Key points:
1. Leadership perspective: effectiveness and efficiency, team atmosphere, management strategy.
2. Characteristics of doers: hard work, results-oriented, and insufficient communication.
3. Characteristics of the whiskers: good at communicating, creating an atmosphere, and being flexible.
Fourth, the reason for the choice of leaders: management needs, interpersonal relationships, organizational culture.
When it comes to why leaders may prefer sloppy employees over can-do employees, we need to understand that there are multiple complexities involved. The following are the main points of analysis from the perspective of leadership, the characteristics of doers, the characteristics of slappers and the reasons for the selection of leaders.
1. Leadership perspective
Effectiveness and efficiency: When evaluating employees, leaders tend to focus on short-term effectiveness and efficiency. Doers, while able to accomplish tasks on a solid basis, may struggle to see significant results in a short period of time, while slappers may be better at demonstrating results or improving productivity in the short term.
Team atmosphere: Leaders usually also pay attention to the harmony of the team atmosphere. Doers may be too focused on the work itself to neglect communication and relationship building with team members, while patters are better at maintaining harmonious relationships within the team and reducing friction and conflict.
Management strategies: Leaders may employ different strategies when managing their teams. They may believe that the team needs both hands-on employees to perform tasks and sociable employees to maintain team atmosphere and interpersonal relationships, so as to achieve diversity and balance in the team.
Second, the characteristics of doers
Hard work: Doers are often focused on performing tasks and are not good at or do not pay attention to communication and communication with others.
Outcome-oriented: They are more results-oriented and may have overlooked some details or communication links in the process.
Lack of communication: Due to a lack of expression and communication skills, doers are sometimes easily misunderstood or ignored, making it difficult for their work results and contributions to be fully recognized.
Third, the characteristics of the whiskers
Sociable: Horse-swatters are usually good at expression and communication, and can quickly win the trust and favor of others.
Create an atmosphere: They are good at maintaining a harmonious atmosphere within the team, reducing conflict and friction, and making the team more united and efficient.
Adaptability: Riders are often adaptable and flexible, and are able to quickly integrate into different teams and environments.
Fourth, the reason for the choice of leaders
Management needs: When managing a team, leaders need to take into account the overall needs of the team and balance development. They may believe that doers and stalkers have their own strengths and can complement each other's strengths to make their teams run efficiently.
Relationships: Leaders also need to think about relationships within their teams. Horse-swatters may be preferred by leaders because they are good at maintaining and improving interpersonal relationships.
Organizational culture: Different organizations have different cultures and values. In some organizations that focus on communication and collaboration, snorters may be more popular because they are better able to adapt and promote the culture.
However, this does not mean that leaders do not like doers at all. In practice, doers are often an indispensable part of the team. When managing a team, leaders need to consider a variety of factors, including employees' abilities, personalities, and work attitudes, to achieve the overall development and goals of the team.