Why are the small leaders very stern in their speeches, but the big leaders are very kind

In the daily work, we do see that the small leader speaks very harshly, the big leader is very harmonious, and many people are very dissatisfied with this, so why is this phenomenon occurring?

1. The work obligations of the two are different.

Whether it is for the company's employees, small leaders or big leaders, they have corresponding job positions and work content when they work in the company. In the process of going to work, the common leader is the small leader, and the work content of most small leaders is to complete the work docking with the big leader, manage the team that belongs to them, and so on. It is precisely because of these that I will find that the small leader speaks very harshly at work, mainly to give employees more majesty, so that they can better manage the corresponding work of the team and better complete the task of docking with the big leader.

Second, there is also a big gap in emotional intelligence.

Although the main job content of a small leader is to manage the company's employees, it is also a sign of low emotional intelligence to be strict in the process of management. Big leaders are generally very amiable and maintain a very good relationship with employees, which is enough to show that big leaders have very high emotional intelligence. There are many people who report that the relationship with the small leader is very bad, which is not an optimistic thing for the small leader, but will affect the relationship between the individual and other colleagues, resulting in the implementation of the work content is not particularly perfect.

The above points are my personal opinion, and I hope it will be of some help to you to a greater or lesser extent. We do encounter all kinds of problems when we go to work, and we should respect them more whether they are small leaders or big leaders. In their work, they are also to fulfill their personal positions, so the small leader speaks very harshly in a timely manner, and we should also understand him and listen to him.

In the workplace, there are three kinds of relationship management: upward management, horizontal management, and downward management.

"My vassal's vassal is not my vassal", deeply understand this sentence, you are not far from being a great leader.

In the workplace, you may encounter all kinds of things, because the workplace itself is a big battlefield, if you adapt to it, then you can continue to stay, if you don't adapt, you will be quickly eliminated by the workplace. I believe that many people will find such a phenomenon in the workplace, that is, the higher level leaders in the company tend to have a better temper, but for some middle and lower level leaders, they often have a bigger temper.

1. The big leader sings the red face, and the small leader sings the black face

In the education of the family, parents need to play two roles in managing their children, one plays the red face and the other plays the black face, only in this way can the children enjoy the love of their parents without leading to excessive spoiling, so that they understand what awe is. The same is true for managing an organization or a company, where someone has to sing red face and someone black face.

2.Small leaders are not good at communication

It is not difficult for small leaders to find that the work knowledge between superiors and subordinates is not equal, the spirit can not resonate, so that the communication can only be intense, set strict requirements, and can only be shouted and punished in management.

Summary: Generally speaking, it is for the long-term development of the company!

Because the small leader can only enhance his majesty by speaking harshly, while the big leader is not angry and self-endangered.

Because there must always be one person in the small leader and the big leader to offend people.

Because the small leader is actually assigned by the big leader, and the big leader is acting.

The division of labor they are responsible for is different, and the direct leaders are relatively stricter.

It can only be said that the level of the person who asked this question is too low. The so-called big leader in your eyes is his little leader for the small leader. The big leader treats you like an elephant looking at a mouse, and he can't be as knowledgeable as you, he just needs to be strict with the cat, you little mouse, there is a cat in charge.

Because their status level and ability to deal with things are different.

Because small leaders generally manage much more things than big leaders, they know more.

Maybe it's because of the difference in status, the concept will also change.

Because the words of big leaders are generally white-faced, and only those small leaders are red-faced.

There are also leaders above small leaders, and being strict with subordinates can make you better.

I feel like I'm amazing. This is because the little leader doesn't know how many pounds he has.

The reason why the small leaders speak harshly and the big leaders are very kind is because the big leaders generally sing in white face, and only those small leaders are red-faced.

In homeschooling, parents need to play two roles to manage their children, one is red-faced and the other is black-faced. Only in this way can children enjoy the love of their parents without being overly spoiled, and let them know what reverence is. It's the same as managing an organization or company.

Someone has to sing red, someone has to sing black. Needless to say, the person who sings a red face can only be a big leader. It is impossible to establish such a personal image by pretending to be someone else, and the small leader only sings blackface.

If they don't sing badly, the big leaders will think that they are buying people's hearts.

The disobedience of subordinates is not easy to deal with, they can only vent their emotions, when the grassroots employees make mistakes, the big leaders always sing red face, and the small leaders sing black faces. But the people below make mistakes. The responsibility of the small leader cannot be evaded.

Big is blackface for small and middle leaders. Scolding is a trifle. It's just that the wrong employee is venting this emotion, and of course, very strict.

This is the law of the workplace.

Small leaders do not communicate well, it is not difficult for small leaders to find that the work knowledge of superiors and subordinates is unequal, the spirit can not resonate, and communication without strength can only be verbal and intense, and strict requirements can also be formulated, and management can only be shouted and punished. Chinese cultural tradition: to look at the small leader, to see the big leader, to see the big leader, to look at the small leader.

When you see a small leader, you should take it seriously. If you're not afraid of one, you're afraid of being in power. Because he is directly in charge and disobedient, it is easy for him to put small shoes on you and see that the big leaders look down on him, otherwise he will be ridiculed and seen as a flattering villain.

This phenomenon may be related to the requirements and role positioning of different leaders at different levels and responsibilities. Here are some possible explanations:

1.Management hierarchy: Senior leaders are typically responsible for management and decision-making across the organization, and they need to work closely and communicate with other key executives, senior managers, and external stakeholders.

As a result, they place more emphasis on teamwork, building good working relationships, and a positive external image. In contrast, a small leader in a top shirt usually needs to directly manage and supervise subordinates and may be more focused on execution and discipline.

2.Hierarchy and Responsibility: Senior leaders are often responsible for setting the strategic direction and goals of the organization, and they need to stimulate the motivation and creativity of employees to maintain the stability and harmony of the organization.

As a result, they may be more inclined to use a kind tone and tone to create a positive work atmosphere and motivate employees. Minor leaders pay more attention to discipline and execution in specific work, and may need a tougher tone to ensure the completion of tasks and the implementation of discipline.

3.Influence and authority: Senior leaders often have more influence and authority, and their words are more authoritative and influential.

As a result, they may pay more attention to embellishing the wording when speaking in order to maintain their prestige and image. Smaller leaders, on the other hand, may have relatively low authority and influence, and may focus more on harsh wording to express their views and demands.

It is important to note that this is just a common trend and does not mean that all small leaders are stern and all big leaders are kind. Leader's behavior and style are influenced by a variety of factors, including personal personality, leadership style, and organizational culture.

The difference in behavior between small and large leaders can be explained from multiple perspectives. First of all, small leaders are usually responsible for specific operations and execution, and they need to ensure that the team completes the work according to the prescribed processes and standards. In order to guarantee efficiency and quality, they may be more stringent in demanding that employees comply with regulations and complete tasks on time.

In this case, a stern attitude is seen as a management tool to ensure the overall performance of the team.

Big leaders, on the other hand, typically take on more strategic decision-making and representative roles. They need to communicate with people at different levels and coordinate collaboration between departments. Therefore, when dealing with problems, big leaders pay more attention to building good relationships with their subordinates and motivating their teams to reach their potential.

A friendly and friendly attitude helps build trust, increase willingness to collaborate, and increase employees' sense of identity with the organization's goals.

In addition, experience and wisdom are also among the factors influencing behavioral differences. Big leaders tend to have more work experience and knowledge, and are more mature and steady when dealing with problems. They understand that by communicating with employees in a friendly and friendly manner, they are better able to solve problems and achieve better results.

They may be better able to balance management and leadership roles and use their power to influence employees rather than relying solely on stern orders and instructions.

Finally, differences in power can also affect leadership behavior. Grand Territory Ascendants have a higher level of power and influence in their organizations, and they have more freedom to use their power to achieve their goals. In contrast, a small leader may be constrained by factors such as organizational hierarchy, institutional constraints, or instructions from superiors, and may have to take drastic measures to ensure that tasks are completed.

It is important to note that these explanations are only general observations and speculations and do not apply to all cases. In practice, the way leaders behave is also influenced by factors such as their personality, leadership style, and organizational culture. Therefore, when evaluating leadership behavior, we should consider a variety of factors, touch on the scratches and make judgments on a case-by-case basis.

The small collar is responsible for the management, and the management must be strict and according to the rules and regulations. The big leader is responsible for the direction of the company, and it is also the image of the company's history, and there is a certain distance from the employees, in order to show affinity, so it is very kind.

There is also a situation in which the small leader is the "thug" of the big leader, and is responsible for handling the work that is inconvenient for the big leader.

The big leader is not your direct boss, and the big leader is mad at the small leader, and you can't see it.

Because these big leaders have seen a wide range of scenes, observed the problems in depth, or stood tall and far-sighted, or had rich work experience, they grasped the current situation analysis of the staff and the essence of the problems. Therefore, when they assign work daily tasks, the determination made will not be far from the actual concrete, and of course it will be convincing. At the same time, whether he has the same worries as these small leaders, of course, it is not easy to speak too high, and his mentality does not need to be strict.

The difference between small leaders and big leaders is that small leaders manage employees with skills, right, and use technical level to manage subordinates. Great leaders manage employees is the way, <>

Manage employees with brand image, culture and art, and prestige. There is a substantial difference between the two. As the saying goes, there are no sages in the eyes of servants.

Small leaders and employees immediately fight, the distance is too close, of course, to use technology to manage employees, the easiest way is to restrain power, do not listen to my own, or you leave, or do not deduct wages. The work function of the big leader is to formulate strategic guidelines, current policies, deployment and arrangement work, etc., and is to organize and coordinate at the macroeconomic level. The small leadership is actually implemented and implemented by the masses of the people, and <>

It is the macro level of loose and real, to do the work. The big leadership is carried out by the General Assembly, documents and other countermeasures, to carry out the deployment and arrangement work. The small leaders immediately responded to the masses of the people, grasped the implementation, and implemented the measures.

Small leaders, if he is still young with sails, work up the link. Sometimes they speak strictly, indicating that their job design style and way of doing things are relatively cold. Usually people who are in the prime of life will appear at this stage.

They care about work, pay attention to details, can't stand some unsatisfactory work, and can't tolerate gravel in their eyes. But as he gets older, the older he is, the more experienced he is, and the <>

Everyone will gradually be tolerant and soft-spirited. They have also gradually mastered the management methods and the methods of blaming their subordinates, and their attitude is amiable but they are still in their ears, reasonable, and they can't tolerate your dissatisfaction. Small leaders have no real power in their hands, and if they are not strict according to their language expression and mentality, they will not be able to manage people well or lead the team; The big leader is different, the big leader and the army line are separated by many layers of hail, if the line is torn immediately, first, it seems that the big leader himself has no demeanor and level, second, it makes the middle and high-level people caught in the middle very embarrassed, and third, there is no need to lose his temper with the military line.