How can a moderate leader act with authority? What s the best way to do it?

As a manager, there is a management misconception that giving orders is leadership. Think about it, do you often encounter a boss or boss at work who you particularly like to dictate to the employees below you to show your leadership.

In fact, not only will they encounter such leaders, but you may also encounter the same problems as a manager. Then, Lao Xu tells you, why do managers rely on leaders instead of giving orders in the management process? What kind of leadership is the right posture to start and manage high-performing teams?

The workplace is made up of people, but people's personalities vary greatly. Everyone who lives in the workplace has their own "protective color" and has a completely different personality. However, at this time, some people mistakenly think that moderate leaders have no authority, which is actually a wrong idea.

Character is made up of past experiences and attitudes towards things. People want to be with gentle people rather than with people full of thorns. Very few people want to get along with someone who is grumpy and gets angry when they say the wrong three words.

With the "aura" given by the position, coupled with a gentle personality, it is easy to feel approachable and can bring the relationship between superiors and subordinates closer. It's easier to tolerate other people's mistakes. A moderate leader can tolerate subordinates' mistakes, at least superficially, rather than react violently when subordinates make mistakes.

Whether in the workplace or in life, everyone makes mistakes, but no one wants to make mistakes. If your subordinates are willing, your superiors can tolerate your subordinates' mistakes more, which is a better way to motivate emotionally.

After all, superiors cannot get rid of leadership responsibilities. Leaders with a mild personality are more likely to get more information, others are willing to speak, they are willing to listen, they are not anxious and impatient, and they do not interrupt the other person because they are in a hurry to express their opinions. When it comes to accessing information, mild-tempered leaders have an advantage.

Conversely, those who are impatient may start to get angry before they hear the full message, voicing their opinions, making it impossible for others to continue or report. In the workplace, it is normal for people to seek advantages and avoid disadvantages, and they will always jump out and play games with their superiors.

Make a rule for people. In this way, people will know that they are also principled in what they do. There should also be a very good system of rewards and punishments. In this way, you can get a good solution. It will also make the other party feel very human.

First of all, you can boil the frog in warm water to Liwei. Although you seem to be very gentle, you must be very decisive and decisive in your way of doing things.

To establish a unified system of rules and regulations, to understand the thoughts of employees, sometimes we must be principled, to be impartial, and to treat any employee fairly and reasonably.

<> "How Moderate Leaders Manage Thorny Employees."

Why do employees leave as soon as management is strict?

1. Without any management skills, employees hurt their self-esteem and quit.

2. The management system and process are unreasonable, and when the management is lax, it is not left on the face of wages.

3. The salary is not proportional to the contribution, and the more you do, the less you get.

4. My own ability is not enough to be qualified for this job, and because.

Incompetence leads to increasing work pressure, and if you don't leave at this time, you will have to wait for when.

1. Without any management skills, employees hurt their self-esteem and quit.

2. The management system and process are unreasonable, and when the management is lax, it is not left on the face of wages.

3. The salary is not proportional to the contribution, and the more you do, the less you get.

4. My own ability is not enough to be qualified for this job, and because.

Incompetence leads to increasing work pressure, and if you don't leave at this time, you will have to wait for when.

Four Liwei skills.

1. Meritorious service. Don't say anything, do the results, let the results speak for you and laugh Li, everyone sees that you are a person who has the ability to lead everyone to fight the world.

2. Benchmarking. Promote a person from the team, give him rights, give him resources, and achieve him, and naturally someone will trust and get closer.

3. Meritorious service. If the right to personnel and the right to evaluate are not only grasped in hand, but the position is unstable, the review of work arrangement documents must be controlled and signed, otherwise it will be regarded as invalid.

4. Fong's. When it comes to doing it, don't mess with promises that can't be done, Liwei is not a process of killing chickens and making monkeys, but a key process for leaders to establish personal IP.

How moderate leaders manage thorns.

The first move: first prestige and then grace is not only frightened to be able to stand up to the public.

1. Xianwei - important resource constraints.

Don't be kidnapped by your subordinates' abilities and limit their bargaining capital. Refuse to be special, let him understand that teamwork has more resources. Use resources to control subordinates, and smart people will naturally cooperate with leaders next.

2. Houen - give room to play.

For subordinates who want to perform in a high-profile manner, but have no bad intentions. Whether the subordinate is wrong or not, let him play to his heart's content, and wait for him to hit a wall. Enwei and giving, give appropriate aftercare after hitting the wall, and completely subdue it with generosity.

The second trick: to capture the clan.

Many times ignorance and isolation are more effective than scolding

1. First vertical - unite the majority.

There is another purpose of uniting the majority, which is not to allow the thorns to develop gangs.

2. Houen - give room to play.

In addition to leaving it alone and isolating, it is also necessary to crack down at the right time. Those who still do not obey the management should be decisively removed from the team. Cracking down on minorities doesn't have to be done personally, it's about understanding who can be used by subordinates, using the united majority to fight minorities.

Managers who can achieve great things have these five commonalities: they have the most followership, leadership to the bottom, influence externally, execution internally, and balance to themselves.

How do you stand up to the people?

If your boss is a defensive, conflict-averse person, it doesn't mean you have to put up with him forever. When there is a problem with Qichang, you have to convince your boss from the perspective of the best interests of the company as much as possible. Try to promote and suppress first, you can give him more hints:

If the situation is not good, what to do about it. Let's say, what if our printers have persistent quality issues? Then you see if this is good, I plan to start arguing and study other options.

Use this communication to gently guide your boss so that your boss will be convinced that you are working with him towards a common goal, rather than pushing him into a position where he can bear the pressure alone. 2. Be sure to focus your attention on problem solvingIf your boss is a conflict-averse person, he will be afraid to face some problems in communicating with others. The process of solving problems must be done on the right side of things, not on people, which helps to create an atmosphere of neutrality.

When faced with a problem, you can come up with a concrete solution. For example, if you find that your weekly meeting has become a weekly meeting where everyone complains, you can make a suggestion directly without telling your boss about complaining: "Boss, if you want to make our weekly meeting more efficient, I can help you collect everyone's questions in advance and make an outline, do you think this is good?"

Propose your solution directly so that your boss may be more willing to face the conflict. 3. Gather Evidence Before Conflict ArisesIf you want your boss to use his authority from your point of view, be sure to provide him with all the materials he needs, such as a draft idea and relevant data, or a specific plan and goal for what you want to do. There was a manager at a company who was under a lot of pressure when his subordinates urged him to apply for a higher budget.

So this subordinate did a lot of back-up work, he clarified the responsibilities of each member of the team, made a very clear cost settlement, and at the same time very clearly explained what kind of results can be achieved with a higher budget. In the end, his boss went to the top of the company with greater confidence and asked for the budget. 4. Try to use written communicationIf your boss is not willing to communicate face-to-face in the face of conflict, you can send him an email or write a comprehensive report to briefly describe the current situation and development expectations of the project, so that your boss does not need to write these documents himself, and it is easier for him to communicate effectively.

Summarizing reports can also help bosses facing business conflicts and risks to facilitate greater teamwork. If his cover-up of disagreements prevents your team from expressing different opinions, you can talk to your team members privately, and if they also feel that your boss is suppressing some necessary arguments in order to maintain the harmony, you can bring the issue directly to your boss in a one-on-one conversation. You can suggest to him:

Sometimes our team has a little bit of an argument, but it actually helps to stimulate the team's creativity. Discussions of this kind, yes.

1. It is necessary to establish an elite team that matches the design style.

Many people have a wrong concept in management methods, that is, the deep understanding of management methods has been stuck in the technical aspects of management methods, and usually often ignore the basic management methods must first have an elite team that is in line with the management personnel.

The elite team focuses on work ability, professional skills and qualities, complementing each other, and at the same time, the design style and individual behavior methods are consistent. For example, the wolf team can't fit the lamb, the leading cadres who want independent innovation hate the subordinates who have a fixed thinking, and the leading cadres of the same soft elite team can't accept the strong superior leaders and subordinates.

Therefore, the soft type of manager must be compatible with the elite team first. The elite team not only includes the superior leader, but also contains the least of your superior leader is also very important, if your superior leader is very strong and less tolerant, he will be very unpleasant to look at your soft attitude when doing things, so you have to have a superior leader compatible with your design style as a prerequisite, if the overall design style of all enterprises culture and art can also be more unified, then communication and cooperation is very comfortable.

2. Regulations, management methods and softness are not contradictory.

Softness does not mean weakness, does not mean abandoning the moral bottom line, does not mean that there are no management method regulations, if so, it is not softness, but the neglect of management methods. The job responsibilities of management methods include goal setting, overall planning, division of responsibilities, supervision and supervision, education and training, and evaluation and encouragement.

The goal is to understand the business objectives of the enterprise, the dissolution of the overall goal of the business process, and the formulation of challenging and achievable overall goals. The overall division of responsibilities must have an overall macroeconomic perspective on the business process, and must have a sufficient grasp of the characteristics of the subordinate's work ability to ensure that the division of responsibilities is effective and accurate; Supervision and supervision is to carry out a very optimized dissolution of the overall goal, and then carry out phased and milestone supervision, which must be carefully and delicately managed by managers to track and supervise their work ability; Education and training must be managers to find that their subordinates are not enough, emphasizing difficult problems, cultural education, upgrading, learning and training professional skills; Evaluation and encouragement is to master the standards and be fair and reasonable in dealing with people.

3. The mentality is soft, but the standard of opinion is unswerving.

It is very likely that the most immediate problem for a gentle manager is to deal with the difficulties of subordinates making mistakes or apologizing from others, and they feel that their temperament makes it difficult to reject people. In fact, this kind of situation has nothing to do with softness, it is a defect in one's posture and personality, and it is not good at refusing.

A soft attitude does not contradict the standard of opinion, establish your own standards and views in your job responsibilities, shape your own moral bottom line on key problems, and all the principles and limits of your position are well-founded and effective, then when dealing with denial and other people's advice, you can have a very firm view but a soft and friendly rejection. Naturally, the heart should be strong enough.

First of all, you must improve your communication skills, but also have leadership skills to bring more benefits to your family, professional ability is also very strong, and it will also make your subordinates like you very much, and then your subordinates should coexist peacefully when they get along, rather than putting on a leadership shelf, so that you can be a good leader.

1. Perform professionally. If you want to earn respect, it's important to show that you're good at what you do. If people know that you are knowledgeable about what they are in, they will respect you and listen to your guidance.

2. Discuss your experience with others. Let your employees know how long you've been in the business and what you've accomplished without boasting. Not only will they know more about why you're in this position, they'll also be more excited to be part of the team, and they'll be impressed with you.

3. Be clear about your rules and expectations. Whether you're the CEO of your company or a group manager, you can articulate your rules at the outset. If you're working on a project, it's important to articulate your goals from the start to motivate your employees, and never change instructions in the middle of the project.