When the team is small (5 members), the enthusiasm is there and each one of us communicate and understand the need of hard-work to be given to the company [dedication].
But when the count increases, there comes the real challenge. Challenge to coordinate & communicate properly and effectively with each one of them and maintaining the same level of enthusiasm becomes pretty hard.
Let them take responsibility for the quality and punctuality [deadline] of their work.
Obviously this can be uncertain and unrealistic solution from management point of view but they need to understand that controlling from one node (manager) is not the definition of management. Each node (members of the company) has to self manage themselves and their work as well [dynamic].
What is the difference between a manager and a coordinator?
A manager is the person who takes critical decision all by itself and articulate the instructions to be followed to the members of the company.
This has been widely accepted in the corporate world and thus no one (usually the person sitting on the top level) isn't aware of how things should work and what need to be done in order to improve the overall system as it should not just be looked at from his/ her point of view but also from the ground level, as this also comes under the system.
A coordinator cum a true leader: This way is complex and really puts the manager into a test that how well he/ she can manage the team's communication and coordination.
There has to be a transparency to a certain level. This helps to have clear understanding and support a better communication and coordination between each member of the organization.
This responsibility is of the manager who resides at the core of the entire system.
# What are the important elements for an organization to succeed in the initial level?
But when the count increases, there comes the real challenge. Challenge to coordinate & communicate properly and effectively with each one of them and maintaining the same level of enthusiasm becomes pretty hard.
All the members will share and work towards the same goal or vision of the company is really an uncertain expectation to have.Simple enough solution when you don't know the future or are not certain about it, work towards making one. Put in effort to help each one of them to understand the purpose of their work. The work which will collaboratively take the company one step further towards it's goals [direction].
Let them take responsibility for the quality and punctuality [deadline] of their work.
Obviously this can be uncertain and unrealistic solution from management point of view but they need to understand that controlling from one node (manager) is not the definition of management. Each node (members of the company) has to self manage themselves and their work as well [dynamic].
What is the difference between a manager and a coordinator?
A manager is the person who takes critical decision all by itself and articulate the instructions to be followed to the members of the company.This has been widely accepted in the corporate world and thus no one (usually the person sitting on the top level) isn't aware of how things should work and what need to be done in order to improve the overall system as it should not just be looked at from his/ her point of view but also from the ground level, as this also comes under the system.
A coordinator cum a true leader: This way is complex and really puts the manager into a test that how well he/ she can manage the team's communication and coordination.
There has to be a transparency to a certain level. This helps to have clear understanding and support a better communication and coordination between each member of the organization.
This responsibility is of the manager who resides at the core of the entire system.
# What are the important elements for an organization to succeed in the initial level?
- Direction - in which direction are they working on?
- Dedication - being focused, hard working and disciplined for the work and it's completion.
- Deadline - not to ambitious but not to lenient as well, identifying the estimated timeline.
- Dynamic - flexible enough to adapt new changes or accept drawbacks (failed attempts) & work on improvements.
- Develop - end result or the output should not say that you have succeeded, but in the process one keep succeeding and developing everyday.
