As a leader, you have to be different, that is, to be able to control a variety of hypothetical situations, but also to be skeptical of traditional things. He has the perseverance to pursue the truth, and his decisions must be based on real evidence, not on personal bias. Leaders must be people who are sensitive to the nuances and have a high degree of sensitivity to their employees. Ability to fully understand the psychology of employees and cultivate mutual trust. Leaders must be able to clearly communicate the goals of the organization, should always encourage and praise employees, rather than always criticize and blame, not only to make employees fearful, but also to be loved by employees.
The famous British general Montgomery once said: "A leader should have contagious ability, and the best way to test a person's leadership ability is to analyze how you feel after communicating with that person, and if you feel high-spirited and confident, then that person is qualified to be a leader." ”
If we use the above criteria to evaluate some of the "leaders" around us, I am afraid we can only draw one conclusion: these "leaders" are incompetent!
You don't have to like your employees, but as a leader, you have to treat them with emotion. Emotions are loyalty, teamwork, and respect for everyone's independence. The power of emotion is the strength of a company. "With emotion, leaders have a great sense of responsibility, enthusiasm and conviction for their company and their employees.
Often, successful leaders manage their subordinates in a gentle, empathetic way, that is, by asking, encouraging, and persuading. It is more effective to use the method of reward and affirmation to consolidate and sustain the good behavior of subordinates than to use the method of negation and punishment to weaken or subside the bad behavior of subordinates. Most people prefer to do what others ask them to do rather than do what they are told to do. Moreover, too much criticism can damage a person's self-esteem, make work efficiency decrease, and cause great damage to the individual's spirit.
However, when necessary, leaders also need to adopt a strong approach in order to strengthen management. As a leader, you shouldn't be emotionally hesitant to get emotional, even when you're terminating an employee. Once you have to take resolute measures, you have to be ruthless.
Some smart business leaders don't often manage by overwhelming others, because they know that doing so will take some risks and cause problems.
However, for individual lazy employees, it is best for leaders to use simple and clear commanding orders, without a soothing tone. Only this kind of order can make them act immediately, dare not slack off, and do not take advantage of the loopholes of the order. Not all people manage emotionally in a way that is useful.
For most employees, emotional orders should be taken, and employees are generally willing to accept such "emotional" orders, which will naturally achieve the best command effect. Why?The truth is simple, no one likes people to be compulsive about themselves, and people expect to be respected. Using this type of command, the leader is not condescending, but assigns work to his subordinates as equals, and at the same time hopes to be able to get the advice of his subordinates, let the subordinates participate in decision-making, and naturally bring a sense of respect to the subordinates. This type of ordering has the added benefit of avoiding mistakes by the leader and improving the work programme. Because the order is not unquestionable and must be carried out, but is emotional and inquisitive, the subordinate has the opportunity and courage to explain his opinion on the job or the reason why he cannot accept the job, and ask what the work is lacking. Leaders can absorb the right parts to achieve the effect of listening and understanding.
Some people worry that if they give orders like this, their subordinates will see the leader as weak, or will not buy the leader's account. Rest assured, no, even though the leader gives an order emotionally, it is still an order in the ears of the subordinates. This is the best way to command a proactive subordinate.
In addition, paying more attention to your employees, paying attention to their lives, and talking to them often will make them feel valued and filled with warmth. In this regard, the British star Montgomery has set an example for us.
During his command of World War II, Montgomery traveled to various parts of England, Wales and Scotland to visit the various units that would be involved in the operation. But there is only one purpose, that is, to make every soldier feel that the commander can be trusted, and that the war for which they have to die will be won. He smiled, grazing over each face with a gaze that bordered on encouragement. Then, he stood on the front of the jeep and had a simple conversation with the officers and men. Next, he went into the midst of the soldiers to talk to them, and even prepared and lived with them. He learned about the mental state of the soldiers, their love and fear;The soldiers, on the other hand, learned about the supreme commander and believed to follow him.