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In our work, we often find a phenomenon: leaders seem to be more inclined to reuse those who are flexible and unscrupulous, which we often call "villains". Why is this happening? Isn't it true that leaders can't tell the difference between good guys and villains? In fact, behind this lies complex power relations and rules of survival in the workplace.
1. The survival wisdom of the villain
Villains often have a unique survival wisdom, they are well aware of the weaknesses of human nature, and are good at using various means to achieve their own ends. The reason why villains can mix well in the workplace is because they have mastered the art of thick black science. It is not for us to become hypocritical and cunning, but for us to know how to protect ourselves and fight for our own interests in complex interpersonal relationships.
Villains are often keenly aware of the emotions and needs of their leaders and can react accordingly. They know what to say and do on what occasions to achieve their goals. This kind of keen observation and adaptability is something that many newcomers to the workplace lack. In the workplace, this wisdom enables them to better adapt to the environment, seize opportunities, and strive for more benefits for themselves. And the leaders also take a fancy to this, believing that such people have more advantages in promoting work and fighting for resources.
2. The rules of the Game of Thrones
Leaders are in a complex network of relationships, and they need to protect their interests and ensure that their position is not threatened. Leaders are also people. Everyone has their own preferences and weaknesses, and villains are masters at exploiting them. They are good at observing words and feelings, and are good at doing what they like, and it is easy to win the favor of leaders. In contrast, those who focus only on work and are not good at dealing with relationships are often ignored or excluded.
Leaders need to assert their rights and status. In this process, the villain plays a vital role. Villains often act as the eyes and ears of the leader, helping the leader to monitor the employee's every move, and even take some improper means to protect the leader's interests. In this way, it is natural for leaders to feel that the villains are more valuable than the honest employees.
Leaders also need to relieve the pressure of their work. In a stressful situation, leaders need to find an outlet to vent. Villains are often able to provide some improper entertainment and pastime for leaders, so that leaders can relax after intense work. In this case, the villain becomes the "psychological masseuse" of the leaders, making them feel more happy in life and work.
In the process, the villain is often able to play to its unique strengths. They know how to curry favor with their superiors and how to win over their colleagues, so they can play power games with ease. Therefore, the leaders will also regard the villain as their right-hand man to stabilize their position and expand their power.
3. The reality of workplace competition
In the workplace, competition is everywhere. In order to stand out from the fierce competition, many people have to resort to some extraordinary measures. Little people know this, and they use every opportunity to make a name for themselves and quickly make a name for themselves in the workplace. Leaders sometimes choose to support these outstanding performers, even if they are not as upright, for the overall good of the team.
We can't deny that villains also have some problems at work. For example, they often lack real talent and learning, and their work ability is relatively weak; They may do some unethical behavior in order to pander to the leader, etc. However, to some extent, the preferences and values of leaders are also one of the reasons why they use villains. Some leaders may focus more on superficial skills and interpersonal relationships than on real work ability and moral cultivation. In this case, the villain is naturally more likely to be favored and reused by the leader.
To sum up, leaders favor villains not because they are bad guys, but because in a specific environment, villains are more adaptable to the rules of survival in the workplace. This is not only a helpless reality, but also the inevitable result of workplace competition. We can't change our principles and bottom lines because of the preferences of our leaders. We should stick to our values and work attitude, strive to improve our abilities and qualities, and make ourselves a truly valuable person. We should strive to improve our professional capabilities, but also learn to adapt and use these rules to create better space for our own development.