How should a leader deal with a direct objection from a subordinate in a meeting?

In general, leaders with a certain level of competence will be aware of their limitations and will be able to tolerate and accept different opinions to a certain extent. However, as a subordinate, it definitely takes a certain amount of skill to raise different opinions, otherwise not only will you not solve the problem, but it will also increase the dissatisfaction of some leaders with you. After all, we all like to hear compliments, negativity, and criticism (can we ask ourselves, can we really hear objections and criticisms without emotional ups and downs?).

The tip is as follows: No matter how unrealistic or doubtful your leader's instructions and demands may be, work hard to implement them instead of immediately questioning and opposing them.

<>Why? Because every decision has a story you don't know, and the leader you think of has thought about it most of the time; If it is to execute instructions or operate projects, and find that there is a problem, you first have to consider whether it can be solved, if not, and the problem is very big, you need to collect enough data and facts to support your judgment, and be able to find an appropriate time to respond to the leader, instead of feeling reported to the leader, most of the time the result is not very good; If you're worried about your leader's difficulty accepting objections, there are certain techniques you can use to make your leader feel the problem when they find it themselves.

Under normal circumstances, the leader will make further judgments and decisions; Every leader has a different style, so you need to know what is the most comfortable way for both sides to communicate with each other in your day-to-day interactions with your leader. If you want to hide under the table when meeting with the leader, then it's best not to make the leader remember you by raising objections.

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Personally, I think that leaders should first control their emotions, shift the goal at the right time, introduce the next topic at the right time, ask the employee in private for his opinion, and solve the problem according to the actual situation.

First of all, the leader must accept the opposition of his subordinates, because everyone's views are different, at this time you must carefully listen to the ideas of your subordinates, and then combine your own practices.

Personally, I think that as a leader, you should consider whether the opinions of your subordinates are correct, and if so, you can use the opinions of your subordinates.

When people disagree with their bosses in the workplace, how can they appropriately raise objections to their bosses in the workplace? What are some tips to make your boss more receptive to objections from subordinates?

1.Soft assimilation.

Chat with your boss often, understand your boss's preferences and more accepting communication styles, and slowly transform your relationship with your boss into a delicate relationship between friends and subordinates. At this time, as a subordinate, you have a relationship with friends that your boss trusts, and as a friend, you have technical knowledge that your boss recognizes. If you communicate with your boss through a communication method that the company is willing to accept, the boss will definitely think that your offer is appropriate.

2.Make a better opinion.

Since you want to reject the boss's plan, you must come up with a more feasible plan. However, the plan itself does not have explanatory power. Subordinates should also supplement with authoritative data to let your boss know the advantages of the new plan.

Your boss wants the tasks of his department to be completed as much as possible, and he can hand over a beautiful result to his boss. So, for a more optimized scheme, his boss will definitely get a treasure.

3.Don't deny it completely.

Don't completely veto your boss's plan. First of all, everyone has a narcissistic complex. The owner must have felt that his plan was perfect.

If he denies it completely, he will naturally be unhappy; Secondly, there must be merit in the boss's plan, which can show that the desirability of this attitude is worth learning from subordinates. If it is further improved, it will be impeccable. At this time, if you speak your mind, the boss's acceptance will be appropriately boosted.

4.Secretly guide your boss.

Ask your boss for leave with your own design proposal, hoping to get some tips from your boss. In the dark, your boss guides you to success, but in the dark, you instill your own ideas into your boss.

5.Joint letter.

If the boss's plan is really bad, so bad that it affects the entire department's business loss, I believe the colleagues in the department can't stand it. You can point it out to the boss together and give opinions and opinions. Seeing everyone's strong opposition, the boss will definitely reflect on whether his plan really has a huge hole.

Giving advice to subordinates has always been a headache in the workplace. The subordinates are worried that their superiors will not accept the opinions put forward, causing conflicts between the two sides. In fact, most bosses don't disagree with their subordinates' suggestions, but they don't have any opinions.

The boss felt that his razor was hot, and he was the only one in the entire department who spoke. Of course, there will also be stubborn bosses who think that their plans must be correct. As a subordinate, if you can actively guide and make your boss aware that there are other feasible methods, you will definitely improve your boss's evaluation of you.

After the leader has said the whole thing, you have to pay attention to your words and give examples to raise corresponding objections.

First of all, it depends on the leader to talk to the leader when he is in a good mood, and when he talks to the leader, he should consider it from the leader's point of view, and he can also tell the leader in a joking way.

You first recognize the leader, and you say, "Your plan is very good, but I have a better opinion, you can listen to it". Recognize the leader first, and then put forward suggestions for improvement, which is more likely to be accepted.

When we also have different views on a matter, we can bring it up, don't be afraid, what to say, leaders like such people.

If you want to raise objections appropriately with your boss in the workplace, you should first do so when the leader's mood is good. To put it mildly. Don't feel like it hurts the leader's self-esteem.

In the workplace, you should politely raise your objections with the leader, and you should also choose a way to describe it in a way that is acceptable to the leader.

You should know it with reason, and tell the leader with emotion that you can also collect and collect some of your opinions, and then put forward the opposite opinions of Shi Shushi, so that you can be accepted by the other party.

1. If the two leaders quarrel at the meeting, they must first persuade them, adjourn the meeting temporarily, and discuss them next time;

2. Listen to the views of the two leaders respectively, continue to communicate, find the combination of the two sides (their starting point is for the development of the company), and distinguish the main and secondary. For example, the one who insists on greening should be persuaded to reduce some greening first and save some money; Insist on saving this, and strive with him to highlight the importance of greening to the current company's image, insist on doing things, but also save. Only when both sides make a little concession and compromise a little can the issue be satisfactorily resolved.

You can also ask a few colleagues with senior qualifications and trusted leaders to help do some coordination work.

3. Seriously think about whether there is a possibility to take the third way, whether the greening funds can be done with other image projects first, and these are also necessary to do. Determine a time node, and then implement greening in the next step.

4. When coordinating work, pay attention to the long-term vision of the unit, the unity of the leadership, the image of the unit, etc., and do not grasp the attitude of a certain person and other subsections to make a fuss. The attitude should be sincere, the language should be tactful, and the advice should be reasonable.

In this situation, either the company is unsustainable, or the interests are uneven, and the leaders who can save can find someone to implement it while greening.

At work, I am often arranged by my leaders to do things that I am unwilling and disapprove. I don't want to do it, but I still have to do it as a subordinate. How to deal with differences in perception with leaders.

Look at this matter rationally and objectively, you have to focus on the thing itself, and look at it from a fair and objective point of view. The leader arranges one thing for you to do, and you are not so approves. At this point, your concern is not to change the leader's mind, but to see what it looks like.

Prepare for normal work if this is a very normal work arrangement. There is no right or wrong way to do what the leader has and what yours do. Superiors must be different.

People who can hold management positions have better thinking, vision, and resources than ordinary employees. Since he insists that you do something as he wants, there must be a reason for him. Because you are in different positions, you have different access to the inside information of the collapse.

The company's strategy and starting point cannot be explained by the leadership. Some inwardly can't understand why the leader says this without you knowing, so executing first is the right approach. As you execute it, and gradually understand the cause and effect of everything, you will also understand the painstaking efforts of the leader.

My former owner of the start-up company has just started to develop customers and continue to occupy the market, so in most cases, we are in the process of negotiating cooperation with customers.

Then one day, the leader gave us a meeting and asked us to do template activities for customers in the following month, but template activities were not included in the individual's annual performance evaluation at the beginning of the year. We're not happy. In addition, we have been working in front of the mayor market for a long time, and now the company still believes that it can only gain a foothold in the market if it is customer-oriented.

It was only after that time that I learned that the company was a start-up. At that time, the financial situation was not good, and when it was critical to raise funds, the capital side not only wanted to see how many customers the company had.

I want to see that the cooperative customers can operate well, so I know that I want to carry out the customer's template activities. If there was no idea of implementing and implementing the leadership at that time, I speculate that if the company had encountered financing difficulties, it would have been impossible to go so far. In many cases, unconditionally implementing the leader's work arrangement is the quality that office workers should have.

Abnormal work preparation, if the leader asks you to do something that is not a normal work arrangement, but a violation of principles, such as making up lies and falsifying data, then in order to win the trust and resources of customers, it is necessary to violate the principle of good faith.

Of course, you should abide by the arrangement, because he Bi Yuan Paichang is actually your leader, he may see more than you, and he will know more information than yours, and secondly, because you are an employee who envy him, you should comply with his requirements.

First of all, I think you should ignore the leader's opinion, whether it will affect your future career. If it doesn't affect the inconsequential, I think it's better to abide by his arrangement.

You should follow the arrangement, but you should also communicate well with the leader before complying, tell the leader your ideas, and don't blindly follow.

Summary. Most of the time, leaders, as decision-makers and managers of employees, will uphold fairness and objectivity, and can make the right decisions calmly and wisely.

Assignments: 1When we disagree with the leader, do we have to argue with the leader or how do we do it?

Most of the time, leaders, as decision-makers and managers of employees, will uphold fairness and objectivity, and can make the right decisions calmly and wisely.

Objectively analyze the root cause of the problem.

Communicate with leaders in an appropriate manner.

Find appropriate opportunities, communicate with leaders, boldly state their work ideas and work ideas, try to put forward their own opinions in a deliberative tone, and explain the reasonableness and feasibility of their own opinions.

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Answer: Whether a subordinate can significantly influence the effectiveness of a leader depends on three factors: the leader: the led, and the leading environment.

1) Leaders.

A leader is the main body that leads the work. The leader's own knowledge, background, experience, ability, personality, values, and perception of subordinates will affect the determination of organizational goals, the choice of leadership methods, and the effectiveness of leadership. Because of this, the leader is an important factor in determining the effectiveness of leadership.

2) Be led.

The led is the object of the leadership. The background, expertise, experience and skills of the leader, as well as their requirements, sense of responsibility and personality, will have a significant impact on the leadership work. The situation of the leader affects not only the choice of leadership style and method, but also the effectiveness of leadership.

3) Leadership environment.

Leadership is carried out in a certain working environment, and the leadership environment refers more to the internal environment of the organization. In their study of leadership behavior, professors at Ohio State University point out that the evaluation of effective leadership behavior does not actually depend on a certain leadership style adopted by the leader, but on the practicality of the leadership style to a specific environment. Leadership styles that are compatible with the environment can be effective; And leadership styles that are not adapted to the environment are often incompatible.

The main factors that affect the effectiveness of leadership are: whether the working day standard is clear: the degree of standardization of the work procedure

the degree to which the organizational structure is sound, monitored and rationalized; Whether the division of work is clear, whether the rules and regulations are sound: the size of the organization; Interpersonal relations in the organization: the state of information communication in the organization; leadership behavior of superiors and peers, etc.

All of these factors, and their conditions, can affect a leader's leadership effectiveness, either immediately or indirectly. Therefore, it is not possible to judge whether subordinates can significantly influence the leadership effectiveness of leaders.