{"id":1497,"date":"2023-08-18T15:56:32","date_gmt":"2023-08-18T13:56:32","guid":{"rendered":"https:\/\/cms-bw.freelo.io\/?p=1497"},"modified":"2023-08-25T03:17:05","modified_gmt":"2023-08-25T01:17:05","slug":"cum-sa-alcatuiesti-echipa-ideala","status":"publish","type":"post","link":"http:\/\/cms-bw.freelo.io\/ro\/cum-sa-alcatuiesti-echipa-ideala\/","title":{"rendered":"Cum s\u0103 alc\u0103tuie\u0219ti echipa ideal\u0103"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Formarea unei echipe de succes \u00eenseamn\u0103 mai mult dec\u00e2t g\u0103sirea unui grup de oameni cu competen\u021bele necesare. Ar trebui s\u0103 se poat\u0103 lega prietenii \u00eentre membrii echipei? Sau ar fi suficient ca echipa s\u0103 se formeze doar pe criteriul competen\u021belor? Acestea sunt doar c\u00e2teva dintre \u00eentreb\u0103rile la care vom r\u0103spunde \u00een cele ce urmeaz\u0103. Mai mult, vei g\u0103si aici \u0219i o serie <\/span><b>sfaturi practice, oferite un coach corporativ<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<figure id=\"attachment_410\" aria-describedby=\"caption-attachment-410\" style=\"width: 488px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"br-2 wp-image-410 size-full\" src=\"https:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image2.gif\" alt=\"tymova-prace-v-praxi-gif\" width=\"488\" height=\"412\" \/><figcaption id=\"caption-attachment-410\" class=\"wp-caption-text\">Demonstra\u021bie de munc\u0103 de echip\u0103. <a href=\"https:\/\/twitter.com\/InkGardener\/status\/1154687258441736192\">Surs\u0103<\/a><\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">F\u0103r\u0103 dubiu c\u0103 succesul unui proiect depinde at\u00e2t de echipa de proiect, c\u00e2t \u0219i de managerul acesteia.<\/span><\/p>\n<h2><b>Cum arat\u0103 echipa ideal\u0103<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Dac\u0103 credeai c\u0103 o echip\u0103 de succes \u00eenseamn\u0103 aducerea la un loc a celor mai pricepu\u021bi \u0219i talenta\u021bi oameni, ei bine, te-ai \u00een\u0219elat. Cercet\u0103rile lui Belbin, privind dinamica echipei, au demonstrat c\u0103 selectarea membrilor acesteia doar pe criterii de competen\u021b\u0103 este una gre\u0219it\u0103. <\/span><b>Dintre cele 8 echipe studiate, echipa Apollo, a\u0219a cum a numit el grupul celor mai capabili, s-a clasat de abia pe ultimul loc<\/b><span style=\"font-weight: 400;\">, ca rat\u0103 de succes. Belbin \u0219i-a repetat experimentul de \u00eenc\u0103 25 de ori, iar rezultatul a fost \u00eentotdeauna acela\u0219i. <\/span><b>Google a ajuns la o concluzie similar\u0103,<\/b><span style=\"font-weight: 400;\"> atunci c\u00e2nd <\/span><a href=\"https:\/\/www.nytimes.com\/2016\/02\/28\/magazine\/what-google-learned-from-its-quest-to-build-the-perfect-team.html\"><span style=\"font-weight: 400;\">Aristotel<\/span><\/a><span style=\"font-weight: 400;\"> a analizat, \u00een cercetarea sa, comportamentul a 200 de diverse echipe.<\/span><\/p>\n<p><b>\u2753 De ce echipele formate doar din oameni extrem de competen\u021bi nu au succes pe termen lung?<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A\u0219a-numitul cult al individului omnipotent \u2013 o dorin\u021b\u0103 exagerat\u0103 de a ie\u0219i \u00een eviden\u021b\u0103 \u0219i de a avea \u00eentotdeauna dreptate \u2013 compromite spiritul de echip\u0103,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">exist\u0103 concuren\u021b\u0103 \u0219i ascunderea deliberat\u0103 a informa\u021biilor importante,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">echipele tind s\u0103 aib\u0103 discu\u021bii lungi \u0219i ineficiente,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">lipsa diversit\u0103\u021bii \u00een personalitatea \u0219i atitudinile membrilor,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">echipa prefer\u0103 s\u0103 respecte procedurile stabilite \u0219i nu este dispus\u0103 s\u0103 fac\u0103 schimb\u0103ri majore.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A\u0219adar, cum alc\u0103tuie\u0219ti o echip\u0103 cu adev\u0103rat de succes? Exist\u0103 o mul\u021bime de teorii \u0219i cercet\u0103ri privind rolul echipei. Unii \u00eenclin\u0103 spre diversitatea echipei, al\u021bii spun c\u0103 nu este un criteriu a\u0219a de important. S\u0103 le lu\u0103m pe r\u00e2nd.<\/span><\/p>\n<h3><b>Rockstars sau Superstars? Ghici ce! Ai nevoie de ambii \u00een echipa ta&#8230;<\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><div class=\"alert mw-content primary\"><h4>Pentru mai mult\u0103 claritate<\/h4><p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2b50\ufe0f <\/span><b>Superstars<\/b><span style=\"font-weight: 400;\"> = Sunt cei ambi\u021bio\u0219i, care caut\u0103 provoc\u0103ri \u0219i vor s\u0103 aib\u0103 o contribu\u021bie semnificativ\u0103.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\ud83e\udea8 <\/span><b>Rockstars<\/b><span style=\"font-weight: 400;\"> = Sunt cei stabili \u0219i de \u00eencredere. \u00ce\u0219i fac treaba bine, sunt mul\u021bumi\u021bi \u0219i consecven\u021bi, dar nici nu au aspira\u021bii mari. Adesea, departamentele importante ale companiei sunt construite pe ace\u0219ti membri, f\u0103r\u0103 \u00eens\u0103 ca liderii lor s\u0103 \u00een\u021beleag\u0103 acest lucru <\/p>\n<\/div>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A\u0219a cum am precizat deja, <\/span><b>ai nevoie de ambele tipologii \u00een echip\u0103, iar ambii au nevoie \u00een egal\u0103 m\u0103sur\u0103 de apreciere \u0219i de recunoa\u0219tere<\/b><span style=\"font-weight: 400;\">. De multe ori, cei din leadership tind s\u0103-i subestimeze pe Rockstars, tocmai pentru c\u0103 nu v\u0103d la ace\u0219tia dorin\u021ba de a se dezvolta profesional. \u00cens\u0103 <\/span><b>nu e nimic \u00een neregul\u0103 cu Rockstarurile<\/b> <span style=\"font-weight: 400;\">\u2013 <\/span><span style=\"font-weight: 400;\">ace\u0219tia se pot afla \u00eentr-un stadiu al vie\u021bii \u00een care dezvoltarea profesional\u0103 nu este o prioritate, sau, pur \u0219i simplu, nu le st\u0103 \u00een natur\u0103 s\u0103 \u00eencerce s\u0103 se afirme. Oricum ar fi, f\u0103r\u0103 contribu\u021bia lor constant\u0103, echipa sau departamentul nu ar face fa\u021b\u0103. S<\/span><b>uperstarurile, pe de alt\u0103 parte, aduc un suflu nou echipei<\/b><span style=\"font-weight: 400;\">, ace\u0219tia avanseaz\u0103 rapid, dar nici nu stau foarte mult \u00een aceea\u0219i companie.<\/span><\/p>\n<p><b>Identific\u0103 care membrii din echipa ta sunt Rockstaruri \u0219i care sunt Superstaruri <\/b><b>\u2013<\/b><b> trateaz\u0103-i pe fiecare ca atare:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Preocup\u0103-te s\u0103-i motivezi, \u00een func\u021bie de tipologia lor: ofer\u0103-le Superstarurilor noi provoc\u0103ri \u0219i arat\u0103-le Rockstarurilor c\u0103 pre\u021buie\u0219ti consecven\u021ba lor,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">recompenseaz\u0103-i \u00een mod echitabil (financiar, dar \u0219i oferindu-le regulat feedback),<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">transmite-le Rockstarurilor c\u0103 nu este nimic \u00een neregul\u0103 cu abordarea lor \u00een ceea ce prive\u0219te dezvoltarea profesional\u0103,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00eentocme\u0219te pentru Superstars un calendar de sarcini \u0219i provoc\u0103ri, astfel \u00eenc\u00e2t s\u0103 simt\u0103 c\u0103 exist\u0103 \u00eentotdeauna ceva nou de f\u0103cut.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><div class=\"alert mw-content orange\"><h4>\ud83d\udcd6 TIP:<\/h4><p>Autoarea c\u0103r\u021bii <\/span><a href=\"https:\/\/www.radicalcandor.com\/\"><span style=\"font-weight: 400;\">Radical Candor<\/span><\/a><span style=\"font-weight: 400;\"> \u00eemparte echipele de lucru \u00een Rockstars \u0219i Superstars. \u00cen plus, autoarea ofer\u0103 <\/span><b>sfaturi despre cum s\u0103 fii un \u0219ef bun<\/b><span style=\"font-weight: 400;\"> \u0219i cum s\u0103 creezi \u0219i s\u0103 men\u021bii o cultur\u0103 organiza\u021bional\u0103 cuprinz\u0103toare. Nu ai citit \u00eenc\u0103 cartea? Atunci ar fi timpul s\u0103 o cite\u0219ti! \ud83d\ude42<\/p>\n<\/div><\/span><\/p>\n<h3><b>Teoria rolurilor \u00eentr-o echip\u0103: Sunt diferen\u021bele de personalitate importante?<\/b><\/h3>\n<p><b>Potrivit mai multor teoreticieni, aducerea la un loc a oamenilor, cu diferite personalit\u0103\u021bi \u0219i tr\u0103s\u0103turi de caracter, este cheia<\/b><span style=\"font-weight: 400;\"> pentru a crea dinamica potrivit\u0103 \u00eentr-o echip\u0103. Cea mai utilizat\u0103 metod\u0103 <\/span><b>a fost dezvoltat\u0103 de Meredith Belbin<\/b><span style=\"font-weight: 400;\">. Dup\u0103 9 ani de analiz\u0103 a echipelor de management, a tr\u0103s\u0103turilor lor de personalitate \u0219i a abilit\u0103\u021bilor de g\u00e2ndire critic\u0103, aceasta <\/span><b>a definit 9 roluri care ar trebui s\u0103 fie prezente \u00een orice echip\u0103.<\/b><span style=\"font-weight: 400;\"> Totu\u0219i, asta nu \u00eenseamn\u0103 c\u0103 o echip\u0103 ar trebui s\u0103 aib\u0103 9 membri, o singur\u0103 persoan\u0103 \u00ee\u0219i poate asuma cu u\u0219urin\u021b\u0103 mai multe din aceste roluri.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0218tii deja ce roluri sunt prezente \u00een echipa ta? \u00ce\u021bi lipse\u0219te vreuna dintre urm\u0103toarele tipologii de personalitate? \u00cencearc\u0103 s\u0103 deliberezi singur \ud83d\udc47 sau sus\u021bine <\/span><a href=\"https:\/\/www.belbin.com\/resources\/free-belbin-test-looking-for-a-free-team-roles-test\"><span style=\"font-weight: 400;\">testul Belbin<\/span><\/a><span style=\"font-weight: 400;\">, \u00eempreun\u0103 cu colegii t\u0103i.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td colspan=\"3\">\n<h3><b>Rolurile \u00eentr-o echip\u0103, potrivit lui Belbin<\/b><\/h3>\n<\/td>\n<\/tr>\n<tr>\n<td><b>Rol<\/b><\/td>\n<td><b>Puncte forte<\/b><\/td>\n<td><b>Puncte slabe<\/b><\/td>\n<\/tr>\n<tr>\n<td colspan=\"3\"><b>Roluri de thinking-oriented\u00a0<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Inovator<\/b><\/td>\n<td><span style=\"font-weight: 400;\">personalitate creativ\u0103 \u0219i imaginativ\u0103, poate face fa\u021b\u0103 provoc\u0103rilor<\/span><\/td>\n<td><span style=\"font-weight: 400;\">tinde s\u0103 fie preocupat de propriile g\u00e2nduri, nu e un team player, \u00ee\u0219i schimb des perspectiva<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Evaluator<\/b><\/td>\n<td><span style=\"font-weight: 400;\">strateg, g\u0103se\u0219te u\u0219or solu\u021biile la probleme, poate g\u00e2ndi \u00een profunzime implica\u021biile<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u00eei lipse\u0219te entuziasmul \u0219i dinamismul, nu \u00eei inspir\u0103 pe ceilal\u021bi<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Specialist<\/b><\/td>\n<td><span style=\"font-weight: 400;\">un expert dedicat, care ofer\u0103 expertiz\u0103 \u0219i sfaturi valoroase<\/span><\/td>\n<td><span style=\"font-weight: 400;\">se concentreaz\u0103 mai mult pe interesele proprii \u0219i mai pu\u021bin pe ale \u00eentregii echipe, contribu\u021bia sa e \u00eentr-o arie restr\u00e2ns\u0103<\/span><\/td>\n<\/tr>\n<tr>\n<td colspan=\"3\"><b>Roluri de people-oriented<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Coordonator<\/b><\/td>\n<td><span style=\"font-weight: 400;\">lider \u00eencrez\u0103tor \u0219i capabil, motiveaz\u0103 echipa, \u00eei energizeaz\u0103 pe cei din jur \u0219i le dezvolt\u0103 poten\u021bialul<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u00ee\u0219i pot folosi abilit\u0103\u021bile pentru a manipula \u0219i a delega \u00een mod inutil o parte din munca lor altora<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Team player<\/b><\/td>\n<td><span style=\"font-weight: 400;\">diplomatic, perspicace \u0219i colaborativ, construie\u0219te rela\u021bii \u0219i aplaneaz\u0103 conflictele<\/span><\/td>\n<td><span style=\"font-weight: 400;\">sunt indeci\u0219i \u00een situa\u021bii cheie<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Resourcer<\/b><\/td>\n<td><span style=\"font-weight: 400;\">extrovertit, entuziast, stabile\u0219te leg\u0103turi, descoper\u0103 oportunit\u0103\u021bi \u0219i este exagerat de optimist<\/span><\/td>\n<td><span style=\"font-weight: 400;\">entuziasmul ini\u021bial poate disp\u0103rea rapid<\/span><\/td>\n<\/tr>\n<tr>\n<td colspan=\"3\"><b>Roluri de action-oriented<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Redresor<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Dinamic, orientat c\u0103tre obiective, cheam\u0103 la ac\u021biune \u0219i poate lucra sub presiune<\/span><\/td>\n<td><span style=\"font-weight: 400;\">nu e foarte empatic, predispus la certuri<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Implementator<\/b><\/td>\n<td><span style=\"font-weight: 400;\">disciplinat, de \u00eencredere, conservator, pune \u00een practic\u0103 ideile<\/span><\/td>\n<td><span style=\"font-weight: 400;\">nu este foarte flexibil, reac\u021bioneaz\u0103 \u00eencet la schimb\u0103ri<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Completator<\/b><\/td>\n<td><span style=\"font-weight: 400;\">meticulos, con\u0219tiincios, respect\u0103 termenele limit\u0103 \u0219i depisteaz\u0103 orice gre\u0219eal\u0103<\/span><\/td>\n<td><span style=\"font-weight: 400;\">nu-i place s\u0103 delege munca \u0219i tinde s\u0103 se \u00eengrijoreze excesiv<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Dar ce po\u021bi s\u0103 faci atunci c\u00e2nd nu e chimie \u00een echip\u0103? \u00cen acest sens, <\/span><a href=\"https:\/\/ro.wikipedia.org\/wiki\/Socionica\"><span style=\"font-weight: 400;\">ramura \u0219tiin\u021bific\u0103 numit\u0103 Socionics<\/span><\/a><span style=\"font-weight: 400;\"> poate ajuta. Pe l\u00e2ng\u0103 <\/span><b>stabilirea altor 16 roluri \u00een echip\u0103<\/b><span style=\"font-weight: 400;\">, Socionics explic\u0103 foarte bine \u0219i cuprinz\u0103tor ce \u00eei face pe oameni diferi\u021bi \u0219i de ce se comport\u0103 a\u0219a cum o fac. Prin urmare, le este adesea <\/span><b>folositoare managerilor \u0219i speciali\u0219tilor \u00een HR, \u00een procesul de recrutare.<\/b><\/p>\n<p><span style=\"font-weight: 400;\"><div class=\"alert mw-content orange\"><h4>\ud83d\udc68\u200d\ud83c\udfa4 Recomandare pentru teambuilding:<\/h4><p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00cencurajeaz\u0103-\u021bi membrii echipei s\u0103 sus\u021bin\u0103 testul de personalitate <\/span><a href=\"https:\/\/www.16personalities.com\/ro\"><b>16 personalit\u0103\u021bi<\/b><\/a><span style=\"font-weight: 400;\"> (apropo, chiar func\u021bioneaz\u0103! \ud83d\udc4c). Apoi, organizeaz\u0103 un teambuilding \u00een jurul rezultatelor testului.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ca parte din distrac\u021bie, provocarea ar putea fi s\u0103 \u00eencerci s\u0103 ghice\u0219ti rezultatele fiec\u0103rui coleg \u00een parte. Iar atunci c\u00e2nd verifici r\u0103spunsul, s\u0103 cite\u0219ti cu glas tare descrierea tipului de personalitate. <\/span><b>Acest exerci\u021biu, pe l\u00e2ng\u0103 distrac\u021bia garantat\u0103, te va ajuta \u0219i s\u0103 \u00een\u021belegi cum s\u0103-\u021bi motivezi mai bine membrii echipei, cum s\u0103 comunici cu ei<\/b><span style=\"font-weight: 400;\"> \u0219i cum s-ar putea sim\u021bi ace\u0219tia \u00een anumite situa\u021bii. <\/p>\n<\/div><\/span><\/p>\n<h2><b>Cum s\u0103 alegi oamenii potrivi\u021bi pentru echipa ta<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Acum c\u0103 ai aflat cum ar trebui alc\u0103tuit\u0103 o echip\u0103 de succes, hai s\u0103 vedem \u0219i ce lu\u0103m \u00een considerare atunci c\u00e2nd ne alegem noi colegi. <\/span><b>La urma urmei, nu este vorba doar despre ceea ce g\u0103sim pe CV-ul unui candidat<\/b><span style=\"font-weight: 400;\">, ci \u0219i despre profilul lor ca oameni.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">Selectarea persoanelor potrivite echipei \u021bine de responsabilitatea unui lider. La ora actual\u0103, aten\u021bia nu mai cade exclusiv pe experien\u021ba candidatului \u2013 la fel de important este \u0219i ca noul membru s\u0103 se potriveasc\u0103 \u00een echip\u0103, din punct de vedere al profilului s\u0103u uman. Iar acesta este un aspect pe care managerul trebuie s\u0103-l stabileasc\u0103 \u00een etapa de recrutare.<\/span><\/p>\n<p><b>Andrea Gawron<\/b><span style=\"font-weight: 400;\">, trainer, evaluator \u0219i coach, NeuroLeadership (Speciali\u0219ti \u00een Brain-Based Coaching)<\/span><\/p><\/blockquote>\n<h3><b>Bazat pe experien\u021ba noastr\u0103: Cum s\u0103 verifici dac\u0103 un candidat se va potrivi \u00een echipa ta<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Liderii de echip\u0103 \u0219i speciali\u0219tii \u00een resurse umane \u0219tiu c\u0103, pe l\u00e2ng\u0103 hard skills, <\/span><b>trebuie s\u0103 selecteze temeinic un candidat \u0219i \u00een func\u021bie de abilit\u0103\u021bile soft \u0219i potrivirea cultural\u0103<\/b><span style=\"font-weight: 400;\">. Mai exact, <\/span><b>cum se vor integra \u00een echip\u0103 \u0219i cum se vor adapta la cultura organiza\u021bional\u0103 a companiei.<\/b><\/p>\n<p><span style=\"font-weight: 400;\"><div class=\"alert mw-content primary\"><p>\ud83e\uddee <\/span><b>Ecua\u021bia este destul de simpl\u0103<\/b><span style=\"font-weight: 400;\">: un membru blazat = o echip\u0103 blazat\u0103 = o munc\u0103 ineficient\u0103 = un proiect nereu\u0219it = costuri mari, profituri mici <\/p>\n<\/div><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aminte\u0219te-\u021bi c\u0103 atunci c\u00e2nd selectezi un nou coleg, mingea este la tine \u00een teren <\/span><span style=\"font-weight: 400;\">\u2013<\/span><span style=\"font-weight: 400;\"> pentru ca un candidat s\u0103 poat\u0103 judeca singur dac\u0103 se potrive\u0219te \u00een cultura organiza\u021bional\u0103, <\/span><b>trebuie mai \u00eent\u00e2i s\u0103-i faci cunoscute principiile dup\u0103 care v\u0103 ghida\u021bi \u00een cadrul companiei.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Odat\u0103 ce candidatul e convins c\u0103 se potrive\u0219te culturii organiza\u021bionale \u0219i rolului \u00een sine, e r\u00e2ndul s\u0103u s\u0103 te conving\u0103 \u0219i el pe tine. Descoper\u0103 care sunt <\/span><b>cei 3 pa\u0219i care ne ajut\u0103 la <\/b><a href=\"https:\/\/www.freelo.io\/ro\"><b>Freelo<\/b><\/a><b> s\u0103 select\u0103m oamenii potrivi\u021bi pentru echipa noastr\u0103<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ol>\n<li><b> Un formular, \u00een loc de CV<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">De obicei, nu po\u021bi s\u0103-\u021bi dai seama dintr-un simplu CV cum este cu adev\u0103rat acel candidat \u2013 care sunt preocup\u0103rile \u0219i priorit\u0103\u021bile lui \u00een via\u021b\u0103. De aceea, <\/span><b>ne baz\u0103m recrutarea, deja de c\u00e2\u021biva ani, pe un formular, pe care candidatul trebuie s\u0103-l completeze.<\/b><span style=\"font-weight: 400;\"> \u0218i putem spune c\u0103 aceast\u0103 metod\u0103 chiar func\u021bioneaz\u0103. Datorit\u0103 formularului&#8230;<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">po\u021bi vedea cu u\u0219urin\u021b\u0103 dac\u0103 sunte\u021bi pe aceea\u0219i pagin\u0103 cu candidatul \u0219i cum se va raporta acesta la postul pe care l-ar ocupa,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">po\u021bi afla dac\u0103 candidatul este cu adev\u0103rat interesat de rol \u2013 la urma urmei, este nevoie de ceva timp pentru a completa un formular cu \u00eentreb\u0103ri deschise,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">nu mai pierzi timpul interviev\u00e2nd persoane incompatibile \u2013 mergem pe principiul c\u0103 doar 3 interviuri cu oamenii potrivi\u021bi sunt preferabile, comparativ cu 100 de interviuri inutile..<\/span><\/li>\n<\/ul>\n<ol start=\"2\">\n<li><b> Sarcin\u0103 practic\u0103\u00a0<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Al doilea pas pentru candida\u021bi este un task, personalizat pentru rolul oferit. Alege cu aten\u021bie taskul, care ar trebui s\u0103 fie o <\/span><b>oportunitate pentru candidat de a da ce-i mai bun din el<\/b><span style=\"font-weight: 400;\">, \u0219i nu de a presta o munc\u0103 gratuit\u0103. Astfel, pe baza taskului vei putea s\u0103 afli dac\u0103 candidatul:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">este responsabil, finaliz\u00e2nd sarcina conform termenului convenit,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">va fi meticulos cu munca, pentru c\u0103 \u0219i-a f\u0103cut atent \u201etema<\/span><span style=\"font-weight: 400;\">\u201d<\/span><span style=\"font-weight: 400;\">,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">are un limbaj adecvat \u0219i o gramatic\u0103 bun\u0103,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">nu se teme s\u0103 accepte provoc\u0103ri,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">poate lucra independent \u0219i poate face fa\u021b\u0103 unor sarcini mai dificile.<\/span><\/li>\n<\/ul>\n<ol start=\"3\">\n<li><b> Interviu folosind metoda STAR<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Dup\u0103 o \u00eent\u00e2lnire \u00een persoan\u0103, ar trebui s\u0103 ai, \u00een sf\u00e2r\u0219it, mai mult\u0103 claritate. Pentru a cunoa\u0219te candidatul \u00een profunzime, un interviu de evaluare a conduitei sale va ajuta mult. Este <\/span><b>o tehnic\u0103 bazat\u0103 pe ideea c\u0103, dac\u0103 o persoan\u0103 s-a comportat \u00eentr-un anumit fel \u00een trecut, este probabil s\u0103 se comporte la fel \u0219i pe viitor<\/b><span style=\"font-weight: 400;\">. Tehnica \u00een sine are la baz\u0103 metoda STAR \u2013 pui o serie de \u00eentreb\u0103ri candidatului pentru a-i testa modul \u00een care reac\u021bioneaz\u0103 \u00een anumite situa\u021bii:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>S<\/b><span style=\"font-weight: 400;\">itua\u021bie \u2013 Care a fost rolul t\u0103u \u00een proiectul anterior?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>T<\/b><span style=\"font-weight: 400;\">ask-uri \u2013 Ce sarcini specifice a trebuit s\u0103 \u00eendepline\u0219ti, care a fost scopul?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>A<\/b><span style=\"font-weight: 400;\">ctivit\u0103\u021bi \u2013 Ce m\u0103suri a trebuit s\u0103 iei pentru a finaliza sarcinile cu succes?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>R<\/b><span style=\"font-weight: 400;\">ezultate \u2013 Cum a rezultat proiectul? A fost rezultatul ob\u021binut diferit de cel a\u0219teptat?<\/span><\/li>\n<\/ul>\n<p><b>\u00centreb\u0103ri de interviu ce te vor ajuta s\u0103 cuno\u0219ti candidatul \u00een profunzime:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Po\u021bi da exemplu<\/span><span style=\"font-weight: 400;\"> de un moment \u00een care te-ai confruntat cu o situa\u021bie dificil\u0103 \u0219i cum ai rezolvat-o?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">C\u00e2nd ai fost cu adev\u0103rat m\u00e2ndru de tine \u0219i de ce?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ai avut vreodat\u0103 un conflict cu un coleg? Despre ce a fost vorba \u0219i cum ai rezolvat conflictul?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Te-ai aflat vreodat\u0103 \u00eentr-o situa\u021bie \u00een care \u0219tiai c\u0103 superiorul t\u0103u a gre\u0219it? Cum te-ai comportat?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Care a fost cea mai mare dificultate pentru tine, la primul t\u0103u job?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ai f\u0103cut vreodat\u0103 parte dintr-o echip\u0103 care nu a func\u021bionat? Ai idee \u00een ce consta problema?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Te-ai aflat vreodat\u0103 \u00eentr-o situa\u021bie \u00een care un client a cerut imposibilul? Cum te-ai descurcat?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Te-ai confrunt vreodat\u0103 cu un volum at\u00e2t de mare munc\u0103, \u00eenc\u00e2t s\u0103-\u021bi afecteze via\u021ba privat\u0103? Ce solu\u021bii ai g\u0103sit?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00ce\u021bi stabile\u0219ti obiective \u00een via\u021ba profesional\u0103 sau \u00een cea privat\u0103? Explic\u0103 cum ai reu\u0219it s\u0103-\u021bi atingi un anumit obiectiv.<\/span><\/li>\n<\/ul>\n<h2><b>Siguran\u021ba psihic\u0103 ca prioritate nr. 1 a tuturor echipelor de succes<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">\u0218tiai c\u0103 <\/span><b>un sfert din angaja\u021bi sunt nemul\u021bumi\u021bi la locul de munc\u0103?<\/b><span style=\"font-weight: 400;\"> Nu este vorba doar m\u0103rimea salariului, a\u0219a cum poate te a\u0219teptai, ci mai ales de sentimentul de nesiguran\u021b\u0103. Iar atunci c\u00e2nd un angajat este nemul\u021bumit, \u00eentreaga echip\u0103 este nemul\u021bumit\u0103 (\u0219i, prin urmare, nu \u00ee\u0219i atinge scopurile). Cercet\u0103rile efectuate de <\/span><a href=\"https:\/\/www.nytimes.com\/2016\/02\/28\/magazine\/what-google-learned-from-its-quest-to-build-the-perfect-team.html\"><span style=\"font-weight: 400;\">Aristotel<\/span><\/a><span style=\"font-weight: 400;\">, de la Google, au confirmat c\u0103 <\/span><b>toate echipele de succes au un numitor comun \u2013 sentimentul de siguran\u021b\u0103<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Andrea Gawron, care lucreaz\u0103 direct cu manageri de top, la NeuroLeadership, men\u021bioneaz\u0103 c\u00e2teva dintre gre\u0219eli care sunt adesea repetate de lideri \u0219i care creeaz\u0103 un sentiment de nesiguran\u021b\u0103 \u00een echip\u0103. <\/span><b>Vrei s\u0103 afli cum po\u021bi evita astfel de gre\u0219eli?<\/b><span style=\"font-weight: 400;\"> \ud83d\udc47<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Prima dintre nevoile de baz\u0103 ale angaja\u021bilor este sentimentul de siguran\u021b\u0103. Ca lider, dac\u0103 nu \u00eendepline\u0219ti aceast\u0103 nevoie \u00een oameni, rezultatele muncii lor nu vor fi pe m\u0103sura a\u0219tept\u0103rilor tale. Ace\u0219tia vor lucra \u00eentr-o stare de alert\u0103, creierul lor trimi\u021b\u00e2ndu-le semnale de amenin\u021bare, ceea ce \u00eei va \u00eempinge s\u0103 se concentreze asupra emo\u021biilor negative. Iat\u0103 c\u00e2teva exemple care ilustreaz\u0103 felul \u00een care le-ai putea compromite starea de siguran\u021b\u0103:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>\u00cei spui unui angajat la 9 diminea\u021ba.: \u201eVino \u00een biroul meu la orele 14!\u201d. Ce se \u00eent\u00e2mpl\u0103 \u00een mintea angajatului pe parcursul celor 5 ore, p\u00e2n\u0103 la \u00eent\u00e2lnirea convenit\u0103? <\/b><span style=\"font-weight: 400;\">\u00cencepe s\u0103-\u0219i fac\u0103 griji. Cel mai probabil nu va da randament p\u00e2n\u0103 la ora 14, preocupat de ce urmeaz\u0103. Cum altfel po\u021bi proceda? Ar putea ajuta s\u0103-i oferi mai multe informa\u021bii \u2013 mai exact, s\u0103-i explici de ce l-ai invocat \u00een birou.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Excluderea unui coleg dintr-un meeting, la care, \u00een mod obi\u0219nuit, ar fi participat.<\/b><span style=\"font-weight: 400;\"> Poate c\u0103 ai concluzionat c\u0103 acesta \u0219i-a finalizat deja atribu\u021biile \u00een proiect \u0219i c\u0103, prin urmare, participarea sa la meeting nu mai este necesar\u0103. \u00cens\u0103 angajatul nu \u0219tie acest lucru \u0219i e posibil c\u0103 are emo\u021bii negative vizavi de excluderea sa din meeting. De aceea, ar fi indicat s\u0103-i explici \u00een prealabil decizia ta.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Te repezi \u00een biroul unui coleg \u0219i \u00eei atribui o sarcin\u0103 pe care ceri s\u0103 o rezolve pe loc.<\/b><span style=\"font-weight: 400;\"> Gestul t\u0103u denot\u0103 c\u0103 nu \u00eei respec\u021bi timpul \u0219i c\u0103 nu \u00eel tratezi de la egal la egal. Cum altfel po\u021bi proceda? Programeaz\u0103 o \u00eent\u00e2lnire, conform disponibilit\u0103\u021bii am\u00e2ndurora.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>\u00cei repro\u0219ezi angajatul o gre\u0219eal\u0103, de fa\u021b\u0103 cu \u00eentreaga echip\u0103.<\/b><span style=\"font-weight: 400;\"> Acest lucru nu va face dec\u00e2t s\u0103-l umileasc\u0103, s\u0103-l fac\u0103 s\u0103 se simt\u0103 amenin\u021bat \u0219i s\u0103 devin\u0103 defensiv. Dac\u0103 angaja\u021bii au suficient\u0103 \u00eencredere \u00een tine, atunci ace\u0219tia ar trebui s\u0103-\u021bi comunice ei singuri dac\u0103 au gre\u0219it cu ceva.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Andrea Gawron<\/b><span style=\"font-weight: 400;\">, trainer, evaluator \u0219i coach, NeuroLeadership<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Nu implementezi siguran\u021ba psihic\u0103 \u00eentr-o echip\u0103 peste noapte. E un demers de lung\u0103 durat\u0103. <\/span><b>Conform cercet\u0103rilor Google, ceea ce a dus la succesul anumitor echipe de proiect a fost:<\/b><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Egalitatea \u00een comunicare<\/b><span style=\"font-weight: 400;\"> = to\u021bi cei din echip\u0103 se simt la fel de liberi s\u0103 se exprime<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Inteligen\u021ba<\/b> <b>emo\u021bional\u0103<\/b><span style=\"font-weight: 400;\"> = alege pentru echip\u0103 acele persoane capabile de \u00een\u021belegere \u0219i compasiune; primul care trebuie s\u0103 dea dovad\u0103 de inteligen\u021b\u0103 emo\u021bional\u0103 este chiar liderul echipei<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>O bun\u0103 ascultare \u0219i receptivitate <\/b><span style=\"font-weight: 400;\">\u00a0= toat\u0103 lumea \u00ee\u0219i poate exprima \u00een siguran\u021b\u0103 opiniile, \u00een orice moment (de exemplu, \u00een sesiuni regulate 1-la-1 cu managerul \u2013 sentimentul ar trebui s\u0103 fie acela cum c\u0103 sunt cu adev\u0103rat asculta\u021bi)<\/span><\/li>\n<\/ol>\n<p><b>Cum \u0219tii c\u0103 persoanele din echipa ta se simt \u00een siguran\u021b\u0103, din punct de vedere psihic, la locul de munc\u0103?<\/b><span style=\"font-weight: 400;\"> Iat\u0103 c\u00e2teva indicii \u00een acest sens:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">experimenteaz\u0103 liber \u0219i \u00ee\u0219i asum\u0103 riscuri \u00een rezolvarea sarcinilor,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">nu se tem s\u0103-\u0219i exprime p\u0103rerile,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">vin cu propriile idei,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00ee\u0219i permit s\u0103 gre\u0219easc\u0103, f\u0103r\u0103 fric\u0103 de repercusiuni,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">s\u0103 \u00eencred managerului de proiect, chiar \u0219i atunci c\u00e2nd vine vorba de o problem\u0103 personal\u0103,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">au acces la datele \u0219i cifrele companiei (transparen\u021ba \u00eei face pe oameni mai implica\u021bi \u00een ob\u021binerea succesului proiectului).<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00ce\u021bi d\u0103 echipa ta de \u00een\u021beles c\u0103 se simte \u00een siguran\u021b\u0103 sau mai trebuie lucrat la acest capitol? \ud83d\udcaa S\u0103 \u0219tii c\u0103, cu odat\u0103 solu\u021bionat aspectul siguran\u021bei, managementul de proiect poate merge strun\u0103.<\/span><\/p>\n<figure id=\"attachment_420\" aria-describedby=\"caption-attachment-420\" style=\"width: 1272px\" class=\"wp-caption alignnone\"><img loading=\"lazy\" decoding=\"async\" class=\"br-2 wp-image-420 size-full\" src=\"https:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image7.png\" alt=\"Kou\u010dov\u00e1n\u00ed zam\u011bstnanc\u016f - tipy\" width=\"1272\" height=\"714\" srcset=\"http:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image7.png 1272w, http:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image7-300x168.png 300w, http:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image7-1024x575.png 1024w, http:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image7-768x431.png 768w\" sizes=\"auto, (max-width: 1272px) 100vw, 1272px\" \/><figcaption id=\"caption-attachment-420\" class=\"wp-caption-text\">Atunci c\u00e2nd angaja\u021bii se simt v\u0103zu\u021bi \u0219i \u00een\u021bele\u0219i, randamentul acestora cre\u0219te. <a href=\"https:\/\/haiilo.com\/blog\/employee-engagement-8-statistics-you-need-to-know\/\">Surs\u0103<\/a><\/figcaption><\/figure>\n<h2><b>Ce s\u0103 (nu) faci pentru a fi un bun manager de proiect<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Se spune c\u0103 <\/span><b>angaja\u021bii nu \u00ee\u0219i p\u0103r\u0103sesc locul de munc\u0103, ci \u00ee\u0219i p\u0103r\u0103sesc \u0219efii toxici<\/b><span style=\"font-weight: 400;\"> \u0219i cultura organiza\u021bional\u0103 defectuoas\u0103 a companiei. \u0218i, de\u0219i s-ar putea s\u0103 nu-\u021bi convin\u0103, <\/span><b>este responsabilitatea liderului s\u0103 men\u021bin\u0103 echipa func\u021bional\u0103 \u0219i fericit\u0103.<\/b><span style=\"font-weight: 400;\"> Nu doar prin alegerea de persoane competente pentru echip\u0103, dar \u0219i prin consolidarea rela\u021biilor \u0219i a \u00eencrederii.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">\u00cenainte de a \u00eencerca s\u0103-\u021bi motivezi oamenii din echip\u0103, \u00eenceteaz\u0103 s\u0103 mai faci lucrurile care \u00eei exaspereaz\u0103. Ia-\u021bi timp pentru a \u00een\u021belege care sunt acele lucruri.<\/span><\/p>\n<p><b>Tomas Ervin Dombrovsky<\/b><span style=\"font-weight: 400;\">, Labor Market Analyst,<\/span><a href=\"https:\/\/www.lmc.eu\/\"> <span style=\"font-weight: 400;\">LMC<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/app.livestorm.co\/lmc-cz\/co-podle-dat-hybe-s-nespokojenosti-zamestnanacu\/live?s=e13dbeae-7f0d-49d9-b79d-db07653beba0#\/chat\"><span style=\"font-weight: 400;\">source of quote<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/p><\/blockquote>\n<h3><b>1\ufe0f\u20e3 Cunoa\u0219te-\u021bi oamenii \u0219i fructific\u0103-le poten\u021bialul<\/b><\/h3>\n<blockquote><p><span style=\"font-weight: 400;\">Un lider capabil, trebuie s\u0103-\u0219i cunoasc\u0103 oamenii pe care-i are sub conducere \u2013 care sunt punctele lor forte \u0219i poten\u021bialul \u2013 \u0219i s\u0103 fie capabil s\u0103 fructifice aceste resurse. Dac\u0103 \u0219tii c\u0103 cineva din echip\u0103 are ini\u021biativ\u0103, motiveaz\u0103-l s\u0103 ini\u021bieze. Un alt membru mai meticulos ar aprecia sarcini cu orientare pe detalii. Prin urmare, g\u00e2nde\u0219te rolurile \u00een echip\u0103, astfel \u00eenc\u00e2t totul s\u0103 func\u021bioneze ca un ansamblu.<\/span><\/p>\n<p><b>Andrea Gawron<\/b><span style=\"font-weight: 400;\">, trainer, evaluator \u0219i coach, NeuroLeadership<\/span><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">\ud83d\ude09 De aceea, <\/span><b>inteligen\u021ba emo\u021bional\u0103 \u0219i comunicarea eficient\u0103<\/b><span style=\"font-weight: 400;\"> sunt at\u00e2t de importante. Mai \u00eent\u00e2i, ascult\u0103-\u021bi colegii \u0219i apoi vorbe\u0219te-le. <\/span><b>R\u0103spunde direct la \u00eentreb\u0103ri<\/b><span style=\"font-weight: 400;\">. <\/span><b>Programeaz\u0103 cu regularitate sesiuni 1-la-1<\/b><span style=\"font-weight: 400;\">,\u00a0 \u00een care s\u0103 pute\u021bi comunica deschis \u0219i confiden\u021bial. \u0218i nu \u00een ultimul r\u00e2nd, organizeaz\u0103 c\u00e2t de des posibil <\/span><b>sesiuni de teambuilding<\/b><span style=\"font-weight: 400;\">. C\u00e2nd ai b\u0103ut ultima oar\u0103 o bere cu colegii sau c\u00e2t timp a trecut de c\u00e2nd nu a\u021bi mai luat micul dejun \u00eempreun\u0103? \ud83d\ude09<\/span><\/p>\n<h3><b>2\ufe0f\u20e3 Dezvolta\u021bi o \u00eencredere reciproc\u0103<\/b><\/h3>\n<blockquote><p><span style=\"font-weight: 400;\">\u00cencrederea este cel mai important lucru pentru mine, deoarece dac\u0103 nu am \u00eencredere \u00een echipa mea, ajung s\u0103 fiu suspicios fa\u021b\u0103 de ei \u0219i viceversa. Construirea unei rela\u021bii de \u00eencredere \u0219i, prin urmare, de deschiderea sunt esen\u021biale, dac\u0103 dore\u0219ti s\u0103-\u021bi derulezi cu succes proiectele.<\/span><\/p>\n<p><b>Andrew Hudson<\/b><span style=\"font-weight: 400;\">, senior project manager (<\/span><a href=\"https:\/\/www.wrike.com\/blog\/experts-share-tips-for-new-project-managers\/\"><span style=\"font-weight: 400;\">sursa cit\u0103rii<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\"><div class=\"alert mw-content primary\"><h4>\ud83d\udcc8 C\u00e2teva statistici:<\/h4><p> Echipele \u00een care membrii au \u00eencredere unii \u00een al\u021bii sunt <\/span><b>cu <\/b><a href=\"https:\/\/hbr.org\/2017\/01\/the-neuroscience-of-trust\"><b>50%<\/b><\/a><b> mai productive<\/b><span style=\"font-weight: 400;\">, se confrunt\u0103 <\/span><b>cu 74% mai pu\u021bin stres<\/b><span style=\"font-weight: 400;\"> \u0219i au <\/span><b>cu 40% mai pu\u021bine cazuri de burnout,<\/b><span style=\"font-weight: 400;\"> comparativ cu echipele \u00een care lipse\u0219te \u00eencrederea.<\/p>\n<\/div>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Construirea \u00eencrederii este, desigur, un proces de lung\u0103 durat\u0103. O po\u021bi construi, de exemplu, pun\u00e2nd chiar tu, proverbial vorbind, c\u0103r\u021bile pe mas\u0103 \u2013 altfel zis,<\/span><b> fii c\u00e2t se poate de transparent<\/b><span style=\"font-weight: 400;\">. <\/span><b>Vorbe\u0219te deschis despre riscurile, succesele \u0219i e\u0219ecurile proiectului.<\/b><span style=\"font-weight: 400;\"> Dar, de asemenea,<\/span><b> nu ezita s\u0103 ai din c\u00e2nd \u00een c\u00e2nd \u0219i discu\u021bii informale cu colegii. <\/b><span style=\"font-weight: 400;\">Poveste\u0219te-i echipei despre cum ai petrecut weekendul cu familia sau ce progrese \u00eenregistreaz\u0103 copiii t\u0103i la \u0219coal\u0103. Vor sim\u021bi, la r\u00e2ndul lor, c\u0103 se pot deschide fa\u021b\u0103 de tine.<\/span><b> Iar c\u00e2nd stabile\u0219ti o rela\u021bie bazat\u0103 pe \u00eencredere, aceasta va impacta semnificativ munca de echip\u0103.<\/b><\/p>\n<h3><b>3\ufe0f\u20e3 Motiveaz\u0103 \u00eentreaga echip\u0103 \u0219i condu prin puterea exemplului<\/b><\/h3>\n<blockquote><p><span style=\"font-weight: 400;\">Un manager ar trebui s\u0103 motiveze oamenii s\u0103 vin\u0103 cu propriile idei, s\u0103 propun\u0103 solu\u021bii la probleme. \u00cen acela\u0219i timp, ar trebui s\u0103 le l\u0103rgeasc\u0103 orizonturile, s\u0103 se consulte cu ace\u0219tia \u00een toate privin\u021bele \u0219i s\u0103 nu atribuie sarcini \u00een mod rigid, ci s\u0103 le ofere membrilor echipei suficient spa\u021biu pentru a le rezolva \u00een felul lor.<\/span><\/p>\n<p><b>Andrea Gawron<\/b><span style=\"font-weight: 400;\">, trainer, evaluator \u0219i coach, NeuroLeadership<\/span><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">\u00cen plus, ar trebui <\/span><b>s\u0103-i motivezi s\u0103 se implice c\u00e2t mai mult.<\/b><span style=\"font-weight: 400;\"> Dar pentru asta, <\/span><b>e important s\u0103 le ar\u0103\u021bi tu \u00eensu\u021bi e\u0219ti dedicat proiectului.<\/b><span style=\"font-weight: 400;\"> De asemenea, este recomandat s\u0103-\u021bi p\u0103strezi calmul \u00een situa\u021biile de criz\u0103, pentru a transmite echipei c\u0103 au \u00een spate un lider puternic.<\/span><\/p>\n<h3><b>4\ufe0f\u20e3 Atribuie sarcini \u0219i responsabilit\u0103\u021bi<\/b><\/h3>\n<blockquote><p><span style=\"font-weight: 400;\">V\u0103d adesea c\u0103 unii angaja\u021bi se adreseaz\u0103 managerului cu o problem\u0103, f\u0103r\u0103 s\u0103 fi \u00eencercat mai \u00eent\u00e2i s\u0103 o rezolve ei \u00een\u0219i\u0219i. O astfel de tendin\u021b\u0103 este d\u0103un\u0103toare liderului, care ajunge \u201es\u0103-\u0219i piard\u0103 min\u021bile\u201d din cauza micromanagementului.\u00a0<\/span><\/p>\n<p><b>Andrea Gawron<\/b><span style=\"font-weight: 400;\">, trainer, evaluator \u0219i coach, NeuroLeadership<\/span><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">\u0218tim c\u0103 nu e u\u0219or s\u0103 delegi munca altcuiva, mai ales dac\u0103 \u00ee\u021bi pas\u0103 cu adev\u0103rat. Totu\u0219i, <\/span><b>e minunatul sentimentul atunci c\u00e2nd membrii echipei ajung s\u0103 se descurce singuri<\/b><span style=\"font-weight: 400;\"> \u0219i tu le po\u021bi spune doar: \u201eDac\u0103 ave\u021bi nevoie de mine, \u0219ti\u021bi unde s\u0103 m\u0103 g\u0103si\u021bi\u201d.Delegarea nu \u00eenseamn\u0103 doar predarea unei sarcini, ci \u0219i oferirea echipei oportunitatea de a \u00eenv\u0103\u021ba \u0219i de a sim\u021bi c\u0103 de\u021bine controlul asupra proiectului.<\/span><\/p>\n<figure id=\"attachment_408\" aria-describedby=\"caption-attachment-408\" style=\"width: 420px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"br-2 wp-image-408 size-full\" src=\"https:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image1.png\" alt=\"citat-delegovani-prace\" width=\"420\" height=\"294\" srcset=\"http:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image1.png 420w, http:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image1-300x210.png 300w\" sizes=\"auto, (max-width: 420px) 100vw, 420px\" \/><figcaption id=\"caption-attachment-408\" class=\"wp-caption-text\">Nu am\u00e2na niciodat\u0103 pe a doua zi ceea ce po\u021bi delega altcuiva chiar azi. <a href=\"https:\/\/cz.pinterest.com\/pin\/252342385345893091\/\">Surs\u0103<\/a><\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\"><div class=\"alert mw-content orange\"><h4>\u0218i \u00eenc\u0103 un sfat de la managerul de proiect Mira Vlach:<\/h4><p><\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201eManagementul unui proiect, atunci c\u00e2nd ai o agend\u0103 plin\u0103, este o lupt\u0103 pe mai multe fronturi \u2013 delegarea sarcinilor \u0219i proiectelor, a \u0219ti c\u00e2nd s\u0103 spui nu, a avea cuno\u0219tin\u021bele de baz\u0103 ale managementului de proiect, distingerea esen\u021bialului de neesen\u021bial, economisirea de timp prin automatizarea sarcinilor repetitive, etc. \u00cens\u0103, mai presus de toate, nu renun\u021ba&#8230;\u201c<\/span><\/i><\/p>\n<p><a href=\"http:\/\/www.mira-vlach.com\/\"><span style=\"font-weight: 400;\">Mira Vlach<\/span><\/a><span style=\"font-weight: 400;\">, specialist \u00een project management<\/p>\n<\/div>.<\/span><\/p>\n<h2><b>\u00cen concluzie&#8230;<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Poate c\u0103 uneori \u00ee\u021bi vine pur \u0219i simplu s\u0103&#8230;<\/span><\/p>\n<figure id=\"attachment_422\" aria-describedby=\"caption-attachment-422\" style=\"width: 980px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"br-2 wp-image-422 size-full\" src=\"https:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image8.gif\" alt=\"gif-prace\" width=\"980\" height=\"524\" \/><figcaption id=\"caption-attachment-422\" class=\"wp-caption-text\"><a href=\"https:\/\/giphy.com\/gifs\/reactiongifs-LTyOTsYnsgidO\">Surs\u0103<\/a><\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Sau s\u0103\u2026<\/span><\/p>\n<figure id=\"attachment_414\" aria-describedby=\"caption-attachment-414\" style=\"width: 980px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"br-2 wp-image-414 size-full\" src=\"https:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/image4.gif\" alt=\"gif-projektovy-manazer\" width=\"980\" height=\"524\" \/><figcaption id=\"caption-attachment-414\" class=\"wp-caption-text\"><a href=\"https:\/\/giphy.com\/gifs\/monday-the-it-crowd-workplace-c6DIpCp1922KQ\">Surs\u0103<\/a><\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8230;dar nu uita c\u0103 orice situa\u021bie are \u00eentotdeauna \u0219i o solu\u021bie <\/span><span style=\"font-weight: 400;\">\u2013<\/span><span style=\"font-weight: 400;\"> \u00een plus, cu <\/span><a href=\"https:\/\/www.freelo.io\/ro\"><span style=\"font-weight: 400;\">Freelo<\/span><\/a><span style=\"font-weight: 400;\"> totul este instant mai u\u0219or. \ud83d\ude42<\/span><\/p>\n<figure id=\"attachment_471\" aria-describedby=\"caption-attachment-471\" style=\"width: 730px\" class=\"wp-caption alignnone\"><img loading=\"lazy\" decoding=\"async\" class=\"br-2 wp-image-471 size-full\" src=\"https:\/\/cms-bw.freelo.io\/wp-content\/uploads\/2022\/07\/freelo-tym-7-2022.gif\" alt=\"\" width=\"730\" height=\"406\" \/><figcaption id=\"caption-attachment-471\" class=\"wp-caption-text\">Echipajul noastr\u0103, te salut\u0103 de la bordul navei Freelo. \ud83d\udc4b<\/figcaption><\/figure>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Formarea unei echipe de succes \u00eenseamn\u0103 mai mult dec\u00e2t g\u0103sirea unui grup de oameni cu competen\u021bele necesare. Ar trebui s\u0103 se poat\u0103 lega prietenii \u00eentre membrii echipei? Sau ar fi suficient ca echipa s\u0103 se formeze doar pe criteriul competen\u021belor? Acestea sunt doar c\u00e2teva dintre \u00eentreb\u0103rile la care vom r\u0103spunde \u00een cele ce urmeaz\u0103. Mai &hellip; <\/p>\n<p class=\"link-more\"><a href=\"http:\/\/cms-bw.freelo.io\/ro\/cum-sa-alcatuiesti-echipa-ideala\/\" class=\"more-link\">Continu\u0103 lectura<span class=\"screen-reader-text\"> \u201eCum s\u0103 alc\u0103tuie\u0219ti echipa ideal\u0103\u201d<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":1633,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[33],"tags":[],"class_list":["post-1497","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-managementul-proiectelor","entry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Cum s\u0103 alc\u0103tuie\u0219ti echipa ideal\u0103 | Business Wiki<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/cms-bw.freelo.io\/ro\/cum-sa-alcatuiesti-echipa-ideala\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cum s\u0103 alc\u0103tuie\u0219ti echipa ideal\u0103 | Business Wiki\" \/>\n<meta property=\"og:description\" content=\"Formarea unei echipe de succes \u00eenseamn\u0103 mai mult dec\u00e2t g\u0103sirea unui grup de oameni cu competen\u021bele necesare. Ar trebui s\u0103 se poat\u0103 lega prietenii \u00eentre membrii echipei? Sau ar fi suficient ca echipa s\u0103 se formeze doar pe criteriul competen\u021belor? Acestea sunt doar c\u00e2teva dintre \u00eentreb\u0103rile la care vom r\u0103spunde \u00een cele ce urmeaz\u0103. 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