call of duty.

You have to take on difficult tasks and excel at them if you want to get noticed. It would be easy to allow the members of your team to take over, but you have to remain in the leadership role and avoid being steamrolled by these strong personalities. If you can manage your team well, it will be all the better for you when it comes to impressing your employer.

e-Wealth Daily

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The e-Wealth Daily Bulletin brings you daily tips, advice and breaking news related to home businesses, small businesses and internet marketing. Our team of experts gives you the information you need to take your business pursuits to the most profitable level. Founded by Adrian Newman in 2003, the e-Wealth Daily Bulletin and www.ewealthdaily.com are a division of Lombardi Publishing with online newsletters reaching over 100,000 subscribers each month.

* IMNewsWatch would like to thank e-Wealth Daily for granting permission to reprint this article.

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