On the charisma of leaders in audio industry
Whether you are a mixing engineer, a system engineer, a leader of a technology department or a small staff member of the sound department, there are always some common ways to lead you to success. What can be recorded is not your title, but your attitude. Attitude is more important than anything else.
If you have good leadership and follow the eight points below, you can basically achieve good results in any project.
1. Take responsibility when something goes wrong, even if it's someone else's fault. You don't have to say "it's my fault" and "let me go to the bottom of the problem" will work better. And then make up for it. There's nothing to make a fuss about. But people are usually very concerned about how others see their own mistakes, rather than how to recover them.
2. When the team is doing a good job, you should give it a good review. When you see the most wonderful performances in your life, you can praise them and point out how excellent the system technicians are, how the monitor mixers satisfy the stage performers, and how the room crew perform at a super level.
3. Please don't punish the whole team when the problem is individual. Managers usually send a group email or solve a problem in the form of a conference call. But when someone makes a serious mistake or performs poorly, please talk to him in private. Don't waste everyone's time on his personal problems.
4. The goal incentive method is not suitable in all cases. It's important to have a goal and direction, no matter how big or small the goal is. In the process, we often find that what we thought would not succeed has succeeded. General Patton once said, "don't tell people what to do. Tell them what to do. They will satisfy you with their intelligence."
5. Department managers need to regularly review the performance of team members, whether formal or informal. If the previous goals have been met, new ones need to be set in time. Being honest about progress and inadequacies, even if you're not in a management position, is a valuable service for inexperienced people. Of course, you need to take the right attitude.
6. Please don't interfere with other people's work on a matter of different opinions. It's a form of self-expression. You can use your method to solve the problem, others can also use their own method to solve, as long as the quality of the work is completed on time, which way is not important. Let your players make their own decisions, gain confidence and use them to take responsibility.
7. Occasionally do something unexpected for your team. For example, buy breakfast for everyone or treat everyone to a beer after work. There's no need to be a cliche. You can say something like thank them for their hard work and show your pride as one of them. That's what really boosts morale.
8. Set an example. Who's seen a quarterback in an easy chair? What's inspiring is who is the first to go to war and the last to come back. As time and role change, behavior changes. Sometimes, you don't have to do things yourself, such as pushing the object uphill or controlling the elevator yourself, but you can make the front-line staff feel that you are with them.
Respecting everyone is a good start for the team, and maintaining technical skills and systematic practice is the best way to experience the team. They may have grown up in iPads and DSP sound systems, but older people can still show them something different and interest them.
If you have good leadership and follow the eight points below, you can basically achieve good results in any project.
1. Take responsibility when something goes wrong, even if it's someone else's fault. You don't have to say "it's my fault" and "let me go to the bottom of the problem" will work better. And then make up for it. There's nothing to make a fuss about. But people are usually very concerned about how others see their own mistakes, rather than how to recover them.
2. When the team is doing a good job, you should give it a good review. When you see the most wonderful performances in your life, you can praise them and point out how excellent the system technicians are, how the monitor mixers satisfy the stage performers, and how the room crew perform at a super level.
3. Please don't punish the whole team when the problem is individual. Managers usually send a group email or solve a problem in the form of a conference call. But when someone makes a serious mistake or performs poorly, please talk to him in private. Don't waste everyone's time on his personal problems.
4. The goal incentive method is not suitable in all cases. It's important to have a goal and direction, no matter how big or small the goal is. In the process, we often find that what we thought would not succeed has succeeded. General Patton once said, "don't tell people what to do. Tell them what to do. They will satisfy you with their intelligence."
5. Department managers need to regularly review the performance of team members, whether formal or informal. If the previous goals have been met, new ones need to be set in time. Being honest about progress and inadequacies, even if you're not in a management position, is a valuable service for inexperienced people. Of course, you need to take the right attitude.
6. Please don't interfere with other people's work on a matter of different opinions. It's a form of self-expression. You can use your method to solve the problem, others can also use their own method to solve, as long as the quality of the work is completed on time, which way is not important. Let your players make their own decisions, gain confidence and use them to take responsibility.
7. Occasionally do something unexpected for your team. For example, buy breakfast for everyone or treat everyone to a beer after work. There's no need to be a cliche. You can say something like thank them for their hard work and show your pride as one of them. That's what really boosts morale.
8. Set an example. Who's seen a quarterback in an easy chair? What's inspiring is who is the first to go to war and the last to come back. As time and role change, behavior changes. Sometimes, you don't have to do things yourself, such as pushing the object uphill or controlling the elevator yourself, but you can make the front-line staff feel that you are with them.
Respecting everyone is a good start for the team, and maintaining technical skills and systematic practice is the best way to experience the team. They may have grown up in iPads and DSP sound systems, but older people can still show them something different and interest them.
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