How can you work against the leader What does it mean for the leader to work against you?

If you want to gain a foothold in a company, you must make it clear that the leader is bigger than the sky. Therefore, no matter how good the reason you have, no matter how good your skills are, you should avoid going against your boss.

Mr. Wang is the deputy general manager of a technology company, not only with an enviable doctorate and high salary, but also with his super work ability, he has achieved extraordinary results. At the beginning, the company had only 5 people and 30,000 yuan of entrepreneurial capital, but today it can develop to 600 employees and 200 million yuan in fixed assets.

The scale is inseparable from Mr. Wang's contributions.

However, there was one thing that made Mr. Wang very depressed, Mr. Li, who joined the company later than him and was not outstanding.

became his immediate boss - the general manager of the company. There is only one reason, Mr. Li is the younger brother of the boss. Mr. Wang is not used to this new leader.

Once, Mr. Li accompanied a foreign businessman to visit the company's laboratory, and the foreign businessman found that the door was posted with a rule that he must change his shoes when entering the laboratory, so he began to untie his shoes. Mr. Li next to him immediately said: "You don't need to change it today, just let the administrator wipe the floor later."

It should be said that Mr. Li also has something inappropriate, but after all, he is still a reasonable person and is good at listening to opinions in the management of company affairs, and has won the support of many people. However, the arrogant Mr. Wang did not buy it, and repeatedly contradicted his boss and became a thorn in the eyes of the leader.

Later, Mr. Li reported this matter to the boss, and at the beginning, the boss of the company repeatedly endured, saying that Mr. Wang had made great contributions to the company, and later saw that Mr. Wang was really not good, so he simply found an opportunity to send him to other places to develop new markets, and since then he has become a member who is not taken seriously.

In the company, talented people will naturally be valued, but they are arrogant, do not give face to the leader, and even rely on their own advantages to work against the leader, so wait to be replaced by others. You know, we are surrounded by talented people, and what we lack is a backbone who is both talented and sensible.

Therefore, getting along well with the leader and letting the other party recognize you, appreciate you, and support you is the inevitable choice for you to gain a foothold in the company and then develop.

Quite simply, the leader wants to fire you, and only for you, and wants to force you to leave.

Establish good communication: Make sure you maintain good communication with your leaders. This can include making sure you understand their needs and expectations, and reporting your progress and issues to them in a timely manner.

Respect the leader's opinion: When you and the leader disagree, try to stay calm, listen carefully to the leader's point of view, and respect their decision. If you have other suggestions or ideas, you can put them forward at the appropriate time and discuss them with them on the basis of respecting their opinions.

Observe their behavior and decisions: Observing the behavior and decisions of leaders is another important way to understand leaders. This can be achieved by observing how they behave at the meeting, as well as the decisions and actions they take in the organization.

Learn to listen and ask questions: When communicating with leaders, don't just talk, listen more. By listening to your leaders' words and perspectives, you can better understand how they think and how they work.

At the same time, don't be afraid to ask questions when communicating with leaders. Asking questions is a great way to get a feel for your leadership's thoughts, while also showing your interest and interest in the issue.

Building trust and communication: Building trust and communication with leaders is an important part of building a good relationship. Understanding how leaders work, as well as their strengths and weaknesses, can help you communicate with them better.

At the same time, learn to communicate openly with your leaders so that they understand your ideas and perspectives, and establish a two-way communication channel.

In short, it takes time and effort to understand their personalities, styles, and ways of working. Building trust and communication through observation and listening can help you better understand leaders and better adapt and integrate into the work of the organization.

The leaders we choose to follow will play a very important role in our work for a long time to come. The so-called only by following the right person can we do the right thing, and only by doing the right thing can we create a promising career for ourselves.

So, what kind of leadership is worth following? It's a difficult question.

Some people like paternalistic leaders, who care about their employees as much as parents care about their children, who are considerate and teachable;

There are also people who like service-oriented leaders, who pursue the maximization of the interests of the team, so they will put the needs of others first and hope to give full play to the potential of the team;

Alignment of interests is key, and leadership perfection is not required.

No matter what style of leadership, whether our relationship with the leader is close or distancing, it is not the most important Sakura. It is important that we not forget that we and our leaders are inherently aligned interests.

Because interests are the primary motivation of our work, we cannot ask for "good leaders" to be perfect, and we hope that they will be comprehensive in all aspects. Mature professionals have expectations for leaders, but there will also be a bottom line to tolerate their shortcomings.

In general, if your leader meets the above half of the criteria, you may want to follow him for a while and there is a good chance that you will benefit a lot from him.

Summary. Because the distance between the superior leader and the subordinate is relatively far, it is impossible to attract the attention of the superior leader, so you make up a mistake and deduct it from the subordinate at once.

Subordinates work against the leader, how to report to the superior.

I thought this kind of thing couldn't be reported like that. If you report like this, your superiors will feel that you are not competent.

Because the distance between the superior leader and the subordinate is relatively far, it is impossible to attract the attention of the superior leader, so you make up a mistake and deduct it from the subordinate at once.

Then it is estimated that this subordinate may be handled by you, and the superior leader may not necessarily ask or manage.

Leaders are primarily managers. This is the most basic way to govern people.

Then you have to grasp the shortcomings of leadership.

First, he has too much superiority, second, it is very difficult for a person to think about salary in this society, and it is understandable to take on private work, third, you can find a chance to have a good chat, what he needs, how he wants to develop, if you can't satisfy him, you can only let him go out to develop, if the company can meet his ideas, maybe he will feel that he has a future and has motivation.

In fact, this kind of performance fully reflects that he no longer attaches importance to this job, or feels that the treatment and benefits are not good, and feels that the boss can't do without him, and the more low-key you are, the more you give him the illusion that he can't do without him. But there is one thing you also have to think about, whether the treatment is lower than that of peers, if so, take the initiative to talk about raising wages and solve all problems, otherwise you will quit, but it is also a loss for you. There's no other reason than to think you're underpaid.

The reason for the psychological imbalance of giving less than you get.