The management of most common driving errors /

Over the years I have watched and worked with many directors, managers and executives in industries around the world and many have made a series of observations. And 'most common errors of management standards and errors are shared, dass

My last book sales call, sales, selling 91 Smart errors, seems to be a best-seller. The book was recently collected a large company, after several thousand copiessold in less than four months. So now I'm working on a new book, the agency challenges 81. It will be in bookstores in the spring of 2007. Until then, I thought I'd share some of the most common mistakes managers make that can have a huge negative impact on your organization's productivity and efficiency.

The idea for this book after seeing the ongoing management of errors that occur over and over again by a single charge, the cost organizing your time, resources, market share and profits.

Nobody is perfect. Show me a manager who is never wrong and I understand that the manager does not try to improve or realize their full potential as a leader or manager. Nobody makes the right decisions at any time. No one is infallible. No one has all the qualities of positive or negative. Nobody is in the right direction one hundred percent of the time. The list below is what I feel are the most frequent> Managing error if ignored over time have a significant negative impact on the performance of a department or agency.

1. A greater concern, what is said or not said yes or no has done, rather than

What is the best for the organization and its future health and wellbeing.

2. Do not just listen to the employees or the care of their problems, concerns, needs and frustrations.

3. Leave your ego in the way of goodDecisions, actions, decisions or practices.

4. Arrogance (which should be self-explanatory).

5. personal journals as a total success of the organization or undermine the effectiveness of employee performance.

6. See people that have the bad news in a bad player, bad team or troublemakers.

7. I seek only information that supported their views, positions, values, perceptions and opinions.

8. See the differences of opinion or infidelityencourage disagreement before.

9. Do not talk to those affected by decisions or they need to perform before them.

10. Credit and blame.

11. The lack of communication open, honest, clear and consistent.

12. No alignment of organization and communication goals in clear and consistent.

13. Give positive consideration insufficient or inconsistent, feedback and reinforcement.

14. O poorCoaching.

15. Giving responsibility without authority.

16. Playing favorites with some employees.

17. The absence of negative feedback fast and efficient delivery.

18. The lack of understanding is not to punish a negative feedback to employees, but to change behavior.

19. Insufficient training or incompatible.

20. Not to hire strong candidates who may one day be a replacement.

Obviously, there are many more. The book will be the 99th and yesThere are over 99, but in general the most critical error, the administrative costs of sales, profits and productivity in autumn 20.