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Corporate Team Building and Your Management Style There are as many types of management styles as there are types of people to manage. Managing a team is a difficult task. Some people have more problems managing people, others find it hard to be flexible and handle multiple tasks and others may love long term planning and do not have issues delegating tasks to others. Your success as a corporate team builder may be tied to your individual strengths and weaknesses. The basic management styles are pro-active, re-active and inactive. Your management style has a direct effect on your Corporate Team Building strategies. While inactive and re-active managers let chance or co-workers lead pro-active people lead the team. If you are inactive your team will not be able to trust you as they cannot predict the outcome. Reactive and pro-active leaders can be trusted but re-active leaders are perceived to be disorganized, negative and late in completing tasks. As you can see your personality style will have a large impact on your corporate team building plans. Your personality style can impact how stressful situations are and how sever issues are perceived. The quality of training and employees productivity may be impacted by the style of the leader. If you can develop a pro-active style you can reduce the stress and your corporate team building efforts will be more effective. So why are not all leaders pro-active? Managers are human just like everyone else. They have their own weaknesses and perceptions and areas that they need to improve on and develop in order for them to grow. There are five basic management action styles: patterns of personal thinking, ability to design systems, ability to understand the dependence of complex variables, confidence and assumption of responsibility. Patterns of personal thinking in an inactive style are represented by the inability to move from task to task or complete a thought. The pro-active style is flexible, able to retain various amounts of data and is able to see many sides to a single issue. In being able to design systems the in-active may just not understand them but are often good at developing very specific procedures. Pro-active styles re-evaluate based on new information and can make generalizations. Inactive styles are not able to understand the coordination and workings of complex variables while the pro-active style can see many options and imagine the impact each might have. Inactive styles lack confidence in themselves while pro-active styles while they are self-confident they are still realistic and look to other managers to learn and improve their own skills. In-active styles do not take on responsibility while pro-active styles take pride in both long-term and day to day responsibilities. While you may be naturally one style or another it has been shown that you can acquire any style you desire easily. Proper corporate team building can help not only you become a better manager but your team will succeed as well. Gets more information on corporate Team Building from

Corporate Team Building