Effective communications: the strategy of influence (Part 1) Working team is the complex structure which consists of many different components. The overall effectiveness of the team depends on each workers and his contribution. Nobody wants to do routine and difficult work and the motivation is a primary task for top-managers. Supervisors shouldn't use the strategy of a coercion although it's the easiest way for the solution of problems. But this is illusion. As soon as the "iron" grip of a head becomes weaker the working structure break. There is the common phrase in Russian language: "A chief only manages" (руководитель только руководит). It means the head of the department (branch, company) may not be great specialists or hasn't unique knowledge. He can't understand niceties of technology processes. But he should be perspicacious psychologist and wise strategist. I know about a few tools which is used by effective leaders. 1. Effective leaders implement the strategy of mutual exchange for building reliable communications in the working team. It ought to remarkable the leader takes an initiative and gives little concessions first. This method sets off feedback: inferior workers are forced to go on meeting. So, the chief attains the main goal. The first concessions (bye-the-way it may be a little gratuitous gifts or favors) are really insignificant, but it launches social and psychology patterns in employees minds. 2. The another way to activate workers for the solution organization is forming of the responsibility sense. People want to be sequential and are trying to act according the solution which has been made earlier. Thus if chief prepares the ground for responsibility he will get the great profit. For instance, head of department can conduct a survey about the most important features of brilliant workers (and learn opinions of workers). This may be the anonymous survey. Of course many workers will accent for "responsibility", "rationality", "accuracy", "can-do spirit". Leader needn't analyze answers. Afterwards when a worker get a new task he will want to follow the own opinion. It he think that good worker should be responsibility, he must be responsibility. This simply method characterizes off great power of automatically reactions.