Welcome to contact me for more exchanges, and send you Dr. Peking University ** "Zhongxian Cadres".
The director of the system said:Even if you don't have a leadership position now, when you are a section member, you can already look at the problem from the perspective of the leader, learn the way of thinking of the leader, and take a step forward than others, you will be in the forefront of your peers, and you can also do a knowledge reserve in advance.
I have been a middle-level cadre in the provincial department for many years, and I have also served as a member of the party committee of a grass-roots unit, so I have my own unique understanding and experience on how to be an excellent middle-level cadre.
It can be said that there is both the experience of middle-level cadres and the work experience of team members, and the experience of middle-level cadres alone is not a deep understanding of the management of middle-level cadres, only by jumping out of the perspective of middle-level cadres and looking at middle-level cadres from the perspective of team members, you will know how to be an excellent middle-level cadre.
Some readers consulted, he is a middle-level cadre of the unit, the department has an old fritter older than himself, disobedient to management, disobedient to the arrangement, no self-motivation, and poor business ability, he also does not want to improve his business ability, a look of no desire, you say two sentences to him, he sometimes talks back, what should I do?
In addition, there are young people who lie flat, it is very uncomfortable to be caught in the middle, in short, the old ones are too old, the small ones are too small, they are not connected, there is no one to use under them, and they are about to become a big soldier.
I say that in any kind of relationship with more than two people, the hardest thing to do is always the person in the middle. For example, if two friends are awkward, you are caught in the middle, inside and outside is not a person, this middleman we put in the workplace, that is, the middle leader is the most difficult to do, why he is a position that connects the upper and lower levels, his superiors and subordinates have different positions, you need to obtain the support of the upper level, excellent completion of the tasks assigned by the leader of the unit and the leader in charge, but also to manage the subordinates, let them listen to you, let them support and cooperate with your work, it can be said that it is very difficult to do the upper and lower levels.
Some people describe middle-level cadres as "rats in bellows" - angry at both ends, middle-level cadres often have to bear the reprimand of leaders, the confrontation of subordinates, and the rejection of peers, and at the same time have very few resources in hand, which can be said to be very difficult to do.
I said that if you are outside the system, you have carrots and sticks, it is still easy for you to be a middle-level person, and if the department person is disobedient, you can deduct his bonus, reduce his salary, or even a complaint from your evaluation, and the boss may fire the person.
It is particularly difficult to be a middle-level cadre in the system, and it is particularly difficult for the leader of the unit to fire an employee, first of all, the employee's salary is not paid by the leader, and the level of the employee is not arbitrarily determined by the leader, and when the leader wants to promote a cadre, there are many rules and regulations, no matter how good you are, you have just been on the job for a year, and you can't be promoted if you don't reach the length of service, and the middle-level cadres as direct leaders have only one right to recommend and suggest, and the power and resources in the hands of middle-level cadres are very small.
There is a good saying: if you don't have rice in your hand, you won't call the chickens.
But we say that management is an art, and there will always be problems in management, but there is a solution to any management problem.