First of all, a perfect top manager must possess entrepreneurial skills and creative thinking. In addition, no less important to "stamp" and analytical skills that allow you to anticipate scenarios of situations, to predict the crisis tendencies and react to them. It is important to remember that at different stages of development of the company it needed a top manager with a variety of specific skills. At the stage of start-up it should be a bright man with entrepreneurial qualities, during the active growth of the company - a man with the makings of a strong strategist. In the event that the company remains in recession or in times of crisis - when she needed anti-crisis manager.
The ideal manager should not just be a professional manager, he must possess specific knowledge, that is to be a competent professional in the industry. Most excellent results show those who come to the post, for example, General Director of the structures of line management. After completion of all stages of administrative work, such a person brings all the required competencies with them. This specialist already has specific knowledge of a particular business segment, and the person is ready to use them fully. He was a leader who achieved all himself, and he can set an example to which others will seek. At the same time, having experience in line management, manager, most likely well versed in the procedures encourage their subordinates than ably handles, and it is very important.
Another essential feature of an ideal top manager, I would say the ability to delegate its powers . An indicator of the success of the delegation of powers is the ability of subordinates to perform the functions entrusted to them alone. If the top manager, without interfering in the work of subordinates, reaching goals, it means that everything is in order. A striking example of a high degree of confidence is a decentralized organizational structure, when the subordinate themselves take important for themselves and for the company solutions and, importantly, are responsible for them. It should, however, understand that successful delegation is only possible if the manager understands that and how do his subordinates.
And this brings us to another needed to present professional quality - the ability to find the right people and to carry out a deliberate policy of human resources . Top manager has a thorough knowledge of those to whom he delegates authority, and often these people find themselves, using their experience and connections to the company worked only decent professionals. It works the opposite rule: if the company responsible decisions are made by the staff - it means there are professionals involved with their supervisor, among other things, a very trusting relationship.
Top-manager of a co-owner of the business
Image of first-person company is fundamentally important. General Manager - the person of the company. The best example of our time - Steve Jobs and Apple. Image of Steve in determining the degree of impact on achieving current results of the company and the culture of branding. Steve Jobs - an example of a top manager, has formed its image steadily, evolving along with the company and its products. And at the same time, Steve was always true to himself. Today, iPad, iPod, iPhone - the most recognizable brands of the world, having no real competition, but with unlimited opportunities in the market. And Steve Jobs has become one of the most recognizable heads of companies in the world and the first chief executive, whose death caused such a tremendous response around the world.
Of course, the top manager of any large structure it is not the only employee, so it must establish an ideal pattern of interaction with their colleagues and subordinates, as well as to monitor their daily work. Because of the volume of activities that every day in its place makes each employee, and the sum total result. Waiver of selfish behavior and focus on the overall success - a necessary feature of an ideal manager. Unfortunately, often the new top managers give only short-term goals and objectives that are directly dependent on prescription in the contract terms of tenure, which leads to the eventual result is not very rosy. In this sense, I would like to appeal to the so-called dynastic thinking, which is characteristic, for example, for Italian companies.
As you know, in the top ten oldest companies in the world was dominated by Italians. This is a testimony to the power of family ties and traditions in Italy, the factor, indicating the strength of family ties in the Italian business and their particular view of top managers on how the company should operate. The most ancient Italian family company's fourth (Barone Ricasole - wine, olives), fifth (Barovier & Toso - glassmaking), eighth (Torrini Firenze - jewelry), ninth (Antinori - wine, olives) and tenth (Camuffo - shipbuilding) places in the list of the oldest companies in the world. In addition, probably everyone knows, companies such as Ferrari, Pirelli, Ferrero and Martini & Rossi, who for decades proved its viability in a changing world.
"Dynastic" thinking - the respect not only to the past, but also to the future of the company.Occupying a new position, a top manager should be ready to have formed the tradition before him, and act so that his successor was able to do the same. The ideal top manager should be enough to get yourself in the company to speak with confidence: "I have a company. And I am taking all necessary steps to ensure that she grew up, despite the fact that my contract ends soon. "
I have to say that conditions, the Italian model often does not work, it is predetermined by many factors, among them, and corruption, and especially political development, and the absence of any long history of private business. The future of the company can only guarantee a person acting as opposed to selfish strategy, he knows what he needs to do to his initiatives were continued after his departure.
That's why I think the ideal top-manager, which in formal terms, is an executive position, in fact no different from the owner of the company in the aspect that is well aware of the goals and objectives, as well as the need for long-term planning.
Find or "grow"?
Find a person claiming to be the first-person company with no ties at the appropriate level is almost impossible. If you are on level ground in terms of interaction with the leading market players, to get an experienced professional to the position of CEO is unlikely to succeed. The only reliable way to access the first persons are personally acquainted, and / or involvement in the circle of professionals and managers of the highest order.
If such a connection is nominated, and there was - you must be very careful to relate your expectations to the competence of the candidate: start with a trusted communication, new features of interest and in parallel to assess. Assess leadership and creative inclinations of the candidate's ability to find their targets under the appropriate people, to put before them the aims and objectives and make the right decision. Will it be ready for a permanent dialogue with other decision makers? Will there be prepared to act without regard to time limits prescribed in the contract? If the answer candidate "yes" - welcome!
I am an opponent of such a theory, as a genetic predisposition or natural person to a successful business. Managers are not born. Man can always be around to teach, and the emphasis in training should be on identifying and developing the strengths of the individual, rather than suppressing the disadvantages, as do the proponents of "genetic" theories. For me the dignity of man is always more important than the disadvantages.
However, experience shows that it is out of the midst of HR-specialists out the best managers - as to the role of CEOs and the role of managers of various departments. Regardless of whether a person versed in business processes or not, for it is very important to be able to find an approach to people, to be able to calculate their effect on several steps forward. Otherwise, it will not be perfect, "topom."
Leadership is not based on words. A true leader - is the one to whom the employees take an example. This is a man that sets a bar, be lower than that of at least uncomfortable. Based on this axiom, and from my experience, I can say that the best top-manager - a person that has passed several stages in a company that has specialized education, not devoid of charisma and, most importantly, putting the company's interests first, regardless of the terms of the contract , convenience and beauty of the chair form of the window.
