When the execution of your plan is blocked, how to promote it?

<> personally believes that the obstruction in the execution of the plan is generally due to the human factor, and the human factor is ultimately a communication problem.

For communication, we need to clarify the participants of the communication, clarify the purpose of communication, and find the points that are beneficial to the other party, and formulate solutions.

For example, the operation is promoted, but the product is not cooperative, so it is necessary to clarify the resistance point of the other party, is it not satisfied with the plan? Or is there a problem with the schedule? In short, it is necessary to find the reason for the other party's non-cooperation, and then clarify the purpose of communication between the two parties, and propose solutions, mainly in the favor of the other party.

If the leader is not satisfied, then we must first listen to the leader's opinion, formulate their own solution according to the leader's opinion, either persuade the leader, or modify the plan, and explain the pros and cons, so that the leader can make a choice. When promoting the plan, you must fully communicate with your leader, and the leader must stand on your side and fully support your plan, so that you can have the confidence to solve the difficulties encountered in the future.

If it is a problem of the cooperative department, then it is best to find your own direct leader and let your leader communicate, and you can't let the problem stay in your own hands. Remember not to tear up.

There is also a situation where the customer feels that the solution is not working and puts forward a new demand.

The customer's needs are often idealistic, and he doesn't know how difficult it is for us to realize his needs. Of course, customers must not say on the spot that this demand cannot be done, and directly refuse.

First of all, we must fully communicate with the customer, clarify the customer's needs, and then discuss within the company to see if there is the best solution, if it is because of congenital factors that can not be done at all, then explain the reason to the customer, at least in the customer's opinion, we are really doing it with heart, more professional.

If the company's technology is not up to or for other reasons, then it is necessary to consider a different way of thinking to solve it, or it is to outsource to other companies that are better at it.

In short, if it is resistance at the customer level, you must fully listen to the customer's opinions, clarify the needs, and express your attitude, and do not be ambiguous.

Whether it is with a leader or a colleague, when we communicate, we often find that no matter if you talk about the old and dry mouth, the other party is indifferent, so at this time, the first thing you have to do is not to get angry, but to remind yourself whether you are not talking about things on his channel at all.

The so-called not talking about things on his channel is that you don't know what he cares about.

For example, if someone ** falls, you discuss the green grass with him; Someone has just fallen out of love, and you discuss with him how to show affection. Of course, these two examples are more extreme, and unless you are particularly unlucky, you will not come across them. But usually, you always explain to the other person that if you do A, you will definitely get B.

And at this point, the other person only cares about how to get C, no matter what way you use it. The ghost wants to know how you plan to do A, and what if you do B? Have a half-dime relationship with him?

It is well said, only by knowing oneself and knowing one's opponent can one not be defeated.

In the workplace, you must first understand the interests of the leader, and then put forward the aspects that can help him realize the benefits, so that you can achieve a win-win situation. If you want the other party's leader to be unflattering, or even help you count the money if you are sold, unless you fool it, there is no door!

Since it is said that it is necessary to understand the interests of the leader, what should be done? In the workplace, there are several ways to try:

1. Understand the responsibilities of the leader and its KPIs. In the workplace, you can not talk about feelings, but you can't ignore KPIs, so if you understand their KPIs, you basically have a rough idea of what goals their work needs to achieve.

2. Understand what the leader has been doing recently. Most people are more concerned about their immediate interests, and as long as they can contribute to their immediate interests, they are basically willing to try.

3. Understand how the leader has been in mood recently. The best place to understand the situation is to observe the words and feelings, which is the circle of friends. Looking at the words of the circle of friends, you can roughly know if there is any trouble recently, or the spring breeze is proud.

When you are in a bad mood, you can help him solve bad things, and when you are in a good mood, help him open up the situation, these are all things that a good start should do.

After the interests are clarified, everything you do must be considered around the aspects that help the leader maximize the benefits, so that the leader can rest assured that you can work comfortably, right?

There are many reasons why individuals feel blocked, and different approaches need to be taken depending on the reason.

1. If it is the reason for your leadership? Maybe this matter is for your leader, it may be that he is not satisfied with your plan, and he did not find a reason to reject you. It may also be that your leader has important things to do, and he doesn't have time to care about you, and just giving you an answer is dealing with you casually.

2. If it is the reason of the cooperative department, communicate with your direct leader, if your leader can't push it, then promote it through the leadership of the leader, and don't let the problem stay in your position.

A few tips:

1. In the process of planning the case to promote, you must leave enough time for yourself, such as: within the controllable range, such as 3 days to complete the work, you tell the leader to take 5 days, leaving time for uncontrollable factors. PS: This is not an excuse to be idle.

2. At the kick-off meeting or a certain time of the plan, the time node of each stage is set in advance. If each node is not completed, the severity of the impact on the future must be reflected, otherwise your leader thinks that it is okay to delay, and the key nodes must be determined by him.

3. The third: urge leaders and colleagues; If possible, it is best to find a time to communicate with your leader individually, there is a problem with the plan, and how to change it.

4. The above are all blocked by good intentions. If malice is blocked, the water here will be deep, and you have to think of a way.