This topic: If you were a leader, would you choose "a subordinate who can cry" or "a subordinate who can solve problems on his own"?
I think most people's first reaction must be "subordinates who can solve problems on their own", after all, who doesn't want to have a capable leader when they are leaders?
If you think about it a little more, you may hope that your subordinates will "cry" and "solve problems on their own", after all, different scenarios require different abilities or expressions.
Only certain leaders like only "crying subordinates", right?
So should people in the workplace define their "characteristics" according to the Xi of leaders?
Yes and no
It does not mean that from the perspective of company management, "being able to cry" and "being able to solve problems by yourself" are the skills that employees must have.
In general, companies with more than 50 employees will have reduced management efficiency and slow response to the market.
In this case, if the company wants to ensure a certain operational effect, it will adopt the method of resource tilting and cultivating "sharp knives".
In the early stage of cultivating "sharp knives", the leader may be subjectively screened, and in the later stage, it will definitely be determined by objective data analysis such as performance. But there's one subjective piece of data that all businesses keep: employeesThe ability to "solve problems on your own".
The same is true for the way resources are skewed.
In the early stage, the leader is subjectively allocated, and in the later stage, in addition to objective data, employees also need to learn to strive for more resources from the leader.
After all, business management is to create more wealth with limited resources.
Yes, it means that employees should learn to apply the two methods of "crying" and "solving problems on their own" according to local conditions.
The workplace scene is inherently diverse.
When there are no more resources for you, you need to be able to "solve the problem yourself".
If you "cry" at this time, then there is a high probability that the leader will define the label of "unusable" for you. Compared to the opportunities in the future, you can't earn back such a significant loss no matter how "crying".
And when you are a leader, you need to exchange value with you as a way to ensure your loyalty to the company or the continuity of your future work. At this time, you must "cry", and you will use "crying" to make appropriate requests.
The leader meets your requirements, and you complete the tasks assigned by the leader. This value exchange will allow both parties to feel comfortable doing what they are supposed to do.