At the regular meeting of a department, the manager summarized the recent work of the department and put forward an outlook for the next month's work.
The manager suddenly said to Xiao Li: "Xiao Li, tell me your opinion." ”
Xiao Li was caught off guard, and he didn't know what to say for a while. He thought, "At this time, there really isn't much to say. Besides, it's too much to say and be wrong, so let's keep silent! ”
So Xiao Li replied: "Manager, I have no opinion." ”
The manager gave Xiao Li a deep look and continued the meeting.
How should Xiao Li deal with it at this time? Let's start by analyzing the mindset of leaders.
1. Leaders really want to hear the opinions of their subordinates.
Leaders can brainstorm and listen to their subordinates extensively. Leaders can also block out outside voices with extraordinary courage and act arbitrarily.
Regardless of the way the leader takes decision-making, it is necessary to maintain a semblance of "democracy", which reflects the magnanimity of the manager.
Therefore, it is normal for leaders to ask their subordinates for their opinions in meetings.
Since it is the need of the leader, the subordinates should give support.
Obviously, if the leader has this mentality, it is not appropriate to remain silent.
2. The leader tests whether the subordinates have an opinion.
The subordinates that the leader likes must not be an echo worm without assertiveness.
A person who has no assertive opinion must not be able to complete the tasks assigned by the leader independently. It is impossible for a leader to attach importance to a subordinate who has to make his own decisions about everything.
Therefore, when a leader asks this question in a meeting, especially if a subordinate is designated, it is likely to be a temptation.
For this subordinate, this is a rare opportunity, and he must perform something, otherwise not only will he not add points, but he will lose points.
3. Leaders give subordinates the opportunity to perform.
Leaders who want to reuse a person need to be accountable in the team. In order to reduce resistance and dissatisfaction, it is necessary to build momentum for it first.
The most common means of building momentum is to give this subordinate more opportunities to express himself.
In the meeting, it is also one of the common ways to give subordinates the opportunity to express their opinions, and then the leader gives full affirmation.
In this case, subordinates should not only put forward opinions, but also put forward good opinions, have a more rigorous logic, and have more novel opinions, so as to help the leader to "tout" in the future.
4. The leader warns his subordinates about something.
Sometimes, the leader deliberately names his subordinates in the meeting, which is also a special warning to his subordinates.
For example, if the leader feels that this subordinate usually talks too much and has too many opinions, he will criticize him by name in this way.
Or if a subordinate is in a meeting, he is inattentive, deserted, and does something unrelated to the meeting, and the leader may also express his dissatisfaction in this way.
At this time, subordinates should also understand the intentions of the leader. Then follow the leader's words, show loyalty, or through a summary expression, to show that you are really listening to the leader's teachings.
Through the above analysis, it can be seen that no matter what the leader's mentality is, as long as the leader asks like this, it is not suitable for silence and perfunctory.
We may not be able to figure out the true intentions of leaders for a while, but here's a one-size-fits-all solution:
1. Affirm the leader's rhetoric.
Through the analysis and summary of the leadership, I have a deeper understanding of all aspects of our team's work. I am confident that under your command and with the cooperation of all of us, we will be able to accomplish the goals we have set. ”
2. Put forward appropriate opinions.
I would like to express my full support for the leader's words. I don't think of any suggestive comments right now, but I'm just here to share my little personal feelings. I think that if we can be more detailed in our daily work, the responsibilities may be clearer, and it may be more conducive to the improvement of our team's performance. ”
3. Perform a humble turn.
Of course, this is just my personal opinion, and it may just be a glimpse of the leopard in the tube, and it is just a piece of paper. In the end, it is still necessary for the leadership to check the gate. ”
It is true that in the workplace, if you talk too much, you must lose, but it is not that you don't speak, but you don't talk too much. When it is time to speak, the opportunity must not be wasted.
Speaking in the workplace, it is taboo to "talk shallow and deep". When we usually speak, we might as well say more "false, big, empty" clichés, and test the other party's views and attitudes before deciding whether to talk deeply.