Have you ever met managers at any level who are confident in their competence and who base their work with the team on the following false beliefs: The team is built according to the same rules, be it the army, the enterprise or the gateway. Everyone gets everything equally, regardless of work results and adherence to discipline. Self-affirmation at the expense of the staff is not a sin - they will be less capricious. Playing employees off against each other is also not a sin - they will look after each other and steal less. Respect for another person is an illusion - everything rests on fear. Fools are predictable and controllable, dissidents are dangerous. It is necessary to support with employees have personal relationships, like with family members, to keep them on a short leash. The less they know, the more they sleep. The employees’ focus is not on maximum profit (the higher the income you bring to the Company, the higher your income), but on maximum savings for a meager bonus.10 . Prohibition on expressing your own opinion and innovative proposals - don’t argue!11. Feasts on Fridays bring the team together, and whoever is not with us is against us.12. Maintaining emotional tension in the team.13. A good employee is one who constantly speaks and demonstrates his loyalty to me. If someone is busy only with work, it is not clear what is in his head.14. Rudeness and lies are also not a sin - let the animals know their place.15. Everyone must like you and show me that you are at least doing something.16. Silencing conflicts - “just so as not to come to the surface.”17. Any employee can be easily replaced - they still don’t do anything. Not one of these beliefs leads to the expected result: - the manager is despised for his inconsistency, - the number of conflicts and thefts is growing, - the rules “no matter where you work - just not work” flourish, “why tell the truth to a manager who buys into any lie”, “if they hide something from me, it means there really is something to hide” - maintaining the illusion of work “while you pretend that you are paying us a salary, we will pretend that we are working”, “keep your head down ” and “all the bosses you know who...”. - and latent “hidden” conflicts are generally capable of destroying any team. All these are symptoms of terminator management and, according to Western sociologists, it is this form of management that will flourish in our country in the current century. Agree, it’s a shame to justify such forecasts. And you …? Who is a terminator manager? This is a leader who is driven not by motivation for success, but by the fear of losing his business or job. As you understand, there are no effective employees in the terminator manager’s team, and if they accidentally appear there, they are immediately kicked out of the team because “there are enemies all around.” Incomes are declining, the fear of losing business is growing. This is “Groundhog Day” or running on a wheel. Everything is like in the biblical parable: “He who fears in fear is not perfect in love.” Those who do not want to get stuck in one day are faced with the eternal question - “What to do”? The formation of a healthy team is based on 2 main principles: - Firstly, it is personal responsibility for the team result of the work of each employee. - Secondly, it is the motivation of each employee to work as efficiently as possible to achieve a single team goal. Agree - everything is extremely simple. Then the next question arises: “How to achieve this”? Personally, I prefer team building proposed by German psychologist Klaus Vopel. Let’s conditionally divide the work scheme into 7 stages and get the following: Stage 1 – Diagnostics of group dynamics. At this stage, it is necessary to identify problems that arise in employee relationships and integrate outsiders into the team. The structure, depth and potential of trust is studied; structure of power and influence in the team; the history of the team and its leader are revealed. Stage 2 – Normalization of relationships. Here employees are taught self-disclosure and free expression of sympathies. Analyze their satisfaction and/