Artículos más leídos
- Luis Rodríguez: Conectando las diferentes áreas del establo
- Luis Rodriguez: Connecting the different areas of a dairy
- 0608 EL (español): Diarrea en vacas y becerras
- 0907 EL (español): Anatomia del casco de la vaca
- Manejando la retención de placenta
- 0307 EL (español): Veinte consejos para criar becerros sanos
- Conozca las diferencias entre la aplicación de inyecciones en un programa de sincronización y un programa de vacunación
- 0608 EL: Diarrhea in cows and calves
- Sample I-9 form completion and filing protocol
|0508 EL: Help your managers lead|
|El Lechero Dairy Basics - Management|
|Written by Raul Hurtado|
|Sunday, 31 August 2008 17:00|
Having worked on and managed larger-herd dairies for the majority of my professional life, I have seen many types of leadership styles.Leadership is at the core of the dairy team and will continue to play a major role in shaping the work ethic and profitability of each dairy that uses a team of individuals.
One trend I have noticed growing over the years is the owners or herdsmen not letting mid-level managers effectively lead their teams. Typically, parlor managers, lead feeders, hospital managers or maternity barn leads reach their position because they were good at the job they were doing. Once they were promoted to these positions, they went from managing things to leading people. Because this takes an entirely different set of management skills, there are often mistakes or misunderstandings that happen.
The reasons for these challenges vary widely in their impact on both the dairy operation and the dairy team, but an even greater impact is how the owner or herdsmen deal with them. The following ideas are some of the best ways I have seen used in helping people become leaders:
1 – Praise in public, be critical in private.
Along with criticizing in private, herdsmen need to be willing to praise in public. Any positive accomplishments by the manager or team needs to be shared openly so that people can see the positive impact they are having at the dairy. This builds the manager’s importance and value in the eyes of his team and adds to his ability to get the job done. It also provides them with a stepping-stone to accomplish more than they were doing before.
2 – Let team managers help set goals.
3 – Help, don’t hinder.
Remain calm and collected no matter what is happening. The people and animals involved will usually be at a high level of stress already and a calming influence will help more than a rush to judgment. Unless the barn is literally on fire, most situations are not as bad as they first appear.
Listen first, then ask questions. Be sure to get as much information as possible before deciding how to react or respond. Many times, the answer will come from the manager or team members as the dialog flows.
Use the opportunity to teach new skills. Many times, managers have not been fully trained in the area they are having problems with. Be sure to involve them in the resolution process and follow up with any additional training that will help them resolve a similar situation in the future.
Show appreciation for their willingness to work through the problem and save any criticisms for after the situation has been resolved and do so in private.
Take time to review the situation later with the manager to make sure they understand what happened and they have a plan to resolve similar situations in the future. Again, herdsmen can evaluate if more training is needed or if there are deeper issues that need further investigation.