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Life on the edge

Recently, my colleagues and I discussed our managerami - core activity in the company and think about how we behave in situations where we believe there is a conflict of interest and the interests of the client team. As you may recall, the managers live on information flows, as well as on the border between the development team and the customer. Often, life offers us a very contradictory situation in which someone is imbued with ' business NEEDS ' of the customer and begins to press more on the team, and someone rushes into the fight for defending the rights of the team on a 40- hour workweek, the choice of technical realization of the right . it is obvious that the choice at the position in this case is completely unacceptable and leads to serious problems with the customer and the team that will eventually have a negative impact on the company and its business.

As the manager to choose the strategy to be followed in each situation? . but in that case, you must put maximum effort into something that would convince the customer and in a pinch tightly rest against the risk of losing future contracts.

And what an interesting (and of course, quite obvious:)) thought we visited, in this situation the company is able to give the manager the right script, to help him navigate and select the most appropriate model of behavior in each of the potential conflict situation!.

It's enough to have a clear. ​​values. ,. preached in the company. - Personal and professional values ​​, values ​​that are shared by all employees and which determine the very point at which the manager will never go down the right and upholding the customer's goals as well as team.

In the absence of such, every manager has to rely only on their personal values ​​and in the case of discrepancy between these values ​​with the current ' rate ' the company manager starts. play against their own employer. obviously this is not conducive to its success and career growth. That is, in the worst case, when the value of the manager and the company's 180 degrees apart, he regularly gets' on the cap ' for the wrong decisions, and finally parted company with him, as ' not agree ' or steeper than that - ' yes he horseradish .

Of course, such cases are not so common and usually the manager is not as ' falls ' from the company - simply because when he was hired, still subconsciously choose people with similar values. But then - manager does not know what he was hired in this company, because he is ready to defend themselves hoarse slogan 'NO OVERTIMES!' .

So, ladies and gentlemen managers urge you by all means to wrest from the company's values, and it is desirable also to make sure that they would become public, spread among all employees of the company, or at least shared by other managers. In this situation, the company will be forced on them, cast in bronze and ( God save us ) adjustment - the idea of ​​publicly update. Then your colleagues and subordinates will understand and share your solution is really needed for a successful and happy (yes! ) in the company. And if you suddenly realize that your values ​​are too different, and corporate. Well, then you will be able to take the only right decision.