We will talk to Pärtel Vurma, one of the owners and CEO of the design agency Velvet, about the values of interim managers. Velvet has had experience with VVT interim managers since 2014. “At a gathering attended by Eela Velström, I talked about the challenges Velvet had or encountered at that moment,” Pärtel Vurma recalls.…
Solutions are often within reach. Sometimes it may feel that something’s impossible, but there’s always some way…
Who among us hasn’t experienced the excitement of going to a new job – the desire to do one’s utmost, to enthusiastically apply one’s skills and learn new ones. For their entire probationary period, a new employee has a minor case of “stage fright” in the new environment and a major desire to prove their…
If you’re a good manager and are able to keep your people’s motivation and desire to learn high, they will develop at a torrid pace. It might even happen that the organization you work for will end up being too small for them, as there is no work that is commensurate with their new skills.…
The decisions made and actions taken by a manager must be comprehensible to team members as well as to partners and customers. The message and values mustn’t change depending on the situation and the person he’s dealing with!
Praise is good for a while, warm and provides encouragement, but if it continue too long, it can blind, fatten and cripple the recipient. An overly high opinion of oneself resulting from too much praise from a manager spreads like wildfire within the organization, unfortunately.
Customers want to feel that their purchase isn’t just a means of increasing the seller’s turnover and making a profit the service provider has to care about whether the customer actually needs the good or service. Very good sales are always personalized.
People with different skills and personalities are able to see the big picture. A team (manager) will feel more secure making decisions if the ideas and actions are thought through from all aspects before starting.
To stay on course and reach your destination, a manager has to learn to sail in different wind conditions. Maintaining common values and making progress toward credible goals is the secret of success.
If doing the work you do at present is boring and there’s no spring in your step, summon your courage and give up the money.
A number is a yardstick and nothing more. The point of life and endeavors is to be engaged in things and topics that we care about and bring us happiness.
If you do work that’s exciting, you can completely lose track of time. Employers who can offer employees work that is exciting and full of substance don’t have to worry about their motivation. View all the the key principles of a leader from our blog or YouTube channel.
Asking, arguing and expressing opinions are just about the most important things for a company’s esprit de corps. Otherwise groupthink will result, and affects the quality of the decisions made.
Have a meeting when you need to get some clarity on the activity or goal. But the more meetings, the less clarity and time you have to get to goals. View all the the key principles of a leader from our blog.
Don’t be afraid of making unpopular decisions. If you as a manager don’t, no one will! Many decisions made by managers are unpopular – they force someone to exert themselves more, stick to the rules or give status reports on the work.
The thing about work is that it’s important to dedicate yourself to the activity and the goal and under no circumstance to just earning money. When we’re working, we shouldn’t be distracted by an empty stomach (“I have to find something better-paying”), or extra pounds (“Why am I slaving away, I’ve got enough money as…
If we want our customers and partners to trust us, we have to trust our own people and company at least just as much. No organization is able to get around dividing roles and responsibility, not even the smallest organizations.
You learn from listening and you learn less when you’re talking. The greater your responsibility, the more people on your team, and the more you have to take them into consideration and listen to them.
Working overtime isn’t an indicator of enthusiasm. Instead, it means that we were unable to plan our activities or that we want to squeeze out the last drop. 🙁
A manager has to have enough courage and confidence in their decision-making. The manager has to trust themselves and be sure that they are able to carry out the decisions taken. The manager has to be able to include their team in the decision-making and do so in a way where the entire team is…
If management and employees have a different view of the right and fair division of roles, this will lead to resistance and conflict. An analytical and pragmatic manager is likely to be able to make the right decision, but the division of roles must be fair and comprehensible for team members as well.
Foul-ups will happen at work 🤓. If you want to know who’s to blame in the latest foul-up, look in the mirror. Did you give your subordinates good enough instructions, tools and possibilities for successfully fulfilling the task?
Progress won’t be made if the job is in the hands of a tired worker, and they’re also a security risk to the company. Similarly to a fatigued driver, a tired worker can commit simple lapses or cause significant damage for a company.
The ones who do their work with enthusiasm and whose goal to develop professionally and realize their abilities generally also earn a higher salary. In general, they don’t work for money but for self-actualization.
Even if it seems that managers seem to have the luxury of sitting back, they are ultimately completely responsible for the employees’ – and the company’s – results. They have to be able to get the machine working so that people are content and profit is rolling in.
Blood is thicker than water and that is pretty certain to affect the quality of decisions. We simply don’t see or don’t want to see the flaws in those closest to us. At the same time, unequal treatment of employees and back-room decision making become problems, like it or not.
It’s essential to emphasize that every position in important in a company. Even the employee with the most complicated function, on which the most is riding, has to understand that they aren’t the only one doing work.
All people are good people if they do the work that is suitable for them. Unfortunately, as people we often have the wrong idea of what we’re good at. We call that wishful thinking. We deceive ourselves by considering ourselves someone else – manager, guide, king….
Managing is an unceasing search for balance and maintaining the balance. Managing is like walking a tightrope – you need to find the balance between the many ways to fall.
The company’s work has to be organized so that everything functions even in the manager’s absence. It isn’t the manager’s job to do the work themselves.
A manager might jokingly be compared to a meat patty in a hamburger – employees on one side and employees on the other. A manager is the link between the two sides, the translator of information and filter between them.
If you’re a team manager and leader, it isn’t permissible for your direct supervisor to give assignments to your team members – even if your boss has informed you of it. Your motivation dips into the negative and your team won’t understand what’s going on.
Praise and criticism are part of everyday work. Take note of the little successes, too, and let the people who achieved them know. In a situation where things don’t work and people can’t get on with the work, the manager has to display humanity and caring even when chastising employees.
A fast pace of life blurs the boundaries between rest time and work. It especially affects people who are officially responsible for the company 24/7, such as management board members. There are fewer and fewer people who can “unplug” when they go on holiday.
A good manager is able to evaluate all team members using the same yardstick. One who uses different standards will end up building a monarch’s court instead of a team. Favourites on a team cause a situation where the manager’s decisions are biased. View all the the key principles of a leader from our YouTube…
Even a very good manager can’t be a specialist in all areas. Therefore, responsibility should be shared. A manager and their employees must make up a team whose members trust one another and help and support one another.
The company’s managers inevitably have much influence. Power can be intoxicating, however. Competence and decision-making power shouldn’t be concentrated in the hands of one person in the organization.
The company’s vision is like a shared dream. Once the vision is in place, it’s easier to attain the goals together. The more employees are dreaming together with you, the better. View all the the key principles of a leader from our YouTube channel or blog.
Any sort of backbiting in the organization has to be out of the question – this principle becomes more and more important the bigger the organization is. Teams have to have a good ethic and commitment to reaching the goal. It requires clear and understandable assignments, and also mutual trust and respect. We use the…
It’s true that a company has to be able to operate without a direct leader. The longer, the better. That’s assuming that everyone knows what to do when and how to do it. Unfortunately – ‘or fortunately – life is unpredictable. Thus, during a certain period, it will always be necessary to make changes to…