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The ideal boss: communication as the key to success
// By Jürgen W. Goldfuß

These are the many small things that often stand in the way of executives and are therefore ridiculed or not accepted by their employees.

To lead people is to communicate clearly

To lead people to talk to people, to communicate. Now we've all met people who talk a lot, but do not say anything, do not make any statements. However, a manager is expected to convey his message clearly and unequivocally in a few words.

This includes the avoidance of such conjunctives as: "There you should ...", "I would like to ..." or "Here someone should ...". If you want to know more about your choice of words, then you often have a dictaphone with you and then listen to your own words. You will then determine if you are precise and unambiguous, or if you are putting a lot of verbal rubbish on your statement.

Everyone has its own role

You are a leader in a role other than the other employees than your colleagues. And in this new role you should divide your salary into three parts. The first part is rewarding your leadership, so make sure that your department reaches predetermined goals in time.

The second part of the salary can be considered as a fee, because you are now playing a, hopefully credible role on the stage of the company. You are now expected to have a motivating role model role. You may like to claim the third part of your salary as a "compensation allowance" because in your position between your boss and your employees there will be situations in which you take "beating" between the fronts. However, the third part should at most be in the low single-digit percentage range.

Believe the role playing

On the subject of Gage and a role play another note. How do you recognize a good actor? The fact that you do not realize that he plays a role, but that you think he is the person whose role he embodies. That means he looks authentic. Therefore, only very good actors can play any role credibly. Believably, that's the keyword. You may have experienced executives who are noted that they do not feel comfortable in their role.

They are more pity than respect. And anyone who does not feel comfortable in his or her role will quickly fall out of the role and everyone will notice that it is a mistake. It is not for nothing that someone is growing into a role. The faster and the better the change of roles, the higher your chances of a new engagement - perhaps even on a different stage.