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Among set of advantages of the head-sensorika it is possible to name its attachment to everything that has practical and tangible character. It allows it to be guided well in questions of concrete actions (differently, he is able to achieve that all has been made). The creative potential of such head is shown in that it is effective and with mind to maneuver within the resources and experience. Expectations, which we show to the head-sensoriku (or as such head), make considerable impact on "touch" style of a management.Leaders-sensorikov sometimes sharply criticise (quite often such criticism proceeds from the intuitionalists preconvinced in relation to them). Sometimes declare that they are not capable to generate new ideas that they are deprived imagination, do not want or cannot reflect on the future and are inclined to wallow in practical trifles of today, disregarding more general prospect appearing on horizon or the tendency.
And, at last, here on what stumble invested by the power it more often: narrow vision of prospect. We will give an example Shona, the leader of group of firm on electronics manufacture from which we worked. It has been depressed by that some members of its command as it seemed to him, insufficiently actively participated in the general job. It constantly was late for job; Bryan during command general meetings was engaged in any trifles, and at Dzhenis in ten minutes after the beginning of meetings the pager then she disappeared started to call. The similar lack of personal motivation had practical value: the command of Shona did not have sensation of the general problem and aspiration to job (were absent as well investments).
The first prompting of Shona as the effective leader was to talk to everyone: to convince Lori to become more punctual, and Bryan — it and to distract Dzhenis from fatal influence of a communication facility. It believed that if he will solve each of these problems from it all command as a whole will win that will allow them to move ahead.
Being it, Shon saw only "trees" of organizational problems (that is people and their problem), but here he has not seen "wood". It should be understood so: the habitual behaviour of Lori, Bryan and Dzhenis formed in the command such general tendency, as absence of an involvement into job; enthusiasm and command spirit.
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