What are the specific forms of public praise?

By public praise, I don't mean a ceremonial commendation meeting, and I agree with this form of praise. This refers to praising a good subordinate in front of the rest of the team at a daily work or dinner. Based on my own experience and experience, I believe that this is inappropriate for two reasons.

It is easy to cause a decline in team cohesion, and professionals have experienced that more and more work is now done through teamwork. That is to say, the achievement of each team goal has the contribution of every member of the team, but some of the efforts are explicit and some are implicit. Just like a TV show, there is always a front and a back camera.

In this case, if you only praise one good subordinate in public, the other team members will feel a sense of detachment, after all, he has a share of the "results". While you praise, you are also "punching" other team members. At the same time, these people will question the fairness of your management.

This approach may also have a negative impact on team development by shifting the focus of team members away from achieving team goals to maximizing personal interests. In the end, the team cohesion decreased, and the performance was affected.

The members of the mass base team who are not good for the praiseworthy are strong and weak, but they are basically at a "power level", and the more they are in this "almost" situation, the more jealous the members will breed against each other. Complimenting a subordinate in public and being a good subordinate may be applauded and congratulated, but it may not be comfortable, especially when the team member feels unfair. This negative energy emotion will eventually be directed at the person being praised.

If the person being praised is a co-worker who is courteous, knows how to share results, or is convinced, this is not a big problem. But if he is not emotionally intelligent enough and is complacent with this kind of praise, then he will inevitably be disgusted by the rest of the team, which is not conducive to his long-term development. Many times, leaders also do bad things with good intentions, with good intentions and unfavorable results.

Public praise, teachers in daily management, facing the class, students are often in the collective, so public praise is particularly important. At such a time, the teacher must grasp the degree of public praise: not only to achieve the purpose of encouraging the collective and rewarding the advanced, but also to achieve the goal of correct guidance.

At this time, the praise must be true, sincere, accurate and appropriate. Individual praise in informal settings, in private, the teacher's individual praise of students, can be fully exerted, can be increased, can be exaggerated, can be expanded, the only principle that needs to be adhered to is sincerity. Because as long as it is sincere praise, the praised person will get a pleasant experience and great encouragement.

Both "do" and "do" mean "to engage in a certain activity", and it is generally believed that "do" means a concrete action, and "do" means an abstract action. "Make" and "make", such as "contribute", "choose", "make concessions", "make decisions", here "contribute", "choose" and "decide" are not specific and direct things; And the objects involved in the actions of "making a grimace", "making a difficult action" and "making a difficult problem" are all concrete things. "Making" is mostly invisible, ideological, and abstract, and so, "doing" is mostly behavioral, visible, and material.

Therefore, it is possible to do both, and the choice is mainly based on the specific context.

The occasions for praise and encouragement are: (1) collective praise. (2) Praise in the group. (3) Individual praise.

Summary. Written praise refers to the act of praising it in the form of words, that is, written praise is published in the form of a document. Written praise can be either paper or electronic.

Verbal praise refers to the act of giving praise verbally, that is, directly using words to praise. Verbal praise is generally in person or in public.

Written praise refers to the act of praising it in the form of words, that is to say, the written praise is written in the form of a document. Written praise can be made available in paper or electronic form. Verbal praise refers to the act of giving praise verbally, that is, directly using words to praise.

Verbal praise is generally in person or in public.

Oral expression requires a high degree of fluency, so he gives us a very short time to stop and think, I believe that on any occasion, whether it is a dinner table or a speech, no one likes someone to stop for more than five seconds when a certain point of view has not been clearly expressed, what kind of embarrassment it will be, everyone is waiting for you, so before talking about a problem, try to form a mature point of view, and try not to talk about things that you haven't thought clearly or can't think clearly for a while. Even if you make a mistake on the spot, don't repeat or remind the audience that you have made a mistake, especially some details that are not very related to the main point you have said, even if you make a mistake, there is no need to emphasize it, and it is the best way to continue to talk about it.

In oral expression, we face a person's emotions, all of which sometimes have a much greater impact on us than logic, I believe that many people will feel that a person will feel when they look at the strange words, and the things she said reacted very well on the spot, and the audience was very interested in ruining the accounts, but in fact, if you analyze it carefully, you will find that the logic is not so strong, and there are more emotional factors that move us, of course, this is not to tell us that we can ignore logic, just that we can make better use of emotions, which is used to improve the effectiveness of oral expression. At this time, the priority of our speech is very important.

Indirect praise is to praise the person being praised in an indirect way. Indirect praise can be divided into objective praise method and Changsou back praise method. Objective praise refers to the use of the words of a "third party" to praise the person being praised.

The so-called "third person" is the use of the third person tone, the third person tone gives people an objective and true feeling, we all know that writing self-introduction materials generally use the third person writing method. The objective praise method is easy for the praised, and it is also the best way for the class teacher to resolve the conflicts between students in the class, and between students and subject teachers. Objectivity expresses your views and evaluations in the process of paraphrasing others' evaluations of them, which is more authentic and credible, and at the same time, it is more useful to enhance the self-confidence of the person being praised, because the objective praise method can make the praiser realize that you are not the only one who is praising him, but many people are praising him.

Let them feel the value of their existence.

Praise behind your back, and speak ill of people behind your back.

That's a villain's doing; If you say good things about people, not only is it not a villain, but you need to have a sincere heart, and you need a person's gentlemanly demeanor. Praise behind the scenes can give full play to the role of praise as a means of communication. I've seen "Dream of Red Mansions".

will think of such a paragraph. Shi Xiangyun.

and Xue Baochai persuaded Jia Baoyu.

As an official, Jia Baoyu felt very angry, so he said to Shi Xiangyun and Xue Baochai: "Miss Lin has never said these bastard words. If she had said such bastard things, I would have broken up with her. Lin Daiyu at this time.

I happened to go outside the window and heard Baoyu's praise as "unconsciously surprised and happy, sad and sighing." Baoyu's praise behind her moved Daiyu deeply. Of course, this kind of praise is unintentional, and many times the role of good-natured praise is far greater than its good-natured criticism, so as a class teacher, try to praise as much as possible when you can praise, because praise is easier to accept than criticism, and of course, the educational effect is relatively significant.

For example, when a student has done a difficult problem, done a good deed, completed an important task, or properly handled a problem, the teacher's indirect praise may be more inspiring to the student's morale, open the student's mind, increase the student's self-confidence, strengthen the student's behavior, and deepen the relationship between the teacher and the student than face-to-face praise. For example, when you hear someone complimenting a student in your class, you must be a good microphone to share the praise of others with your student and share his happiness. Many leaders may like to say when praising people:

Well done, very capable, continue to work hard. Or promise some benefits and so on. Admittedly, it can't be wrong, but this is an era of rapid change, and everyone's ability needs to be continuously improved.

So, if you only praise the employee's ability, it will make the employee feel that "my ability may be okay, but it is still not outstanding enough". In this way, it is better to praise a person for being efficient.

Indirect praise, the draft god is not present, the leader is behind the praise. When the praiser wants to praise a person and it is inconvenient to bring it up in person, he can praise him in front of his relatives and friends, and the praise message is indirectly transmitted to his ears through a third party. The psychology of a person is often that he is disgusted with others saying bad things about him behind his back, but he likes others to say good things about him behind his back.

This is more receptive to the leader than saying good things about him in person. He will think that your praise is sincere, fair and selfless. As a result, sometimes indirect praise is much more effective than direct praise.

In particular, when subordinates have prejudices and misunderstandings about a leader, the leader often uses indirect praise, which can often eliminate prejudices and misunderstandings and harmonize the relationship between the two parties. Praise is a form of positive guidance. A person who makes good use of praise will be satisfied with simply affirming and praising individual or collective strengths, strengths and achievements, and is always good at tapping the potential of praise to strive to improve the effect of praise, and should be good at killing two birds with one stone in praise

It not only encourages the advanced, but also spurs the backward.