How to get to a leadership position from a private? How to get a leadership position? How to get a job as a leader without experience

The position of director is desirable for many people, but not everyone is able to rise so high in career ladder or cope with it when the goal is achieved. It is worth noting that the opinion that such a position can only be available to those people who are ready to go over their heads is wrong.

In fact, there are not so many applicants. Some simply do not want to have more work problems and responsibilities, others do not have the necessary leadership qualities, so setting a goal, getting a job as a director (http://hotwork.ru/jobs/moskva/direktor/) can achieve it.

If the dream of becoming a director is your number one goal, you should consider several options and ways to achieve your goals. At the same time, it should be understood that this position is not only a source of power and pain wages, but also the cause of more responsibilities and problems. So, having placed the accents and realizing that a managerial position is just for you, it is worth considering some tips for finding a director's job.

As mentioned earlier, not everyone is able to lead a large team and solve workflow problems. To begin with, you should make sure that you need the position of director, otherwise the whole difficult path may turn out to be a waste of time.
Do not think that becoming an assistant director you are already guaranteed a successful leadership position, to which there is one step left. The harsh reality is that the vacant position of director is likely to be taken on by an outsider. This is how it is done in many modern companies. A more profitable option would be to change your place of work with a systematic and consistent climb up the career ladder.
When changing jobs, you should try to take the place of the head of the department with a small number of subordinates. So you can hone your management skills and gain invaluable experience, with which a leadership position will become more accessible.
A person who looks like a leader and behaves accordingly can find a job as a director in Moscow. Look closely at your leadership and adopt their demeanor.
Learn to control people, your subordinates. They must listen to you and follow your instructions without question.
Demanding a high level of professionalism from employees, work at full capacity, remaining the best specialist.
Try to be engaged in the main activity of your company and look closely at the features of your still director. Thus, having taken the position of director, you will be familiar with the intricacies of work.

A lot of specialists one day start thinking about promotion. Some quickly part with this intention, while others are sure that they have enough experience, skills, and passionately want to get into the position of boss. What if the employee is inexperienced in the managerial field and has been a performer all the time? Labor market experts talk about how to move from a line position to a managerial one.

There are two types of such a transition: getting a promotion within the company or getting a job as a manager in another. What difficulties do future managers face and how to fulfill the desire to become a boss?

Maria Silina, account manager at Contact Agency, says that development within one organization is a classic career development option that has a number of advantages. First, the future manager has the time and opportunity to develop his professional quality while holding a line position. Secondly, during this time he will establish relations with the employees of the company, which may have an impact on his position.

In fact, it is much easier to convince the bosses with whom the employee has been working for several years that they have leadership qualities and professional skills. This will be more difficult to do in a new organization. But what path do you need to take in order to achieve growth in own company?

It is necessary to constantly demonstrate a good result in work, on time and carefully perform it. It must be remembered that leaders are generally strategic thinkers. Such people anticipate future changes in the industry in which they are involved, set priorities, both in their work and in collective work. They are able to focus on the main tasks and goals, provide creative ideas, make meaningful, timely decisions. All this is far from a complete set of qualities that are necessary for those who want to occupy leadership position.

When teamwork takes place, you need to be able to assess the situation from the point of view of the boss and not succumb to situational perception of the problem. The team should be aware of the employee's professional and career beliefs, says Alexei Iodko, head of HR at Raiffeisenbank. You need to work actively and proactively, do not avoid additional work and participate in collective life, teamwork, brainstorming on how to improve work in the department. If you do only what is "included in official duties", it will be problematic to grow in the company and receive responsible assignments, Alexey Iodko believes.

Nadezhda Smirnova, employee of Penny Lane Personnel, presenter recruiting agency, adds: "Initiative, activity, the ability to take responsibility and reinforce ideas with results greatly increases the chances of moving up the career ladder."

What situations should be avoided? Suppose the desired promotion happened, the performer turns into a leader. There are no difficulties with the performance of duties, everything works out, the prospects are drawn the most rosy. However, the relationship between the newly minted boss and recent colleagues can deteriorate significantly.

The most important thing after promotion is to properly build relationships with former colleagues. Even if new boss If he has previously established himself as a competent employee with good personal qualities, then he will have to prove that he has the talent of a manager more than once. Only then can he take a stable position as a leader in his own team.

Most young managers who grew up within their own company, at the stage of accumulation of managerial experience, have to face the following paradox. A formal role change and the perception of an employee in his new status are not always the same. However, such a discrepancy can be avoided if the new boss has achieved a promotion solely on his own strength and hard work, and also if he has some authority in the team both as an excellent professional and a "good friend".

Transitioning from an executive position to a managerial position new company more difficult than development in one company. Dismissal from previous place work could be caused by many reasons.

The company may not have vacant position manager, other, more suitable employees may apply for it. The top management of the organization may simply not believe that an ambitious employee has leadership abilities. One way or another, if an employee leaves an ordinary position big company, it will be difficult to get a job as a head in an organization of a similar scale. In this case, it would be wiser to get a job in a smaller company.

Nadezhda Smirnova agrees that it is better to move to a smaller organization in order to take a leadership position. However, according to the expert, such a choice does not always guarantee a promotion. It is necessary that the new employer sees with his own eyes that you are a good specialist and successfully manage people. Based on this, during the interview, it is advisable to remember and describe the situations when you showed the qualities of a leader and a creative organizer.

If the candidate does not have experience in a managerial position, it is wiser not to apply from the very beginning for too high a salary and an extensive management area. In a new resume, the applicant should mention all the cases when he was faced with the performance of a managerial function and showed leadership qualities (made decisions on the current project, organized the labor process, built teamwork).

There is no need to worry about relationships with new subordinates, because in the new boss they see exactly the leader, and not the former colleague. The fresh look of the new boss is useful for the team, this allows them to move more boldly towards decision-making, this point of view is shared by Alexei Iodko.

An unfamiliar environment can cause fear, because adaptation in a new organization is usually a complex process and requires a lot of energy and strength. In a new place, you have to rely on your own strength (in the old place you could turn to the leadership for help and advice, but here you have to start building relationships anew).

The difficulty may also lie in the lack of leadership experience. According to experts, it can be filled with business acumen, quick response, willingness to work above the norm, continuous self-improvement.

Labor market experts talked about what a person who aspires to a leadership position needs to do.

Alexey Iodko advises to carefully study your job descriptions and get to know each subordinate, clarify their exact responsibilities, identify what can motivate and demotivate each of them. It is necessary to inform subordinates about the development strategy so that everyone understands and shares the goals and objectives of the team. You can go extra education, for example, in the form of training that develops managerial skills.

"Be confident in your actions!" advises Nadezhda Smirnova. Doubts are immediately passed on to subordinates and damage your reputation. Don't be afraid to rely on helpers.

You need to know the main functions and tasks of the boss, be consistent in your decisions, show initiative and activity, regardless of whether you build a career within your company or move to another.

And most importantly, according to Alexei Iodko, you need to know for sure that your desire to become a boss is true. You should not take on managerial work just because it is fashionable or prestigious. People are best at doing what they love to do, which gives them great satisfaction!

Any ambitious person, one way or another, strives for career growth, promotion. A long-awaited leadership position, earned through years of hard work in an ordinary position, can plunge the newly minted boss into a state of deep euphoria. Especially if this position is received for the first time.

The work of a leader, in addition to the advantages and privileges, is fraught with difficulties that are not familiar to former specialist. The biggest discovery that an inexperienced boss makes is that a significant part of managerial problems has nothing to do with the professional sphere. It is these specific difficulties characteristic of the “upper floors” of business that often put an end to the career of a young manager. What are the dangers of leadership work, and how to properly avoid them?

Legitimacy of status

Whatever position flaunted in your work book, but the right to leadership still needs to be asserted. People will not work effectively under the authority of a person who is not able to explain to them why he, and not someone else, is sitting in this soft and comfortable chair. There are a great many options for dominance, it is only important to choose the most suitable one and adamantly implement it. The advantage may be unique professional knowledge, developed communication skills, or the ability to effectively administer a wide range of business processes. A leader who has not established himself in the eyes of his subordinates runs the risk of provoking a silent rebellion or even outright sabotage and disobedience. The result can be a series of failures, which will inevitably lead to dismissal with a diagnosis of “failed”.

Old, conservative team

Any boss likes to select people for himself and, perhaps, you will not find someone who sincerely likes to come to an already established structure. As you know, there are no two identical people, two identical leaders, which means that the new boss will inevitably reshape the department for himself, breaking established ties. The danger of transformations in this case lies in their intensity. It is enough to bend the stick of reforms a little, and the paralysis of work processes is guaranteed. A good alternative to revolutionary innovations can be soft evolution, when regulations and rules change gradually, and inefficient employees leave the department one at a time, separated by a significant time interval.

Secret centers of power

Perhaps the greatest danger to the new manager is represented by employees who have informal power. As a rule, these are experienced specialists with ambitions who never became leaders for various reasons. Such gray cardinals can significantly complicate the boss's life by playing their own game, which runs counter to his ideas and plans. Often, the gray cardinal wants to lead, but does not want to be responsible, which means that he will substitute his boss at any opportunity. In the worst case scenario, such a "saboteur" secretly contacts the leadership of related units, which makes it immensely difficult for the new boss to build any relationship at his managerial level. The recipe in this case, sadly, is only one - the gray cardinals must be ruthlessly disposed of.

Alliances, clans and undercover fuss

Having dealt with the internal problems, you can move on to the external level. Relationships between departments various directions have never been smooth, which is worth preparing for initially. The life of people exposed to power has always been filled with conspiracies and intrigues. At this level, it is important to quickly understand the structure and composition of numerous alliances and competently join one of them, since there is no sadder fate than the fate of a lonely ship in a stormy sea, which, if trouble happens, no one will come to the rescue. On the other hand, you should not get carried away and make too risky bets, getting involved in combinations of higher leaders. For example, being the head of a small department, it is dangerous to seek trusting relationships with deputy top officials, and even more so with CEO or business owners. It is important to remember about subordination, as well as the fact that superiors weave their own intrigues and the likelihood of becoming a bargaining chip in someone else's game, the meaning of which is hardly clear, can be very high.

This is an approximate list of the main problems most typical for any structures, ranging from a trading company to federal ministry. Despite the different specifics of organizations, any leader should remember that managerial work is, first of all, the flexibility of the mind and the ability to calculate risks, which, as you know, are in great abundance.

Finally got promoted? Congratulations! You have already proven your professionalism, now is the time to demonstrate your managerial and organizational skills. Because a new position means not only new responsibilities, but also a new role in the team. Are you ready for this?

I decided to collect recommendations for novice heads of departments, divisions, companies. After all, moving up the career ladder of one person can become a problem for other members of the team and even negatively affect the working atmosphere.

What leadership style to choose? How to motivate employees? What is a psychoclimate and how to understand that it is negative? With these questions, I turned to the psychologist-consultant of the Wezom agency Antonina Ulyannskaya. According to her, 80% of novice managers do not know or do not even think about the psychological aspects of team management. And there is something to think about if you don’t want to see a decrease in productivity and a bunch of applications for dismissal from disgruntled subordinates in a month or two.

What to do as a new leader

1. Choose a democratic management style

Of the three styles - authoritarian (decisions are made by the head alone), democratic (decisions are made collectively, the boss controls execution) and liberal (the team makes decisions on its own, the role of the leader is minimal) - it is democratic that can provide a comfortable working atmosphere and maximum performance. Because the boss is a Democrat:

does not give rigid orders, as in the army, he works in a team;
gives subordinates the authority to solve problems within their competence independently;
involves employees in solving organizational issues;
encourages creative ideas, initiatives;
builds trusting relationships with colleagues: informs about the current state of affairs in the company and about development plans;
sees and helps to reveal the potential of the employee.

Democratic style makes subordinates feel more like partners than just performers. For a novice leader, this style will be the key to the success of the team of which he has become the leader.

Nuance. If the manager came from outside (not from among the employees of the department or company), we recommend:

ask what was the predecessor in this position, what management style did he use;
get to know the team and organizational processes;
determine the priority goals of the work, discuss them with higher management, and then with subordinates.

Do not forget to listen to the proposals of the department entrusted to you.

2. Motivate not with orders, but with the help of involvement in solving problems

This method will help to increase self-discipline in the team. After all, the responsibility for decisions taken passes to employees. This implies a democratic style of management. Let your employees feel important. The feeling of a simple cog in a huge mechanism is unlikely to cause enthusiasm. And when subordinates become important participants in the overall process, they will take a more responsible approach to business.

If employees fail to cope, the Democrat boss does not use power methods and in no case scolds in public.

Remember the rule: praise in front of everyone, punish in private.

Subordinates should not be afraid of being called to the mat. To punish in a democratic style means to explain what is wrong, to find the reasons and ways to eliminate it.

3. Build a team

Remember that you are leading a team (department, department, or company), not each individual. Form a team that will implement the planned projects. To do this, develop management skills. Be ready to set goals for the team, define results, transform goals into clear tasks, motivate performers to solve them, monitor implementation, eliminate problems and conflicts that have arisen.

And also learn to select people adequately to the tasks. In other words, don't squeeze a lemon in the hope of getting tomato juice.

The mistake of novice managers is in pulling the blanket over themselves with the motivation "I will do it faster and better myself." With such an approach, it will not be possible to build a team.

4. Don't be arrogant

recognizes that promotion is not the crown of a career, and he is not the ruler of the world;
understands that a new position is a big responsibility;
takes into account personal experience before promotion;
continues to work on himself, improve personal and professional skills;
does not abuse his position, does not shout at every corner that he knows everything better.

Arrogance, like omniscience, will not help you gain respect in the eyes of your colleagues. The principle “I am the boss, you are a fool” is a sign of an authoritarian management style. You don't want to be quietly hated behind your back, do you?

5. Keep your social distance

Finding the perfect balance between friendship and service is not easy. Not every leader with experience succeeds, let alone a beginner. Some young bosses build friendships with one subordinate, thereby forming a negative attitude among other employees.

There should be no familiarity in the team. stick to the culture business communication. Build relationships based on mutual respect.

If you are a supporter of the appeal to "you" between subordinates and the boss, make it clear to employees that this is not a reason to be frivolous about tasks.

Nuance. How to build communication if the subordinate is older than the boss? Stick to the partner line in communication. Use the pronoun "you". Don't be afraid to ask for advice. Such appeals as “I wanted to know your opinion”, “What do you think” will demonstrate respect for a senior employee, increase his sense of importance, help identify valuable experience and use it for the development of the company.

The main thing is not to hurt the ego of the subordinate, but to create comfortable business relationship. Set your distance gradually.

In many respects, the psychoclimate prevails in the team depends on the manager's management style.

What is psychoclimate and how to understand that it is negative

The psychoclimate is a comfortable emotional mood, the atmosphere in which employees work. Indicators of a negative climate in the team are:

staff turnover;
frequent sick leave;
low labor productivity;
tense relationships between colleagues;
general irritability and dissatisfaction;
unwillingness of employees to improve;
mistrust;
psychological incompatibility;
lack of desire to work in one office.

Signs of a positive climate include:

friendly relationships;
a high degree of trust among team members;
desire to be in a team work time and spend leisure time together corporate holiday, joint trainings, field trips, etc.);
lack of internal conflicts and "groupings";
cohesion of employees in force majeure situations, a high level of mutual assistance (not every man for himself);
free discussion of current issues (no one is afraid to express their own opinion);
healthy business criticism;
no pressure on subordinates.

except internal factors, the atmosphere in the team is affected by:

physical working conditions;
the current state of affairs in the company;
economic, political, social situation in the state.

Analyze how subordinates communicate and interact with each other, whether they often conflict or express dissatisfaction, how employees from other (related) departments are treated.

Psychologists recommend conducting an anonymous survey to find out what kind of psychoclimate prevails in the team. And if the head of the department is unable to influence the state of affairs in the country, then he can take care of working conditions, find out the reasons for discontent.

And finally

There are much more recommendations for novice managers than five. But we tried to choose the basic tips, following which the young leader will smoothly enter into new role and will not become the object of negative discussions in the team.

I'll go to the bosses, let them teach me

How to move from an ordinary position to a managerial one?

Many experts once . Only in some this intention disappears quickly, while others are sure that they have the right experience, skills and eager to join the ranks of the bosses. But what if the employee is not familiar with managerial functions and has always performed the duties of an executor? Labor market experts told how to change a linear position to a managerial one.

There are two main scenarios for such a transition: a promotion within your company or a transition to a managerial position in another. What problems may arise for future tops? And how to realize the desire to become a leader?

an old friend is better than two new ones

According to Maria Silina, Account Manager, Agency Contact, is considered a classic career development option and has a number of advantages: “Firstly, a potential manager has the opportunity and time to prove himself from a professional point of view, while still in an ordinary position. Secondly, during this period he can establish contacts with employees of the company, which can affect his position.

Indeed, it is easier to convincingly demonstrate your bosses with whom you have been working for several years than to assure representatives of a new company of the same. But how exactly to grow in your own organization?

“For this, it is necessary to demonstrate good results in work, to fulfill one’s duties with high quality and on time. It must be remembered that strategic thinking is inherent in leaders. Such people are able to anticipate changes in the industry in which they work, prioritize their work and the work of the team, focus on the main goals, bring creative ideas to make correct and timely decisions. This is not the whole set of qualities that people need to take a leadership position. When working in a team, it is also important to be able to see the situation through the eyes of your boss and abstract from the situational perception of the problem. The manager and colleagues should be aware of your professional and career preferences, ”says Alexey Iodko, Head of Human Resources at Raiffeisenbank.

“First of all, you need to be an active and proactive employee who does not avoid participating in the life of the team, whether it be brainstorming on how to improve the work of the department. With the conviction “this is not part of my job responsibilities”, it is difficult to grow professionally in a company and get a large area of responsibility. If you are proactive, active, ready to take responsibility and back up ideas and suggestions with results, chances are career development grow exponentially,” adds Nadezhda Smirnova, Leading Specialist at Penny Lane Personnel Recruiting Agency.

What should be feared? Imagine that the long-awaited promotion has taken place, yesterday's performer becomes the leader. There are no problems with the performance of duties, everything is working out, the prospects are encouraging. However, there is one "but" - the team. Labor market experts say that relationships with former colleagues (current employees) can significantly poison the joy of promotion.

“The main stumbling block is building relationships with former colleagues. If in professional competencies And personal qualities new leader If he has already proven himself earlier, then he will need to demonstrate to his colleagues more than once. And only after that he can establish himself as a leader in a familiar team, ”comments Nadezhda Smirnova.

“Many young managers who have grown up within their own company, at the stage of forming their managerial experience, have to deal with the solution of a natural paradox: on the one hand, with a formal change in their own role, and on the other hand, with the perception of it by the team in a new status. However, this situation can be easily avoided if, firstly, the assigned officer has achieved a transition to new position exclusively by his work, and secondly, if he has a certain authority and weight in the team, not just as a “great friend”, but as a professional in his field, ”says Boris Anikeev, Head of Recruitment Department, Svyaznoy Group of Companies.

Changing places

The process of moving from a line position to a management position in a new company is, of course, more difficult than promotion within your own. The reasons for leaving the old place can be different.

“Firstly, there may not be a vacant leadership position in the company, and secondly, other, more suitable candidates may apply for this position,” says Maria Silina.

It is possible that the highest echelon of the company's authorities simply do not believe in the leadership abilities of an ambitious employee. In any case, even if a specialist leaves an ordinary position in a large organization, he is unlikely to be able to get a job as a head in a company of the same scale. It would be wiser to choose a smaller institution.

Nadezhda Smirnova confirms that such a transition is possible from a “leading” position in a large company to a managerial position in a relatively small firm.

“But 'shrinking' the size of a company still doesn't guarantee a raise. It is important that the new/potential employer sees and believes that you are not only a good specialist but also successfully cope with the management of people. Therefore, at the interview, remember and name a few situations where you demonstrated,” the expert recommends.

“If a candidate does not have managerial experience, it would be reasonable if he does not immediately apply for a very high salary and wide managerial functions. As a rule, such applicants are offered to work on minimum conditions and, if the results suit both parties, to revise the conditions. Another important point: in the new resume, it is important for the applicant to indicate all the cases when he had to perform leadership functions or managed to show (making decisions on the current project, organizing the workflow, building teamwork, etc.),” adds Boris Anikeev.

What should be feared? Oddly enough, but you should not worry about relationships with new subordinates. Because they already perceive the incoming leader as a boss, and not as a former colleague.

“Sometimes it is more useful for a team to have a fresh look from a new leader“ from outside ”. This will allow us to take a bolder step and make radically new decisions on this or that issue,” he said. Alexey Iodko.

It is worth fearing an unfamiliar environment in principle - the process of adaptation in a new company always requires an expenditure of effort and energy. Moreover, one has to rely on own forces(if in old company if there was an opportunity to turn to the former leadership for help or advice, then in the new one, most likely, there will be no one to count on).

Boris Anikeev sees difficulty in the lack of experience in managing people: “It can be partly compensated by business acumen, readiness for irregular schedules and constant improvement.”

Labor market experts shared tips on what to remember for a person who has never led, but is determined to take the manager's chair.

“It is extremely important to tell employees about strategic plans: everyone should understand and share common goals and tasks of the team. Try to find a mentor and enlist his support, go through. For example, trainings to develop managerial skills will allow you to make a more confident start,” the expert adds.

“Be confident in your actions! Any doubts will instantly be transferred to the team and shake your reputation. And do not be afraid to rely on your assistants, having previously understood who you really can / should rely on. Delegation of authority is the key to the success of any leader. But absolutely for sure, regardless of whether you are planning a career within a company or when moving to others, you must definitely know the main functions, tasks of a manager, think systematically, be consistent, be active, proactive in order to show and prove yourself, - advises Nadezhda Smirnova.

But most importantly, according to Alexey Iodko to make sure that the desire to become a leader is genuine. To manage because it is “fashionable” or “all my friends have long become managers, now it’s time for me” are not the best arguments for achieving success. Remember - a person does best what he loves and what he really has a soul for!

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