Inexperienced managers often make the mistake of viewing personal execution as the most
reliable driver, investing a lot of time and energy in specific tasks. As a result, they are “On
the go”every day, you don’t get the approval of the people you work for.
The first and biggest change facing the transition from individual contributor to front line
manager is a change in goals, Shift from being accountable only for individual work results
to being accountable for the goals of the entire team. If managers continue to choose to
work alone, relying on their own diligence to achieve team goals, will inevitably drag down
the efficiency of the entire team. To truly take on the “Management role”and make the team
work efficiently, managers need to stop focusing on what they’re good at or what they’re
interested in, and think about how to achieve the goals of the whole team, maximize team
output rather than individual output.
The second change we face is a shift in work patterns from relying primarily on ourselves to
relying on team members to achieve goals. In addition to focusing on the task itself,
managers need to see people in their eyes, think about people in their minds, and think about
how to make the most of their team members, rather than trying to make themselves
superheroes. To give full play to the ability of team members, managers need to stimulate
motivation and reduce resistance.
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