Organizational competence is part of the management fund

In the most important basic concepts, organizational competence at organizational level is emotional intelligence. A thorough understanding of how individuals, teams and organizations work – and are able to respond adequately to these factors. Some executive foundations can exist independently of each other, but the effective leader must have organizational competence to promote the organization. Learn how to develop this skill and in this process we will find out what it is.

One of the key examples of workplace organization competence is the ability to offer it to others. This is based on the kindergarten playground where sharing and sharing are a daily rule. But that also means you can expect it to return if someone helps you in the body. Meanwhile, understanding the agenda of others. The agenda is not necessarily concealed but involves the motivation and inspiration of another person or team. Is the team moving forward fast because it is based on their annual incentives or need more projects that require immediate attention? Is the most important person to "give and take" a person who is driven by personal recognition or the whole body's desire to succeed? As they become more and more emotionally intelligent than leaders, you will understand the agenda of others.

As you step into the group's dynamics, you must learn to become political. Politics, even in its own world, sometimes makes a nasty picture, but it does not have to. In organizational policy, it should be able to network, promote itself when appropriate and build a support base. Do you remember when we discussed influence and persuasion? This is where these skills will be very practical. But the main rule is political, so you do not let it get nervous. Sometimes the politics of a man can be dirty, while others may be beneficial to all concerned. Understanding of organizational competence involves this element and considers politics as a fact of life and not necessarily a good or bad element.

Another great way for organizational competence is to learn how to properly approach different key people or teams. When approaching someone, you may want to ask for help, ask him or congratulate you on your well-done job. But you know what works for you does not work for the next person. For example, you may be a man who is embarrassed to praise you publicly while one of your colleagues may be commended. Some organizations use test methods such as Myers-Briggs (MBTI) to identify personality types and develop communication and interaction plans. You do not have to go far, but it's a good idea to keep track of what style you've worked with people.

Now that you've seen the good side of organizational consistency, check out the non-so-good site. You may have to deal with deception – not everyone's motive is respectable and organizational activity is viewed as a real TV show. If you deceive, you should try to figure out the person's motivation and what happened or did not happen. Another point is that you have to be able to take advantage of it if it's the right thing – leaders who are constantly evaluating the "two cents" in the ring at the wrong time are considered as "blowhards." Finally you must be patient. The process of developing organizational competence takes time and as we said earlier, the process of influencing takes time.

How to become organized in different areas? Corporate competence uses enthusiastic observation, patience and the ability to understand motivation. In many communities or community organizations, a competent "incandescent lamp" may appear when you understand how the organization works – good or bad. Knowing your own leadership style and trying to understand the style, motivation, and inspiration of others will help you shape your expertise at your own discretion. Remember to be patient, watch and keep track of things in a particular group or team.



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