Leadership allows this dominance a little more

[mstakh.i.mom.i]

“Dominance” in leadership? Then I’m sick!
How do I do this correctly with dominance? I have observed what happens when a manager really hits the table. The result was with disciplinary managers: the employees were sick, quit or changed jobs, or previously changed to Tuesday according to the rules. So it didn't seem to be going any better. The difference is that in the staff you lose the employee immediately, and as a manager you delay things a little. Especially as a "toothless tiger" project manager/staff department you have to make sure that you can win people over voluntarily. So it seemed to be the better solution to find a solution with the employee on a cooperative level anyway.

Of course, both management and staff have to bang their hands on the table and freight forwarders brokers email lists apply pressure, but what exactly is meant by feedback?


In the staff position or as a project manager, I have to behave in a much less dominant manner than when I am in a leadership role. So I think that the feedback is rather wrong. If I behave differently, my staff function will suffer and I will certainly not be promoted. I, especially at a young age, can hardly act like an experienced manager. It seems ridiculous. So I always have to try to find compromises.

Conclusion
I believe that feedback of dominance means that you have to learn to hold employees accountable. Set measurable goals and punish them if they are not achieved. This can be done at any time and without "nagging". I think that, especially with this kind of feedback, it is important to remember that toothless tigers like staff members and project managers simply cannot display this level of dominance.