In real life, there are people who are effective leaders, but they are not trained in leadership

And I'm working on this problem, and I think it's important to explain the science of modern leadership and the art of science separately, and then do some of it in conjunction with the topic.

Effective leaders are motivated by their hearts, and training is not necessary. There are also most people who rely on diplomas to raise their own value, self-righteous, such a person can't lead people, but his qualification diploma is there.

In fact, it is the role of "aura".

As for what kind of leadership you think is the most effective, there are actually many ways, so if you want to talk about why it is different, generally speaking, the more effective leadership style is to lead by example, and then give effective material and economic subsidies, such a leadership style is very motivating, because everyone needs to live, so no matter how good the leadership style is, it is useless if you don't give people a welfare treatment for employees, so it's all empty words. Therefore, a good leadership style is to bring some economic increase to employees, which is a very good leadership style.

Therefore, only material satisfaction can make employees more engaged in work, so different leadership methods, the results are not the same.

Managers and leaders are two different concepts, both related and distinct:

1) "Leadership" in the Modern Chinese Dictionary: to lead and guide in a certain direction. From a scientific point of view, leadership is a behavioral process.

It is the process in which leaders use corresponding theories, principles, functions, and methods to influence, lead, and guide members in the organization to complete predetermined tasks in order to achieve predetermined organizational goals.

Management of the "Modern Chinese Dictionary": responsible for the smooth progress of a certain work; storage and cooking; Take care of it and restrain it. In the traditional management theory, leadership is one of the four basic activities of management (planning, organization, leadership, control), management is a big concept, leadership is a small concept of subordinate management, leadership as a process of command and control, is the inevitable product of human social group activities.

With the development of management science, leadership is increasingly being studied and applied as an independent activity.

2) Management and leadership have different emphases in similar activities:

Management is usually the integration of various resources with the help of various means to achieve the established goals, pay attention to doing things, and do things both effectively and efficiently, which is what we often say fast and good. At the same time, more attention is paid to details, means, and the application of technology. It emphasizes that managers should use relevant laws and systems to manage the people and things they are responsible for.

3) The dialectical relationship between leadership and management: the leader is the decision-maker, and the manager is the executor.

4) Leadership complements management, but it does not replace management.

5) There are many differences in leadership and management in terms of motivation and behavior at work.

In my work experience, no.

Managers and leaders are engaged in different scope of work and look at problems from different angles.

An effective leader is not necessarily an effective manager, but the leader is more from a strategic point of view, and the manager should operate from a tactical point of view. People who know how to grasp the overall situation may not be able to do every local work well.

Effective managers don't necessarily make effective leaders. Managers are familiar with the company's operations, but they don't necessarily have a high level of policy formulation. It can only be said that effective managers have a great advantage in transforming into effective leaders.

Leaders who are able to provide guidance to subordinates when they need them and help them develop.

Although the relationship between the leader and the subordinates is superior-subordinate, without the support and cooperation of the subordinates, no matter how good the leader is, he cannot make the department he manages operate normally.

For the department, subordinate employees are an important part, but employees can not be completely equated with "parts", too concerned about political performance, and ignore the feelings of subordinate employees and career development leadership, the prestige in the team will be reduced, and the ensuing sabotage and personnel turnover will inevitably cause the department to increase labor costs, performance and other adverse consequences.

Leaders who help their subordinates develop their personal development to achieve the growth of the department's performance will not only win the support of their subordinates, but also accelerate the development of the department.

There is no most effective, only the most suitable. Theory is useless, only practice produces true knowledge. Because every team is different, everyone is different, and the same team and the same people are in different situations at different times. Teams are always dynamic.

Personally, though, I believe that the key to leadership is motivation.

Incentives can be done in the following ways:

Goal motivation. Demonstration incentives.

Respect incentives. Participation incentives.

Honor incentives. Care about incentives.

Competitive incentives. Material incentives.

Information incentives. Cultural incentives.

Self-motivated. Penalty incentives.

Motivational Strategies:

1.Motivate employees to move from equal outcome to equal opportunity and strive to level the playing field.

2.Incentives should be at the best time.

If it is necessary to motivate before the target task is issued, it should be motivated in advance.

When employees encounter difficulties and have strong desires, they will give care and timely encouragement.

3.Incentives should be strong enough.

Those who have made outstanding contributions will be rewarded.

Heavy penalties are imposed on those who cause huge losses.

Through a variety of effective motivation techniques, to achieve a small and broad incentive effect.

4.Incentives should be fair and accurate, with clear rewards and punishments.

Improve and improve the performance appraisal system, so that the appraisal scale is appropriate, fair and reasonable.

Overcome the human relationship of relatives and aliens.

Strive for fairness in hot issues involving the vital interests of employees, such as salary increases, promotions, awards, and evaluations.

5.Material rewards are combined with spiritual rewards, and rewards are combined with punishments.

Paying attention to probation education, the practice of "carrot and stick" in Western management is worth learning from.

6.Implement the employee stock ownership plan.

Employees are more motivated to care about and improve business results as workers and investors.

7.Construct a reasonable gap in the distribution pattern of employees.

Appropriately widen the distribution distance, encourage some employees to get rich first, so that employees can establish a lasting pursuit of motivation in contrast.

If you can make your employees or subordinates happy, or if your leadership style is adopted by many people, I think that's the most effective and best.

The corporate atmosphere of the West! Chinese style of management! Wolf education guide! Start with the general manager!

The purpose of people-oriented, you can ponder this more, and if you understand it thoroughly, you will learn it.

The following examples of leadership and its behaviors are observed, and examples of leadership behaviors are described, which are related to the relationship between leadership behaviors and culture. The following leadership behaviors will enhance your leadership as follows:1

Leadership and its behaviors are diverse, and they can be embodied in various activities within an organization, such as decision-making, communication, motivation, coaching, etc. A common example of leadership behavior is "motivational leadership," which stimulates employee motivation and creativity through encouragement, praise, rewards, etc., to achieve better results. 2.

The behaviors of motivational leaders are often culturally intimate. In some cultures, leaders may focus more on their employees' personal development and growth, and motivate employees by providing training, promotion opportunities, and more. In other cultures, leaders may place more emphasis on teamwork and a sense of collective pride, and motivate employees through teamwork, collective rewards, and more.

What leadership and its behaviors are observed, and describe an example of leadership behavior that relates to the culture. Which leadership behaviors are elevating to you.

The following examples of leadership and its behaviors were observed, and examples of the following leadership behaviors were described, which is a relationship between leadership behavior and culture. The following leadership behaviors will enhance your leadership as follows:1

Leadership and its behaviors are diverse, and they can be embodied in various activities within an organization, such as decision-making, communication, motivation, coaching, etc. A common example of leadership behavior is "motivational leadership," which stimulates employee motivation and creativity through encouragement, praise, rewards, etc., to achieve better results. 2.

The behaviors of motivational leaders are often culturally intimate. In some cultures, leaders may place greater emphasis on the personal development and growth of their employees and motivate them by providing training, promotion opportunities, and more. In other cultures, leaders may place more emphasis on teamwork and a sense of collective pride, and motivate employees through teamwork, collective rewards, and more.

For those who promote leadership, it is important to understand the behavior of leadership in different cultures. Because people in different cultures can have different behaviors and expectations of their leaders. For example, in some cultures, leadership may be more focused on hierarchy and authority, while in others, leadership may be more focused on equality and democracy.

Therefore, people who develop leadership skills need to understand their own cultural context and learn to adapt and cope with different cultural environments. Thank you very much for your understanding and patience! <>

Have a great day! Works well! Good luck! All wishes come true! <>