What to do if there is a conflict between the direct leader and the big leader on your requirements

There is a conflict between the direct leader and the big leader's requirements for you, at this time you only need to ask your direct leader, convey the meaning of the big leader, let the two of them discuss, and try to reach the same agreement on your requirements, no matter what task you must communicate with the two leaders at the same time, choose the urgency of the task to not gradually complete each step of the task.

At work, we sometimes encounter such an embarrassing situation, the direct leader wants you to go east, and the direct leader's superior, that is, your indirect leader, wants you to go west, so what should you do?

First, you must be assertive in your work.

Don't blindly follow the two leaders, you must check the rules and regulations of the unit, see which one is right, and listen to which one is right. Moreover, you should do a good job of explaining that your starting point is the system of the unit.

Second, don't try to please both leaders.

Trying to offend both leaders and obey the instructions of both leaders will only displease you. You must have a choice of focus to see which leader has more potential and has been in the unit for longer. Although the indirect leader has great power temporarily, if you don't stay for a long time and you are too close to him, as soon as he leaves, the direct leader will make you unable to step down.

Therefore, you must have the eye to recognize the leader, and don't stand in line casually.

Third, if you get involved in a conflict, you must be good at borrowing external forces to avoid it.

For example, if you have a meeting with your direct and indirect leaders and have a quarrel during the period, you must find an excuse to leave, such as printing something or taking a courier or something, and try not to express your position in front of two people.

If the two leaders have a big contradiction, and they are angry in the middle and can't coordinate, then it's better to leave as soon as possible, staying in such a unit will only make your mood worse and worse, and there is no way to concentrate on improving business ability, the sooner you go, the better.

If there is a conflict between the direct leader and the big leader's requirements for you, you should still listen to the direct leader.

Since there is a direct leader, it is not possible to report or command at a higher level. You have a direct supervisor above you, and you should obey the arrangement of your direct supervisor. It is a violation of procedure for a big leader to give a command at a higher level. He can directly ask your leader how to dare, and then have a direct leader to convey it to you.

There are a lot of conflicts or misunderstandings between the direct leader and the big leader and you, then, if it is really related to work, then it is possible that you can solve it through normal means and channels, so if it is a private problem, it is recommended not to solve it through work.

Hello, there is a conflict between the direct leader and the big leader's requirements for you, and you must do it according to the requirements of the big leader, because the direct leader is also under the leadership of the big leader.

1.It is necessary to master the high-grade philosophy of life.

It is not terrible to be in an environment with contradictions and factions, the key is that we should master the high-end philosophy of life and should follow some principles:

First, we should not shrink back when the major issues of right and wrong tend to become clear, so as to completely stay out of the objective reality and lose opportunities.

Second, don't waste your energy in the strife of inaction, and refrain from being implicated in the midst of losing and losing.

In fact, this "high-grade" philosophy of life itself is a combination of principle and flexibility, which is a necessary cultivation for any person who has anything to do with power in social life.

From the above analysis, it can be seen that the most taboo is to take the initiative and consciously reap the benefits in factional conflicts and disputes for the sake of promotion. This misconception is a big taboo for those who seek promotion.

2.You can't just have a good relationship with one leader.

It is normal for some work contradictions to be between leaders and leaders, between leaders and indirect leaders, and between leaders and subordinates. If we are only responsible for one side of these conflicts, we will inevitably suffer from "myopia", which is a typical "short-term behavior". It should be noted that if we are caught in a whirlpool of contradictions and cannot extricate ourselves, and instead of relying on the mountains and taking care of various relationships, we will lose our superiority once the situation changes.

3.It is necessary to practice the strategy of "equidistant diplomacy".

In order not to get caught up in factional disputes, we should treat leaders in a sparse and moderate manner, treat them equally, and do not engage in specialization. To do this, we are required to treat any leader in our work with the same support, and we must not be different from person to person. In real life, there are often people who act on their personal feelings, likes and dislikes, and joys and angers, and actively assist and vigorously support the work of some leaders, while they stand idly by and watch other leaders, and even deliberately dismantle the stage and cause problems.

In real life, some people are very enthusiastic about the main leaders and the leaders related to them, but they are very cold about the deputy or the leaders who have nothing to do with them. The consequences of this can only be detrimental to them.

4.It is necessary to correctly deal with contradictions among leaders.

There are often contradictions and conflicts of one kind or another between leaders, and in this case, we can make mistakes. Sometimes we are intimate with this leader, but we are afraid of angering another leader; We have to have more contact with another leader, and we are afraid of offending this one, in short, this situation makes us in a dilemma. Especially for people who have to deal with leaders often at work, it is even more inconvenient to carry out their work, in this case, should we maintain a neutral attitude?

So as to try to do the right and left, both sides are not offended.

The best way is to start with the work and do what you want. In order to work, you should have more contact with whomever you want, and you don't have to worry about what another leader thinks. In this way, we act naturally and generously.

In addition, for such leaders, there should be as little contact outside of work as possible, and as few topics as possible that are not related to work.

Confrontation with leaders is a common challenge in the workplace, and how to deal with this situation is critical to the development of individuals and teams. In the face of this situation, here are the options that I think are best:

Calm down: Emotions tend to elevate when there is a trouser conflict with a leader, but calming down is the first step to solving the problem. Find a quiet place and take a few deep breaths to calm yourself down.

Seek understanding: Try to understand your leader's point of view and intent before communicating with them. It may be due to information asymmetry or misunderstanding that leads to conflicts. By actively listening and asking questions, you can better understand their position and find common ground.

Communicate privately: If possible, try to communicate privately with your leader. This avoids public arguments in front of other people and makes it easier to build trusting relationships.

In communication, be calm and respectful, express your opinions, and listen to feedback from your leaders.

Provide solutions: When communicating with leaders, not only point out the problem, but also provide a solution. This demonstrates your motivation and responsibility and helps leaders better understand your perspective.

At the same time, it is also important to respect the decision-making power of the leader, and if the leader sticks to his or her point of view, you can try to work with them to find a mutually acceptable solution.

Seek help from a third party: If private communication doesn't resolve the issue, or if you feel like you're in an unfair situation, you can seek help from a third party. This can be the HR department, middle managers, or other authoritative and neutral people.

They can provide objective advice and advice and help you reach a consensus with your leadership.

Learn to Compromise: When there is a conflict with a leader, compromise is the key to solving the problem. Understand that everyone has their own interests and goals, and it is impossible to please everyone completely.

Reflect and learn: Reflect and learn from conflicts, regardless of the outcome. Review the entire process, think about your own behavior and performance, and identify areas for improvement. This can help you grow and develop and avoid similar conflicts from happening again.

In conclusion, head-on conflict with a leader is a common challenge in the workplace, but through calmness, understanding, communication, and compromise, we can find solutions to problems and maintain good working relationships. This not only helps in the growth of the individual but also in the development of the team.

You don't see the essence of the problem, the essence is that the operation room is too hot and needs to be cooled down.

I don't know what irreconcilable contradiction you said about whether the seal is sealed or not and this problem.

Theoretically, air conditioners can be installed as long as there is a place, and they can be cooled down as long as they are installed, and their effect is based on the actual environment. But it's always better than not pretending.

What are your requirements? Installing air conditioning will drop to 18 degrees??

Other exhaust problems, if you plan well, you can also list the renovation plan at the same time, there are many hotel operation rooms are not close to the window inside, they also have a way to solve it.

This is a question of thinking about work, there is no perfection in everything, only improvement. There is no best, just better.

First of all, you need to explain the cause of the problem to the leader, secondly, you need to list the solution, which should be realistic (the problem that the boss considers includes the budget), and finally make the transformation according to the plan given by the boss.

You can tell him what to do, and of course you have to say that his advice is good, but it doesn't work at this stage.

This is tricky, can you talk to the leader?

It depends on how the company regulates it.

If the company has regulations, you can't look at ** at work, and at that time, the leader told the employees according to the company's regulations that they would deduct their wages and educate them. If the employee's attitude is not good, deducting money is the way it should be.

If the employee's attitude is good, admits the mistake, and promises not to make it again in the future, the money can be deducted. Because the purpose of management is mainly to educate him, not to deduct that money.

There is a general rule in this matter that one person has to admit the mistake and if it can't be resolved, report it to a higher superior. Let them take care of it.

Shu Han Liu Bei is a native of Zhuo County, Zhuo County, Youzhou (now Zhuozhou City, Hebei Province) in the late Eastern Han Dynasty, and a descendant of Liu Sheng, King Jing of Zhongshan in the Western Han Dynasty. Liu Bei studied with Gongsun Zhan under Lu Zhi, and then participated in the suppression of the Yellow Turban Uprising. Together with Guan Yu and Zhang Fei, he has successively rescued Beihai Kong Rong and Xuzhou Tao Qian.

After Tao Qian died of illness, he ceded Xuzhou to Liu Bei. Liu Bei was exiled in his early days, took refuge in many princes, and later defeated Cao Cao in the Battle of Chibi and Sun Quan's alliance, taking advantage of the situation to seize Jingzhou, then advancing to Yizhou, and then capturing Hanzhong. In 221 AD, Liu Bei was proclaimed emperor in Chengdu, with the country name Han and the year name Zhangwu.

In order to avenge the revenge of Guan and Zhang, they sent troops to attack Eastern Wu, but Lu Xun burned the company camp in Yiling, so the defeat greatly damaged the vitality of the Han State. In 223 AD, Liu Bei died of illness in the White Emperor City at the age of 63. In later generations, there are many literary and artistic works with it as the protagonist, and there is Zhaolie Temple in Chengdu Wuhou Temple to commemorate.

If you use it, just do your job at this time, and don't get involved.

I don't think you should shy away from it, you should find a plan that has both the best of both worlds, and take care of the face of the big leader and the direct leader at the same time, so as to win the opportunity to perform, which can be beneficial to your own salary increase and promotion.

If there is a conflict between the big leader and the direct leader, we should avoid it, because the dialogue between the two has no effect on us, but the leader does not want us to be in this scene at this time.