Nine ways to temper senior management thinking

As a manager, not how long you work , experience, or you are particularly capable, rushed on the front line, it is a senior technical staff. As the boss of the arm, the most important thing is to have a high-level management thinking: To see any problem, should be a deep layer of thinking, good at starting from the big picture, good at learning and discovering ...

Why are the people not obedient?

1. Fines are no use

For a low-level supervisor, a fine is useful. For a senior executive, it is useless to punish the subordinate's money. Because subordinates are not machines, especially when you are in charge of not some employees who are engaged in specific work, but the next level of supervisors, the effect of fine is very low. Everyone seems to think that after a fine, the other person will certainly be responsible for the fear of a fine. It's a matter of taking it for granted! A senior executive should know that he wants to be different from others. You feel OK, subordinates often feel not OK. Fine, a lot of subordinates mentality is, penalty on it, penalties are punished, what do you want me to do? No lesson at all.

2. There is no democracy, no mean distinction.

Democracy, in fact, is to listen to the views of most people, and to be mean is to listen to a small number of people. On the surface, it seems that democracy is more secure than it is. It must be recognized that the majority of people are foolish, and the wise are always few. So if a senior executive believes in management to be democratic, basically, he can't do anything about it. But if a man is mean, he can't do anything. So a senior executive, to have a restrained temperament. To understand, some things, to put on the stage, to engage in democratic style. Some things, to be put in the heart, secretly.

3. Talent is the people who do not obey

A person, if very obedient, this person, basically there is no use. Only those who really have the talent will who frequently contradicted with you, which is the law of thousands of years unchanged. A man of real talent is a pride. He is not afraid of you to fire him, because he has the talent, casually go out and can find a job. The senior supervisor for the daily obedient person, basically do not have to bother, because this kind of thing junior supervisor can easily solve, but according to the law Xuan Ke Things, what is the difficulty? Senior executives are difficult to soothe, to go to these really talented people. This is the main work.

4. If you look at any problem, think deeply.

A person, see Apple only think this is Apple, this person is a grass-roots staff.

A person, see Apple will think, this is whose apple, this person is a low-level supervisor.

A person, see Apple will think, why is this apple here? This man is a senior executive.

A person, see Apple will think, such an Apple value is not worth money, this person is the boss.

Senior executives should be good at interpreting the meanings below the surface. All employees are afraid of you, what is the reason? All employees are very close to you, what is the reason? The form and the truth are quite different at times. Be good at thinking.

5. Good people are hard to do

A person, to be a bad person, is actually very simple.

A man who has no power can do bad things. The ability of the people, just try to be good people. To be a bad person, without any concern, to yell at anyone, to force employees to work, is just a cruel, a voice. A boss if your senior executive is such a "bad guy", you have to be careful that the company is ruined by him because the talent is lost. Be careful of the person who is incapable but domineering. A senior executive is a good person. Good people are hard to do because you are good to a person, everyone wants you to be good to him. The bad guys have no such concern, you are bad to a person, so people are thinking, you do not bad to me. So the bad guys are simple.

6. Good at starting from the big picture

Senior executive, always understand, what things, when it is your turn, must be some big problem, are some difficult to solve problems. Although it appears on the surface, it may be very simple. Because there are some low-level supervisors below you, and low-level supervisors are easy not to report things up, because you will ask, will blame. So when a senior executive is making any decision, it needs to be considered in multiple cases. Why do you do this? Is there a more appropriate way? If the company has provisions in this regard, why do the low-level supervisors do not follow the company's rules, and to upload? is not the company rules do not meet the actual situation? What do others think of this matter? That's the way the stupid supervisor is.

7. Must be good at learning and discovering

This is not just a requirement for senior managers, but also for grassroots managers. But executives are like people who sit in the middle of a row of seats in a movie, and if he gets up and goes to the bathroom, everyone else is going to get up, and the person sitting on the edge of the toilet will hardly disturb anyone for no reason, and the position of the executive is the result of doing the same thing. Back to the bottom, the grassroots managers if the lack of learning ability, can not find the advantages of subordinates in time, the impact may not be too large, perhaps he can still lead the team on the battlefield. But as a senior manager, the impact on the team will be fatal if there is a lack of learning and the ability to spot staff or subordinates in a timely manner. A team, enterprise, want to make great strides in development, sunshine, positive mentality is essential. And at any time in time to find the highlights of the subordinate's advantages is precisely the sunshine mentality of a very good transfer. May be just a simple sentence of sincere praise, will let subordinates moved joyously, Liu uncle of that year long arm light Shu will fools to the ground a put, to Zhao Yun said: Call this Ruzi a few loss I a member general. In this one sentence, in exchange for Zilong after 50 years of tude. Why not

8. Tough, tough, or tough

This is a topic that is clear to everyone who has a little common sense and knows that success must be tough. However, most people just look at the success of others because they only know the need to be tough but don't know how to be tough. The world view is correct, if the methodology is wrong, still can not achieve the goal. Everyone has a psychological bottom line, but some people the bottom line is higher some people lower. How can you make yourself a tough quality? Very simple, no matter how difficult the surface looks, how desperate the plight, must seek out even a trace of the possibility of twisting, I believe, this possibility is like the water in the sponge, as long as to find, there must be some. The possibility was then expanded by an operational programme, and exports arose. All this depends on the quality of the manager's tenacity. This, Shi Yuzhu's beautiful turn is a very good footnote.

9. Why not a fine

If your subordinates are a group of grass-roots employees, you will not only be punished, but also clearly and plainly punished. But when you are in the executive position, as the general manager and subordinate is a group of department managers, you will understand the disadvantages of the fine. If you are a child, you make a mistake, your father will chase you all over the street, but when you are an adult, your father will not do so. Because of your role, your identity is different. If your father is chasing you all over the street, you will never be a man again.

Every department manager is no longer a person, his honor and fault are the whole collective. For a grass-roots staff, small will punish, work must reward. For a high-level staff, greater than the penalty, small work on the reward. This is a manifestation of the balance of the technique. And for a manager, either you do not publicly punish him, a punishment, you might as well quit.

A person can do your department manager, he must have more than the merits of its people. And this advantage is hard for others to replace, otherwise you let him do department manager why. However, the higher he stands, the more mistakes he may make. Because all the problems in this department are his problem. He made a mistake, was his problem, he did not execute enough, is his problem, the employee executes the mistake, also his problem, the employee does not cooperate, is also his problem, the staff is incompetent, or his problem. He has suffered all the problems in this department. If it's a punishment, all our executives don't want to get paid.

Panasonic's help is a code of conduct: just scold his manager in his office. Getting yelled at in his office. Out of the office, the courtesy of him, in front of his staff, will encourage him, will make his staff proud of him. And let him also work hard for this face.

A person, he is in a different position, he is the punishment and honor of the ability to withstand the same completely. A department manager, you boast he is very hard, he may only play a haha. A grass-roots employee, you boast he works hard, he can't sleep all night.

Many things in this world must be multiple standards.

You can't ask Fan bingbing to cook, but if it's your wife, you'll think she should learn some cooking.

If you can't see it clearly, you may be too naïve.

Why are people not obedient?

In fact, such a thing is very simple, you just put yourself in the thought to know. Why is the talent not obedient? Or is it not obedient? Because he has different opinions, it is so simple. Why do people always seem to have a problem with your opinion? Because he may have seen the inadequacy of your opinion. If what he sees is inferior to you, what kind of talent is that? Can such people help your company in essence improve your business? This is a question that is worth pondering.

A person, see where you can not see, and willing to tell you, do not want you to continue the mistake. Such talents are considered talents. So he appears to be "disobedient" and appears to have no executive power.

A person, you see the things, you tell him after, he can see, what kind of person is such a man? How many people, how many this obedient, the execution of a very high person, but in the face of change, in the face of difficulties, a sorrow MO exhibition, this is my observation for a long time results. If you have such a man with you, it is no different from you in the fight.

In fact, this kind of thing is logically clear to know. It's just that people are too accustomed to accept some other people's wrong ideas, but they don't have to think about the logic of the problem.

Maybe a lot of people may think that they can do things even if they are talented, so the talent is flooded. Zhuge Liang is a talent, Zhang Juzheng is just a talent. What undergraduate graduate, Master of a come out what do not understand, talk but hundred no use. What kind of talent is it? Talent, is the person who thinks the question at a level with you. Without thinking at the same level as you, he will not be able to fully understand what you think, and will not see the inadequacy of your thoughts.

Nine ways to temper senior management thinking