{"id":8383,"date":"2022-12-11T17:21:14","date_gmt":"2022-12-11T16:21:14","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=8383"},"modified":"2024-05-13T14:58:10","modified_gmt":"2024-05-13T12:58:10","slug":"porada-ako-spravne-viest-poradu","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/porada-ako-spravne-viest-poradu\/","title":{"rendered":"Porada: Ako spr\u00e1vne vies\u0165 poradu?"},"content":{"rendered":"<p>Dnes sa u\u017e fakticky \u017eiadny podnik, firma, organiz\u00e1cia nezaob\u00edde bez pravideln\u00e9ho, alebo nepravideln\u00e9ho stretnutia pracovn\u00e9ho t\u00edmu, porady. Porada, <a href=\"https:\/\/www.euroekonom.sk\/interna-a-externa-komunikacia-v-podniku\/\">vz\u00e1jomn\u00e1 komunik\u00e1cia<\/a> sl\u00fa\u017ei k v\u00fdmene inform\u00e1cii, rie\u0161eniu probl\u00e9mov, k rozde\u013eovaniu \u00faloh, hodnoteniu pr\u00e1ce apod.<br \/>\nV\u00fdskumy v oblasti riadenia potvrdzuj\u00fa, \u017ee <a href=\"https:\/\/www.euroekonom.sk\/manazer-profil-manazera-manazerske-zrucnosti\/\">v\u00e4\u010d\u0161ina mana\u017e\u00e9rov<\/a> spotrebuje 30 \u2013 80% pracovn\u00e9ho \u010dasu na r\u00f4zne porady, rokovania s obchodn\u00fdmi partnermi, spolupracovn\u00edkmi. Okrem toho, dlh\u00e9 porady n\u00e1s oberaj\u00fa o \u010das a nie v\u017edy prines\u00fa o\u010dak\u00e1van\u00fd v\u00fdsledok. V tejto s\u00favislosti si ur\u010dite polo\u017e\u00edte ot\u00e1zku: m\u00e1 v\u00f4bec porada v\u00fdznam, alebo ju treba zru\u0161i\u0165? Ur\u010dite nie, bola by to chyba, preto\u017ee porada patr\u00ed medzi z\u00e1kladn\u00e9 f<a href=\"https:\/\/www.euroekonom.sk\/rozhodovanie-a-rozhodovaci-proces\/\">ormy rozhodovania a riadenia<\/a>, m\u00f4\u017ee v pracovn\u00fdch podmienkach u\u0161etri\u0165 nielen peniaze, ale aj \u010das.<br \/>\nSk\u00fasenosti z praxe ukazuj\u00fa, \u017ee technick\u00e9 prostriedky komunik\u00e1ciu medzi \u013eu\u010fmi zjednodu\u0161uj\u00fa, ur\u00fdch\u013euj\u00fa, ale priamy kontakt nem\u00f4\u017eu v nijakom pr\u00edpade nahradi\u0165. Sta\u010d\u00ed si predstavi\u0165 situ\u00e1ciu, ke\u010f niekoho potrebujete presved\u010di\u0165, nie\u010do mu vysvetli\u0165. V takomto pr\u00edpade je osobn\u00fd kontakt nenahradite\u013en\u00fd. M\u00f4\u017eeme uvies\u0165 ako pr\u00edklad, nap\u00edsan\u00fd text, oznam. V\u00e4\u010d\u0161ina \u013eud\u00ed ho vn\u00edma povrchne. Pri osobnom stretnut\u00ed m\u00f4\u017eeme zisti\u0165 a odstr\u00e1ni\u0165 nejasnosti, u\u013eah\u010di\u0165 pochopenie, objasni\u0165 n\u00e1pady, n\u00e1js\u0165 prijate\u013en\u00e9 rie\u0161enie, zjednoti\u0165 stanovisk\u00e1.<\/p>\n<h2>Kedy je porada d\u00f4le\u017eit\u00e1?<\/h2>\n<ul>\n<li>ke\u010f ide o vedenie \u013eud\u00ed<\/li>\n<li>rozdelenie \u00faloh<\/li>\n<li>hodnotenie pracovn\u00edkov<\/li>\n<li>pri d\u00f4le\u017eit\u00fdch rozhodnutiach<\/li>\n<li>pri uzatv\u00e1ran\u00ed doh\u00f4d, obchodu<\/li>\n<li>pri rie\u0161en\u00ed probl\u00e9mov, konfliktov<\/li>\n<li>m\u00f4\u017ee sa pou\u017ei\u0165 aj na generovanie n\u00e1padov apod.<\/li>\n<\/ul>\n<h2>Hlavn\u00e9 nedostatky porady<\/h2>\n<p>Ak m\u00e1 by\u0165 porada efekt\u00edvna, mus\u00ed by\u0165 dobre pripraven\u00e1, racion\u00e1lne veden\u00e1 a \u00fa\u010dinne vyu\u017e\u00edvan\u00e1. Z praxe pozn\u00e1me, \u017ee to tak neb\u00fdva v\u017edy. Ur\u010dite ste u\u017e nie raz po\u010duli ot\u00e1zku a odpove\u010f typu:\u201c Kde si bol ? Ale, zasa na porade. A \u010do ste rie\u0161ili ? Zasa ni\u010d, ako v\u017edy\u201c. V\u00fdroky tak\u00e9hoto typu s\u00fa d\u00f4kazom toho, \u017ee mnoh\u00e9 porady maj\u00fa v\u00e1\u017ene nedostatky, \u010d\u00edm sa st\u00e1vaj\u00fa zbyto\u010dn\u00e9. \u010co je pr\u00ed\u010dinou toho, pre\u010do tomu tak je, by sa mal zamyslie\u0165 ka\u017ed\u00fd mana\u017e\u00e9r.<br \/>\nMedzi hlavn\u00e9 d\u00f4vody, pre\u010do sa st\u00e1vaj\u00fa porady neefekt\u00edvne, patr\u00ed <strong>nedostato\u010dn\u00e1 pr\u00edprava.<\/strong><br \/>\nPracovn\u00edci nemaj\u00fa dostatok \u010dasu na to, aby sa mohli na poradu pripravi\u0165. A\u017e na porade sa oboznamuj\u00fa s jej obsahom. V d\u00f4sledku toho vznikaj\u00fa zbyto\u010dn\u00e9 ot\u00e1zky, nejasn\u00e9 odpovede, nedorozumenia, ni\u010d nehovoriace pr\u00e1zdne pr\u00edspevky a hlavne zbyto\u010dn\u00e1 strata \u010dasu.<\/p>\n<h2>Vedenie porady<\/h2>\n<p>Pri ka\u017edom stretnut\u00ed mus\u00ed by\u0165 jasn\u00e9, kto poradu vedie. Mnoh\u00ed mana\u017e\u00e9ri nedok\u00e1\u017eu riadi\u0165 poradu, nemaj\u00fa stanoven\u00fd cie\u013e, ani \u0161t\u00fdl rozhodovania. Prip\u00fa\u0161\u0165aj\u00fa odbo\u010dovanie od t\u00e9my, nech\u00e1vaj\u00fa sa vyvies\u0165 z konceptu, sp\u00f4sobuj\u00fa zm\u00e4tok, menia body programu, \u010dasto nedodr\u017eia \u010dasov\u00fd harmonogram. V takomto pr\u00edpade n\u00e1m pom\u00f4\u017ee, ak si mana\u017e\u00e9r na porade ur\u010d\u00ed jedn\u00e9ho alebo dvoch \u013eud\u00ed, ktor\u00ed mu bud\u00fa pom\u00e1ha\u0165 pri \u010diastkov\u00fdch cie\u013eoch. Jeden z nich m\u00f4\u017ee robi\u0165 \u010dasomera\u010da, tj. bude sledova\u0165 d\u013a\u017eku pr\u00edspevkov, dohliada\u0165 na \u010das, zabezpe\u010dova\u0165 presn\u00fd priebeh porady.<br \/>\nModer\u00e1tor d\u00e1va pozor na t\u00e9mu, resp. str\u00e1\u017ei, aby sa neodbo\u010dovalo od t\u00e9my. Mus\u00ed presne pozna\u0165 program sch\u00f4dze, aby vedel kedy zasiahnu\u0165. T\u00fato funkciu pridel\u00edme pracovn\u00edkovi, ktor\u00fd m\u00e1 najviac komunika\u010dn\u00fdch schopnost\u00ed (aby dok\u00e1zal zastavi\u0165 \u201eukecan\u00e9ho\u201c), preto\u017ee ostatn\u00ed ho bud\u00fa re\u0161pektova\u0165.<br \/>\nNezab\u00fadajme, \u017ee pri veden\u00ed porady zohr\u00e1va \u00falohu d\u00f4le\u017eit\u00fd faktor \u2013 rozdelenie \u00faloh a ich konkretiz\u00e1cia, sp\u00e4tn\u00e1 v\u00e4zba, tj. da\u0165 mo\u017enos\u0165 vyjadri\u0165 sa in\u00fdm, lebo porada je \u00fa\u010dinn\u00e1 len vtedy, ak prebieha v oboch smeroch.<\/p>\n<h2>Po\u010det \u00fa\u010dastn\u00edkov porady<\/h2>\n<p>Ve\u013emi v\u00fdznamn\u00fa \u00falohu zohr\u00e1va <em>po\u010det \u00fa\u010dastn\u00edkov porady.<\/em> Na porade by sa mali z\u00fa\u010dast\u0148ova\u0165 len t\u00ed pracovn\u00edci, ktor\u00fdch sa to t\u00fdka. St\u00e1va sa, \u017ee na rokovanie b\u00fdvaj\u00fa pozvan\u00ed \u013eudia, ktor\u00ed nemaj\u00fa s prejedn\u00e1vanou problematikou ni\u010d spolo\u010dn\u00e9, t\u00fdm doch\u00e1dza v podniku k zbyto\u010dn\u00fdm ekonomick\u00fdm strat\u00e1m.<br \/>\nAk je potrebn\u00e9 vyjadri\u0165 sa k ur\u010ditej problematike, sta\u010d\u00ed ak pozveme pracovn\u00edka len na prejedn\u00e1vanie bodu. Nemus\u00ed sa z\u00fa\u010dast\u0148ova\u0165 na priebehu celej porady.<br \/>\nHovor\u00ed sa, \u017ee produktivita porady je nepriamo \u00famern\u00e1 po\u010dtu z\u00fa\u010dastnen\u00fdch. Ak je na porade pr\u00edtomn\u00fdch viac ne\u017e p\u00e4\u0165 pracovn\u00edkov, kles\u00e1 produktivita exponenci\u00e1lne s ich po\u010dtom. St\u00e1va sa, \u017ee preva\u017en\u00fa v\u00e4\u010d\u0161inu \u00fa\u010dastn\u00edkov por\u00e1d tvoria \u013eudia, ktor\u00ed tam nemusia by\u0165. To v\u0161etko z\u00e1vis\u00ed od \u017eivota podniku. Vypl\u00fdva to z toho, \u017ee niektor\u00ed mana\u017e\u00e9ri pova\u017euj\u00fa poradu za \u00faspe\u0161n\u00fa iba vtedy, ak s\u00fa obsaden\u00e9 v\u0161etky stoli\u010dky. In\u00ed posudzuj\u00fa svoj v\u00fdznam v r\u00e1mci firmy, podniku, pod\u013ea po\u010dtu a povahy por\u00e1d, na ktor\u00e9 s\u00fa poz\u00fdvan\u00ed.<br \/>\nNiekedy urob\u00edme dobre, ak nez\u00fa\u010dastnen\u00fdm pracovn\u00edkom d\u00e1me z porady protokol, \u010d\u00edm maj\u00fa viac \u010dasu venova\u0165 sa u\u017eito\u010dnej\u0161ej \u010dinnosti.<br \/>\nKa\u017ed\u00fd mana\u017e\u00e9r by sa mal riadi\u0165 t\u00fdm, koho na porade skuto\u010dne potrebuje a koho nie. Sta\u010d\u00ed si rozobra\u0165 len tak\u00fd za\u010diatok porady, k\u00fdm sa v\u0161etci dostavia, zap\u00ed\u0161u sa, usadia \u2013 to v\u0161etko je \u017er\u00fat \u010dasu. Preto je nevyhnutn\u00e9 neoby\u010dajne pr\u00edsne pos\u00fadi\u0165 nevyhnutnos\u0165 ka\u017edej porady, rovnako ur\u010di\u0165 jej d\u013a\u017eku, frekvenciu, po\u010det z\u00fa\u010dastnen\u00fdch.<\/p>\n<h2>Zl\u00e9 vyjadrovacie schopnosti<\/h2>\n<p>K negat\u00edvnym znakom porady patria aj <em>zl\u00e9 vyjadrovacie schopnosti<\/em> mana\u017e\u00e9ra.<br \/>\nMnoho riadiacich pracovn\u00edkov nedok\u00e1\u017ee jasne a presne vyjadri\u0165 svoje my\u0161lienky. Hovoria zd\u013ahavo, vyjadruj\u00fa sa nudne, \u010dasto sa opakuj\u00fa, nech\u00e1vaj\u00fa sa vyvies\u0165 z miery posluch\u00e1\u010dmi a okol\u00edm.<br \/>\nHovor\u00ed sa, \u017ee na\u0161e vyjadrovanie \u00fazko s\u00favis\u00ed s na\u0161\u00edm myslen\u00edm. Pri pr\u00edprave porady si mus\u00edme premyslie\u0165: pre\u010do budeme hovori\u0165, \u010do t\u00fdm chceme dosiahnu\u0165, ako to budeme hovori\u0165 \u2013 ak\u00fd je cie\u013e na\u0161ej re\u010di, \u010di z toho bude nejak\u00fd \u00fa\u017eitok? Ak by sme sa svedomite a zodpovedne pripravovali na porady, odpadlo by mnoho ni\u010d nehovoriacich diskusn\u00fdch pr\u00edspevkov, nekonali by sa niektor\u00e9 nedostato\u010dne pripraven\u00e9 porady.<br \/>\nOdpove\u010f na ot\u00e1zku, pre\u010do budem hovori\u0165, by mala vies\u0165 mana\u017e\u00e9ra k tomu, aby na porade rozpr\u00e1val zauj\u00edmavo, pr\u00ed\u0165a\u017elivo, stru\u010dne, jasne, zrozumite\u013ene tak, aby zmysel jeho re\u010di bol potrebn\u00fd a u\u017eito\u010dn\u00fd, aby nevznikali zbyto\u010dn\u00e9 nedorozumenia.<\/p>\n<h2>Neschopnos\u0165 po\u010d\u00fava\u0165<\/h2>\n<p>V r\u00e1mci por\u00e1d sa \u010dasto stret\u00e1vame s nepozornos\u0165ou. \u00da\u010dastn\u00edci sa medzi sebou bavia, nemaj\u00fa dostato\u010dn\u00fd z\u00e1ujem o prejedn\u00e1van\u00fa problematiku. Pr\u00e1ve v d\u00f4sledku nedostato\u010dn\u00e9ho po\u010d\u00favania m\u00f4\u017ee d\u00f4js\u0165 k nedorozumeniu, nepochopeniu, prepo\u010dutiu a zlej informovanosti.<br \/>\nZ\u00e1kladn\u00fa chybu rob\u00ed riadiaci pracovn\u00edk hlavne vtedy, ke\u010f povie iba to, \u010do potreboval, spokojne sa posad\u00ed a rozhodne sa, \u017ee po\u010das \u010fal\u0161ieho rokovania si odd\u00fdchne. To je chyba. Nesta\u010d\u00ed, ak si povieme len svoje. Ak chceme dosiahnu\u0165 pl\u00e1novan\u00fd cie\u013e porady, mus\u00edme osta\u0165 akt\u00edvni a\u017e do konca, tj. dok\u00e1za\u0165 vypo\u010du\u0165 si aj in\u00fdch. Nezab\u00fadajme, \u017ee ak pozorne po\u010d\u00favame, \u0161etr\u00edme svoj \u010das, ale aj ostatn\u00fdch.<\/p>\n<h2>Zl\u00e1 administrat\u00edva<\/h2>\n<p>Doch\u00e1dza k nej vtedy, ke\u010f zapisovate\u013e nevie, \u010do m\u00e1 zapisova\u0165, vynech\u00e1 d\u00f4le\u017eit\u00e9 z\u00e1znamy, alebo venuje pozornos\u0165 nepodstatn\u00fdm veciam. Ostatn\u00ed sa spoliehaj\u00fa na z\u00e1znam. Ten potom b\u00fdva nepresn\u00fd, niekedy oneskoren\u00fd, v d\u00f4sledku \u010doho vznik\u00e1 zm\u00e4tok.<br \/>\nAk sa chceme vyhn\u00fa\u0165 uveden\u00fdm nedostatkom, mus\u00edme sa na poradu pripravi\u0165. Pr\u00edprava porady zah\u0148uje: cie\u013e, priebeh a praktick\u00e9 ot\u00e1zky.<\/p>\n<h2>Z\u00e1kladn\u00e9 z\u00e1sady porady<\/h2>\n<ul>\n<li><strong>Pozv\u00e1nka &#8211; <\/strong>Cie\u013eom pozv\u00e1nky je pozva\u0165 kompetentn\u00fdch, pri\u010dom nezab\u00fadame na \u010dasov\u00fd postup. Pri poz\u00fdvan\u00ed m\u00f4\u017eeme pou\u017e\u00edva\u0165 r\u00f4zne triky, z\u00e1le\u017e\u00ed od toho, \u010di chceme \u00fa\u010dastn\u00edkov akt\u00edvnych alebo pas\u00edvnych, pripraven\u00fdch alebo prekvapen\u00fdch. Pozv\u00e1nku m\u00f4\u017eeme posla\u0165 zav\u010dasu alebo nesk\u00f4r, so stru\u010dn\u00fdm alebo podrobn\u00fdm programom.<\/li>\n<li><strong>Miestnos\u0165 konania &#8211; <\/strong>Nezab\u00fadajme, \u017ee priestor na rokovanie m\u00e1 by\u0165 pr\u00edjemn\u00fd, hlavne vtedy, ke\u010f chceme, aby sa \u00fa\u010dastn\u00edkom dobre pracovalo. Poskytn\u00fa\u0165 vhodn\u00e9, tepl\u00e9 miesto na sedenie je predpokladom pozit\u00edvneho rokovania.<\/li>\n<li><strong>\u010casov\u00fd harmonogram &#8211; <\/strong>Stanovenie za\u010diatku a trvania doby rokovania je z\u00e1kladnou taktikou ka\u017edej porady. Ide o to, aby sme vybrali vhodn\u00fd \u010das, tj. dobu, kedy s\u00fa \u00fa\u010dastn\u00edci akt\u00edvni. Najvhodnej\u0161ia doba je o 9.00 hod. r\u00e1no. D\u013a\u017eku stanovujeme tak, aby sme sa nedostali do \u010dasovej tiesne v s\u00favislosti s rie\u0161en\u00edm dan\u00fdch \u00faloh, napr. ku koncu pracovnej doby. Vtedy s\u00fa u\u017e pracovn\u00edci unaven\u00ed, do diskusie sa zap\u00e1jaj\u00fa s nev\u00f4\u013eou, preto\u017ee sa pon\u00e1h\u013eaj\u00fa domov, \u010d\u00edm sa porada st\u00e1va neefekt\u00edvnou.<\/li>\n<li><strong>Obsah rokovania &#8211; <\/strong>Obsahom rokovania stanovujeme jasn\u00fd cie\u013e porady:\n<ul>\n<li>\u010do sa m\u00e1 prejedna\u0165, tj. pre\u010do je zvol\u00e1van\u00e1<\/li>\n<li>ktor\u00e9 skuto\u010dnosti sa musia ozn\u00e1mi\u0165<\/li>\n<li>vyhodnotenie predo\u0161l\u00e9ho<\/li>\n<li>rozdelenie \u00faloh apod.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Praktick\u00e9 ot\u00e1zky &#8211; <\/strong>Medzi praktick\u00e9 ot\u00e1zky zara\u010fujeme priv\u00edtanie \u00fa\u010dastn\u00edkov a povzbudenie. Na za\u010diatku porady sa doporu\u010duje hovori\u0165 o pr\u00edjemn\u00fdch veciach, aby sa tak atmosf\u00e9ra uvo\u013enila. D\u00f4le\u017eit\u00e9 je tie\u017e vopred zisti\u0165, \u010di t\u00ed \u013eudia, ktor\u00fdch potrebujeme, m\u00f4\u017eu pr\u00eds\u0165, resp. zariadi\u0165 si veci tak, aby tam mohli pr\u00eds\u0165. Pozornos\u0165 m\u00f4\u017eeme venova\u0165 aj usporiadaniu sedadiel (z\u00e1vis\u00ed od typu porady.) Napr. ke\u010f chceme, aby doch\u00e1dzalo k v\u00fdmene inform\u00e1ci\u00ed, doporu\u010duje sa sedenie za okr\u00fahlym stolom. Ak maj\u00fa \u00fa\u010dastn\u00edci viac po\u010d\u00fava\u0165, pou\u017eijeme koncertn\u00fd sp\u00f4sob sedenia.<\/li>\n<\/ul>\n<p>Ak m\u00e1vame na porade pr\u00edli\u0161 agres\u00edvneho \u010dloveka, m\u00f4\u017eeme ho posadi\u0165 ved\u013ea pr\u00edjemn\u00e9ho spolo\u010dn\u00edka, napr. d\u00e1my, \u010d\u00edm zn\u00ed\u017eime jeho agresivitu.<\/p>\n<h2>Jazyk rokovania a diskusia<\/h2>\n<p>Chceme, aby \u00fa\u010dastn\u00edci boli dobre informovan\u00ed, alebo nie? M\u00e1 ich problematika zauja\u0165 alebo nudi\u0165? Pod\u013ea toho hovorme odborne, pou\u017e\u00edvajme jednoduch\u00fd alebo zlo\u017eit\u00fd ekonomick\u00fd, technick\u00fd, \u010di matematick\u00fd jazyk.<br \/>\nV ka\u017edej porade vytvorme priestor na diskusiu, rekapitul\u00e1ciu, aby \u00fa\u010dastn\u00edci mohli vyjadri\u0165 svoj n\u00e1zor aj vtedy, ke\u010f s n\u00edm nebudeme s\u00fahlasi\u0165. Upevn\u00edme v nich pocit, \u017ee si ich v\u00e1\u017eime a pova\u017eujeme ich za rovnocenn\u00fdch partnerov.<\/p>\n<h2>Sp\u00f4soby vedenia porady<\/h2>\n<ul>\n<li><strong>Direkt\u00edvny \u2013 <\/strong>je zameran\u00fd na \u0161tandard v\u00fdkonov, rozvrhuje pr\u00e1cu, poskytuje rady, postupy,ako maj\u00fa by\u0165 veci realizovan\u00e9. Oce\u0148ujeme ho hlavne vtedy, ke\u010f zamestnanec pracuje na n\u00e1ro\u010dn\u00fdch \u00faloh\u00e1ch.<\/li>\n<li><strong>Podporuj\u00faci \u2013<\/strong> zauj\u00edma sa o potreby a pohodu pracovn\u00edkov, je priate\u013esk\u00fd a pr\u00edstupn\u00fd. Mana\u017e\u00e9r zaobch\u00e1dza so zamestnancami ako s rovnocenn\u00fdmi partnermi. Je d\u00f4le\u017eit\u00fd hlavne pri stresov\u00fdch a n\u00e1ro\u010dn\u00fdch \u00faloh\u00e1ch.<\/li>\n<li><strong>Participuj\u00faci \u2013<\/strong> \u00fa\u010dastn\u00edcky- vyvol\u00e1va zv\u00fd\u0161en\u00fd pocit istoty hlavne tam, kde zamestnanec pracuje v neist\u00fdch situ\u00e1ci\u00e1ch. Mana\u017e\u00e9r formou konzult\u00e1cie zva\u017euje jeho n\u00e1pady, hlavne po\u010das procesu rozhodovania.<\/li>\n<li><strong>Zameran\u00fd na v\u00fdkon \u2013<\/strong> vyu\u017e\u00edva sa hlavne tam, kde pracovn\u00edk pracuje na opakuj\u00facich sa \u00faloh\u00e1ch:<\/li>\n<li>zad\u00e1va vysok\u00e9 ciele, ktor\u00e9 predstavuj\u00fa v\u00fdkon<\/li>\n<li>kladie d\u00f4raz na schopnosti zamestnancov, \u010d\u00edm vedie k pozit\u00edvnej motiv\u00e1cii.<\/li>\n<\/ul>\n<p>Ka\u017ed\u00fd mana\u017e\u00e9r m\u00e1 sklon k ur\u010dit\u00e9mu \u0161t\u00fdlu vedenia \u013eud\u00ed. Dev\u00edzou riadite\u013ea je, ak vie ur\u010di\u0165, ak\u00fd \u0161t\u00fdl je vhodn\u00fd a dok\u00e1\u017ee ho pou\u017ei\u0165. Ak nezotrv\u00e1va na jednom \u0161t\u00fdle \u2013 to je d\u00f4kaz jeho flexibility, pru\u017enosti reagova\u0165 na vzniknut\u00fa situ\u00e1ciu.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dnes sa u\u017e fakticky \u017eiadny podnik, firma, organiz\u00e1cia nezaob\u00edde bez pravideln\u00e9ho, alebo nepravideln\u00e9ho stretnutia pracovn\u00e9ho t\u00edmu, porady. Porada, vz\u00e1jomn\u00e1 komunik\u00e1cia sl\u00fa\u017ei k v\u00fdmene inform\u00e1cii, rie\u0161eniu &hellip; <\/p>\n","protected":false},"author":14,"featured_media":25050,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[62,553],"tags":[53,147],"class_list":["post-8383","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manazment","category-vzdelavam-sa","tag-peniaze","tag-porada"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Porada: Ako spr\u00e1vne vies\u0165 poradu?<\/title>\n<meta name=\"description\" content=\"Z\u00e1kladn\u00e9 z\u00e1sady porady. Sp\u00f4soby vedenia porady. 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