Excellent leadership

Browse times：994     author：admin    time：2019-04-12

Leadership is not how strong you are, but how strong your team is. The requirement for managers is that you not only have to be in the best position of the team, but you also need to be able to train your subordinates. Good peak condition.
In other words, every team will have a short board, and this short board will be particularly lacking in confidence in a team atmosphere where everyone is better than themselves. If you want to make this short board keep up with the pace of the team as soon as possible, in addition to giving a certain point and pressure, it is necessary to help the subordinates to inspire his self-confidence from the inside out, and have confidence to have motivation.
Because it is almost impossible for you to see an employee, he is very motivated without confidence. I have never seen such a precedent in the workplace for more than a decade. Imagine a hollow board can only withstand the pressure of a thousand pounds?
Then the leader can do two things:
First: Measure employees according to their competency requirements.
Such a test can be performed by a third-party assessor who is a more professional person to perform the operation. Or the managers themselves will conduct assessments according to local conditions. Then if you don't do it to a third-party professional, it's better to do it than to do it for yourself, because only you know the business requirements of this position.
You can observe the ability of the employee and draw a spider map of the employee's ability by working with the staff and setting up difficult tasks.
One thing to keep in mind when interviewing employees is to keep your attitude consistent. We may have had similar experiences. When a person seems to communicate with you very sincerely, I feel that I have already told you about it, but you still have a hard time trusting him because of what he said. Inconsistent, so your subconscious still maintains a vigilance, because the other party is not consistent.
So when you want to help employees improve their abilities, you have to believe that he can improve, if you have a reserved or skeptical attitude in your heart, even if you express your recognition of the potential of employees through language. Employees can still detect the inconsistency of your attitude, especially when the employee is interviewed by the boss, his heart is nervous and alert.
Remember, only those who express the same meaning as the inner thoughts, their words and deeds will be full of charm, so they will be more convincing and will not appear hypocritical.
Second, the replication of successful experience
I have always advocated leadership to understand some psychology. Everyone has his own inner world. When an employee's ability is significantly lower than other team members, his inner self-esteem, helplessness, and reluctance are difficult for others to directly enter his inner world to help him.
As a leader, he is an authoritative role for employees. Just like when we were young, our authoritative role was our caregiver. He might be a parent, maybe a primary school physical education teacher, and so on.
Therefore, the leader can seek to be close to the world, and does not need to walk into the inner world of the employee, but can help arouse his past successful experience. For example, a leader can first gain employee trust through words and deeds, and then help employees to recall the most confident, proud, or proud mission completion scenario he feels. It evokes the past's past successes, including helping subordinates analyze how he overcame these problems at the time, and these problems are similar to what is happening now to help employees build confidence.
Learn more, work hard, let us progress faster!

【Return list】