In the workplace, excellent managers should not only have strong business ability, but also show personal quality and charm, so that subordinates can identify with you from the bottom of their hearts and feel that they are worth following you, so as to achieve "people's hearts are united, Taishan moves". You can also be a good manager by doing the following 5 things:
1. Be a selfless manager.
As a manager, you are the Xi benchmark for your subordinates and have a direct impact on them.
A bowl of water is flat
A selfless manager will not affect the fairness of decision-making because of personal emotions or biases, but will lead by example, treat his subordinates equally, and give them fair treatment and opportunities.
First, altruistic managers don't "bend the law for personal gain."
The buddies who are close to him take special care of them, and they will not "add" their subordinates, so they will assign him heavy work and difficult work, which is a disaster for the manager. Because doing so will cause subordinates to work up and down, take advantage of loopholes everywhere, flatter and bully, and form unhealthy trends within the team. Instead, create a just and equitable atmosphere in the team so that each subordinate feels recognized and rewarded for their contributions.
Second, altruistic managers put the interests of the team first. Team interests also represent the responsibilities and tasks carried by managers. Encourage subordinates to work for the overall benefit of the team, and not always start from their own interests. This allows the team to be closer and more efficient, resulting in better performance.
2. Make good use of those who oppose you.
A good manager should be good at listening to opposing voices, especially from subordinates. Don't always worry that opposing voices will challenge the authority and decision-making of managers, it is not wrong to listen to opposing voices beforehand, but once the decision is made, it must be implemented to the letter, which is the authority of managers.
Listening to the opposing voices is a process of decision-making argumentation for managers, managers find their own shortcomings and mistakes, correct mistakes in time, and ensure that decision-making is as error-free as possible.
In the workplace, people who can raise objections are generally assertive subordinates. These naysayers are often at the forefront of the team, with unique perspectives and ideas that bring more innovation and value to the team. Managers should be adept at identifying and leveraging these talents so that they can play a greater role in the team. Of course, the premise is that the manager can harness these subordinates and ensure that they do not create negative effects in the team. To make better use of opponents, managers can do the following:
1.Listen to their opinions and suggestions and understand their ideas and needs.
2.Analyze the reasonableness and feasibility of objections, and do not dismiss or ignore them lightly.
3.If the objection is reasonable and feasible, consider adjusting your own decisions or actions to achieve a better outcome.
4.If the objection is not reasonable and feasible, you can adopt appropriate communication skills to explain your ideas and decisions, while respecting the opinions and suggestions of the other party.
3. Don't be afraid to deny yourself.
A good manager should have the courage and mind of self-denial, which is not only courage, but also a manifestation of confidence.
Do we often see such a scene in the workplace: managers make mistakes and refuse to admit them? Why, I'm afraid of being responsible. The consequence of not admitting it is to dump the blame on subordinates, not only losing the trust and support of subordinates, but also making superiors feel chilled. A manager who is not accountable is not a qualified manager.
Wrong is wrong, take a clear stance. This not only helps to improve management effectiveness, but also earns the respect and trust of subordinates. Unqualified managers do things wrong, and do not admit their mistakes, or simply dump the blame on their subordinates, making people resentful, and the team is suspicious of each other and falling apart.
Self-denial is a positive attitude that helps managers to grow and improve. By constantly reflecting and correcting their mistakes, managers can improve their abilities and qualities and bring more value to the team. To better deny themselves, managers can take the following steps:
1.Keep an open mind and accept criticism and suggestions from others.
2.Reflect on your own behavior and decision-making in a timely manner, and analyze the shortcomings and mistakes in them.
3.Take positive actions to correct your mistakes and improve your abilities and qualities.
4.Learn from your failures, learn from them, and prepare for the work ahead.
4. Keep a grateful heart.
A good manager should have a grateful mindset. No matter how much you have achieved or credited, you should be grateful and cherish the people and things around you. Managers should understand that their own achievements are inseparable from the help and support of their superiors, colleagues, and subordinate teams. Gratitude is not only an attitude, but also an action. Managers should express their gratitude through practical actions to create more value for the team. To be more grateful to others, managers can take the following steps:
1.I am grateful for the opportunities and support given by my superiors, and I conscientiously perform my duties and tasks.
2.We are grateful for the cooperation and support of our colleagues to achieve the goals and tasks of the team.
3.Appreciate the dedication and efforts of the subordinate team and provide support and assistance for their growth and development.
4.Be grateful for the people and things around you, cherish everything you have at the moment, and constantly improve your quality and ability level.
In actual combat, we see that an excellent manager will do some "gratitude" actions after winning a prize or getting a high commission reward
Fight for bonuses or development opportunities for subordinates, which is a foreshadowing for continuous support from subordinates;
Please cooperate with colleagues at work to eat, or buy some fruit snacks to share, this is called the benefit of the equalization, and then cooperate well in the coming year, willing to cooperate, do not make stumbling in private;
Buy some small gifts for your superiors, thank your superiors for their support and appreciation, and let your superiors feel that they are one heart with you, and you can delegate more power and resources in the coming year.
Workplace favors come out of this way. When the relationship is straightened out, the management will be silky.
5. Control your personal temper and be the master of your emotions.
A good manager should be good at controlling his emotions.
Only by maintaining a calm mind can others see that you are "trustworthy".
Don't give the impression of emotional instability, who would dare to use such a person?
Isn't it absolutely impossible to lose your temper?No, management is both a skill and an art. Tantrums belong to the ingredients of art, and tantrums can also be added if they are right. For example, subordinates keep making the same mistakes, low-level mistakes, losing their temper, making gestures, and setting the stage for the atmosphere, which is conducive to the next punishment. Another example is to be benevolent to the collaborative department, but the collaborative department is not cooperating with the work, and losing your temper is also an effective means.
Once you lose your temper, you don't do the right thing.
Tantrums should be directed at events, not people. Specifically, don't extend it to the reasons for not doing things well, that is, character, family, etc., which will stimulate rebellious emotions, not only can not solve the problem, but will intensify the contradiction, which is a wrong temper
It's okay to lose your temper, but don't lose your temper.
As mentioned earlier, when can you lose your temper, that is, tantrums can be used as a means to solve problems, rather than to vent emotions. If a manager is emotionally impulsive and irrational, that is the worst thing that can only reflect the manager's incompetence.
So tantrums are also an art, haha.
How do you manage your emotions?Managers can take the following actions:
1.Take a deep breath and think calmly.
Stop first when encountering contradictions or conflicts, take a deep breath to calm yourself down, and don't rush to express your opinions and emotions to avoid uncontrollable emotions and adverse consequences;
2.It's not about people.
When dealing with contradictions or conflicts, it is necessary to separate the problem itself from the emotion, and do not bring personal emotions and subjective consciousness into the problem, so as to avoid affecting judgment and decision-making
3.Actively seek solutions.
After thinking calmly, actively look for the best way and method to solve the problem, don't be limited to your own thoughts, or do things not right, think about constructively doing things well.