How should business leaders reconcile the three? 50

First of all, it is necessary for employees to truly understand the nature of the job. The pressure of the post work is not the pressure from others, but the staff in this position is consciously and voluntarily generated, so as to transform it into the motivation to work actively, and to promote the employee in this position to participate in the setting of job goals, and strive to motivate him to achieve this goal. Therefore, the goal setting, preparation for implementation, and post-implementation evaluation work must be undertaken by the employees of this position, so that the employees of the post realize any problems that occur in the position, and solve them by themselves, his boss is just to assist him, his job is done for himself, not for his boss or boss to do, this position is the stage for him to show his personal ability and life value.

The implementation of each stage of work in this position should be completed by the employee in the position to take the initiative to exert creativity and rely on his own self-effort and self-coordination ability. Employees must take the initiative to exert their self-solving, self-judgment, and independent problem-solving abilities in their own positions in order to maximize the performance of work results. Therefore, enterprises should encourage staff in all positions to take the initiative to take the initiative to undertake their own work, but also to take the initiative to participate in self-decision-making and self-evaluation of the completion of work.

Secondly, when formulating job responsibilities, enterprises should consider that one position contains as many tasks as possible, so as to give full play to the other talents of employees in the position who have been buried due to long-term engagement in a single type of work. The rich content of job responsibilities can motivate a generalist employee to give full play to various skills, and will also have the effect of motivating employees to work actively. Thirdly, with the permission of the enterprise's human resources, the right to transfer to other positions can be set in some job responsibilities for the successful completion of the established tasks within a fixed period of time.

Through job conversion, the overall knowledge field and operational skills of the employees of the enterprise are enriched, and the harmonious corporate culture atmosphere between the employees of the enterprise is also created.

What is leadership, leadership is to rely on the mind to direct the work of others.

Feeling that subordinates are incapable and so on. In fact, sometimes it's just a matter of character positioning. Therefore, I hope that leaders can empathize and consider this issue from the perspective of ordinary employees.

From a certain point of view, the purpose of communication is to coordinate interests, and to establish a relationship of cooperation and identity between the subject and object of communication through the coordination of interests. Leadership communication requires leaders to pay attention to and attach importance to the interests and needs of the communication object, implement communication behaviors from the perspective of the communication object, change the leadership communication style according to the different personality characteristics and needs of the communication object, and adopt different communication strategies.

The <> effect is the processing mechanism: such as the response time of technical response, procurement response, after-sales response, whether the professional measures and solutions are sound, whether the direct manager's opinion is timely, if the response mechanism is solved in a timely manner, the processing mechanism is timely and clapidable: the key person dares to take responsibility.

Effective communication can be achieved. Of course, the kind of leadership in the upper river, everyone listens to each other, the leader of the hall and so on are not effective communication, the meeting can put out the purpose and problems, let everyone express their opinions, absorb good suggestions and nutrients, and finally the leader summarizes everyone's decision. In this way, a good communication can be completed.

The way of cooperation between leaders and subordinates is communication, and leaders must learn to communicate effectively with subordinates, so as to obtain an important guarantee for the normal development of work. First of all, from the dress, to dress appropriately occupation, work is work, serious is a must, long-term development of the following employees will have a good impression of you, will drive them to improve their own quality, so that customers also have a good impression of the company;

Konosuke Matsushita, the founder of Panasonic, once said: "Enterprise management was communication in the past, communication is now, and communication is still communication in the future." "That's what we tell us about the importance of communication.

Share information as openly as possible so that employees understand the reasons behind your analysis and ask questions and guide them as they learn along their own career path.

When communicating with the employee leader with the problem, do not directly point out his problem, first of all, to understand the employee's inner thoughts, so that the communication can be targeted, which is more efficient.

Leaders should talk to the employees in question to see what they think in their hearts, so that's fine.

The leader will call the employee out alone to talk to him, let him find out his own faults, and correct his shortcomings according to his own faults.

The leader should make an analysis of the employee's problems and let him know his shortcomings.

It is important to find out what the problem is, and most importantly, to find a solution, so that you can communicate effectively.

At this time, we must have an in-depth understanding of the employee, and then we must know why the employee has such a problem, and then enlighten them one by one.

You should communicate with the other party correctly, tell your own ideas, and hope to get the other party's ideas, so that you can have a good solution.

Generally speaking, the content of the coordination work has time, place, work content, work standards, participants, how to do, control of the work connection point, resource allocation, etc., is the nature and content of the work is different, the content of the coordination work is not the same, the more complex the content of a work, the larger the system, the stronger the coordination ability will be.

To what extent is the coordination ability strong, there is no limit, the strong are more strong, some people have other abilities in general, but the coordination ability is very strong, this kind of person has the potential to be a manager to a certain extent, and some people have other abilities are very strong, but the coordination ability is very weak, this kind of person has the potential to be a technician to a certain extent.

That's mainly to cooperate with some work between leaders and leaders, subtle work problems, and then there are communication problems between leaders and subordinates. This needs to be done.

Team leaders take various approaches to managing different subordinates, and an important management philosophy when coordinating working relationships is:

1. It is to build trust, which is the most important step. It's not trust of any kind, but a solid trust based on human vulnerability. This means that a cohesive, effective team member must learn to freely, quickly, and calmly admit their mistakes, weaknesses, failures, and requests for help.

They also have to be willing to recognize the strengths of the other relatives, even if they outweigh their own. 2. One of the biggest obstacles to healthy conflict teamwork is the fear of conflict. This comes from two different concerns:

On the one hand, many managers take various measures to avoid conflicts in the high state of the team, and closed states because they are afraid of losing control of the team, and some people's self-esteem will be hurt in the process of conflict; Others see conflict as a waste of time. 3. Unswervingly actTo become a cohesive team, leaders must learn to make decisions without perfect information and unified opinions. And precisely because perfect information and absolute agreement are so rare, decision-making ability becomes:

A team is the most critical behavior, but if a team does not encourage constructive and unguarded conflict, it is impossible to learn to make decisions.

Being good at coordinating relationships is a basic quality that a leader should have, and it is also a basic working method. A leader's success in his or her career depends to a large extent on his or her mastery of the art of reconciling relationships. So, what are the usual methods of coordination?

1) Establish a clear line of thought. In coordinating every matter, it is necessary to grasp the basic points according to the content and specific requirements of coordination, formulate a thorough and detailed coordination plan, establish a clear idea of coordination, and study the problems and countermeasures that may be encountered in coordination. In order to be well informed, it is necessary to look at problems from a connected and developmental point of view, acknowledge differences, take care of individuality, and analyze specific situations.

With a plan in mind, the work can be orderly, busy and not chaotic, and achieve the best state.

2) Invest in genuine emotion. In coordination, a leader's emotions can have a direct impact on his subordinates. Therefore, the leader should invest sincere feelings in the whole coordination process, so that the coordinator can feel your sincerity, so as to understand and reach a consensus with you.

3) Maintain a calm mind. Leaders should first be calm, listen carefully to the opinions of others, and be timely for the correct opinions, so as to make their coordination plan more perfect; It is also necessary to maintain a correct attitude toward incorrect opinions and refute them in a reasonable, well-founded, and restrained manner. Leaders should be selfless and honest when coordinating.

In addition, leaders should also be broad-minded, especially when they are misunderstood by others, they should conduct subjective and objective multi-faceted analysis, and do not think that people can't get along with you and have prejudices against people. "The sea is inclusive, and tolerance is great", and only when this is done can coordination be effective.

Deeply understand the problem, balance the interests of all parties, and at the same time be decisive and decisive, not mother-in-law.