How to judge the level of a manager by observing what details?

Respect, a level manager, must know how to respect others, especially their own subordinates. The details include: During the meeting, I will listen to my colleagues and then express their opinions.

It is not that as soon as the other person speaks, as long as he feels that the other person is not right, he immediately interrupts and corrects it, or when the other party speaks, he is impatient and eager to express his thoughts. Respond to the work done by others in a timely manner. Some leaders, after receiving the plan, neither said it was good nor bad, and did not comment in short.

He thinks he is holy, and lets others figure out his thoughts every day. In this way, colleagues do not get any feedback, which can greatly affect the motivation of others.

My work content is mainly in the field of funding, and the leader has never been in contact with this section before, especially financing, and I am completely unclear about how to design a plan and how to coordinate with financial institutions. But that's not a problem! The leadership has a very high emotional intelligence, which can mobilize my enthusiasm, and there is also a good interaction with various financial institutions, which is very comfortable to do.

Therefore, the business level is not enough to judge the level of a leader, so what does the character look at. Liability. In "Journey to the West", Tang Seng sang a song:

Send you to death, and I'll take the blame. This is the true meaning of the art of leadership, and it is necessary to give employees lightning resistance. Again, take me as an example.

The capital work involves many departments up and down the company, and there are many unpleasant places. Employees at the business level like me must have offended a lot of people, and when the leaders came to other departments to 'ask for guilt', they all helped me carry it, and explained that this was what he meant, and it was also the financial requirement of the group. Of course, I'm not stabbing Lou Zi, it's just that there are some disputes over business, and the leader is willing to come forward to support him.

But that's enough, and only by working under a responsible leader can you be able to focus on your business without thinking about personnel relations and so on. And whether the leader has responsibility and responsibility, this is easy to understand.

A good leader must know how to connect the personal goals of team members with the goals of the organization, which is conducive to unleashing the potential of the team. If you really help them grow and improve, they will naturally embrace you, and more people will gather with you to form a rope and forge ahead. For example, this year's performance requirements should be increased by 60% on the basis of last year, which is a very difficult task for most teams, many leaders will use the expansion of the team, through the crowd tactics to obtain, but this for the original employees, the simple crowd tactics, undoubtedly cultivated countless internal competitors, it is likely to divert their resources, hit their self-confidence, but also make the old employees feel lost and abandoned, which affects the work attitude of these old employees in the future.

Which core old employees are communicated one by one, and the old employees are divided into three categories: management reserves (team management intentions), elite teams (radical business potential), normal personnel (average ideas), and different training and incentive methods are designed for each other.

Whether it is on campus or in the workplace, encouragement is very, very important, and a boss who is stingy with praise is not a good boss. The benefits of praising a subordinate are very, very numerous, first of all praise is free, and yes, don't be surprised, it's a real benefit. In addition, praise is easy to set a natural example in front of the rest of the team.

Praise can make people feel happy, imagine who likes to be scolded first when they go to work every day? In addition, praise can make the team atmosphere appear very friendly and everyone on the team will be very comfortable. So encouragement and praise should be a basic thing for a manager, no one likes to see their boss with a black face every day, if you think it's cool is wrong, it's not cool at all, but it will attract subordinates to discuss, the result is to hear people discuss in the pantry:

Hey, what do you say is wrong with our leader, with a black face every day, as if we owe him millions, is it necessary? So encouragement and praise can be regarded as observing the professional quality of a leader.

In a good team, fairness is very important, of course, resources are limited, and there is no absolute fairness, but the role of managers in this is to try to be as fair and consistent as possible so as not to let the scales fall. This insignificant thing is actually very, very important for the development of the whole team. This is an era of win-win cooperation, if a team does not even have basic fairness, how can it be a win-win situation.

So, if you look closely at whether your boss is willing to maintain this fairness, you can see if your leader is really capable.

As a non-senior middle manager, when I say a few things that I always pay attention to and remind myself of others, when I finish the task and confirm, I ask, "Do you all understand?" Or "Did I make it clear?" When holding a meeting (especially a meeting with a negotiating nature), whether to rush to the front first and set the tone like a mountain of instructions, or to listen to the speeches of subordinates in different specialties and then summarize and close the decision; whether they often give lectures in groups or talk individually; When speaking, whether it is an eight-strand dot pepper sprinkle, or can you conduct in-depth analysis of key issues and put forward plans that can be implemented by subordinates; Whether there is overall control at the wine table, everyone on the table can take care of it, even if it is the inconspicuous driver of the other company.

I will briefly say two points: listen, whether you can listen to the speech of your subordinates, do not express your opinions before listening, and whether you can finish the speech calmly and forcefully. Of course, there are people who appreciate the speakers who convey positive energy, or the doers who lead the way.

But the essence of management is to make people do their jobs well. Ability to have a positive impact on the entire organization. For most entrepreneurial leaders and managers.

Steadiness is still a necessary subject that has not been learned.

Never easily negative attitude towards other people's work results and past performance. And he's a motivator. There is also an iron law.

It is the person who is the manager who completes the work task through others. Therefore, a good manager must be a master of interpersonal skills. If the interpersonal relationship of the manager around you is very poor, then the level of the manager must not be very high.

Does your boss only read the names of your members one by one during meetings, and doesn't usually say it? Or do you usually like to mention everyone, and even sometimes put different nicknames for everyone? As a boss, it is appropriate to show majesty in front of subordinates, but everyone knows that there is no problem with majesty during working hours, and many bosses also like to go to their department colleagues in the tone of a leader after work.

This is a very bad habit and practice, and it is the most uncomfortable thing to only pronounce the name when the meeting is held, and usually not say a word. Who doesn't want their boss to be able to mention me, mention me, and remind me all the time?

A good manager plagiarizes the performance of communication.

In terms of coordination, planning and integration, decision-making and execution ability, training ability, etc., in order to understand the situation of employee interaction within the organization and listen to the voice of employees, a manager needs to have good communication skills, among which "good listening" is the most important. Only in this way will subordinates not be alienated or afraid to put forward constructive proposals and needs, and managers can also know whether their communication skills are successful through the sense of identity, understanding and empathy of subordinates.

Managers should be keenly aware of the emotions of their subordinates, and establish channels for dredging and catharsis, and do not wait until the confrontation deepens and the contradiction expands before rushing to deal with and resolve it. The planning ability of managers is not focused on short-term strategic planning, but on long-term planning.

In the era of democracy, although many things are appropriate for collective decision-making, managers often have to make decisions independently, including assigning work, coordinating manpower, resolving employee disputes, etc., which often tests managers' decision-making ability.

Managers inevitably want to have a strong work team, so cultivating excellent talents has become an important task for managers. There is a saying that goes like this: "A leader will not build a business, but he will build an organization to build a business."

According to this statement, the prerequisite for being a manager is to have the ability to build a team in order to further build the enterprise. But no matter how complex and varied the role of a manager is, earning the trust of employees is the first condition.

A good manager can better allocate all the resources of the company, including money and materials, but also people, and a good manager can better stimulate people's desire for development and self-expression ability.

To have professional management ability, to be worthy of the boss, to be worthy of the staff.

What are the characteristics of a good manager?

A manager is a person who directly supervises and directs the work of others in an organization, and who has the responsibility to contribute to the organization through his position and knowledge, and thus has a substantial impact on the organization's ability to operate and achieve results. The modern view emphasizes that managers must be accountable to the organization, not just power. The counterpart to the manager is the non-manager.

Qualities and abilities that a qualified manager should have:

1) Calm but not indecisive.

Good managers are calm, good at considering multiple aspects of things or the various stakeholders involved in the problem, and are not easy to act impulsively.

Good managers are calm but not indecisive, and they tend to make decisions or articulate their opinions after careful consideration.

Managers with this characteristic tend to be able to handle things or problems more appropriately, and at the same time help to form good interpersonal relationships.

2) Work seriously, but do not strive for "perfection" in everything

Great managers know that business is not the same as research. Scientific research focuses on the pursuit of rigor and excellence; The focus of business is on the pursuit of efficiency and input-output ratio.

Great managers are very conscientious, but they also know very well what needs to be "perfect" and what is "almost fine" (to meet the basic standards).

Managers with this trait tend to be able to "get things right" and create value more easily than the average person.

3) Pay attention to details, but don't stick to small sections.

Excellent managers are good at paying attention to the details of things, and are good at paying attention to the people and things around them. They are good at grasping the crux of the problem and "nipping" the problem in the bud.

Great managers are good at paying attention to details, but they don't get too caught up in the details and don't care about the slightest mistake or mistake of others.

Managers with this characteristic tend to be able to significantly reduce the occurrence of "problems" and keep their daily management work in order.

4) Negotiate and arrange work, and never give orders.

Managers are not "overseers" who call the shots. A manager who can make his subordinates take the initiative to "follow" depends on his or her personal charm and leadership, rather than the "power" in his or her hands

First of all, you have to influence others, you must be influential, and then you must exude your own charm, you can attract people, you can also unite people's strength, you must have personality charm in the future, you must have affinity, and you must have the execution of the work Qing Zaihong, when the leader is not simply to arrange work for subordinates, you must control the staff, and then you must let the employees be loyal to Qi Bi self-answer, if a leader is very popular with the staff, and the staff mingle, it means that the level of the manager is very high.

The level of a manager can be judged by the manager's expression, the performance of the manager in dealing with sudden and old things, the details of the manager's handling of people, the manager's ability to manage subordinates, the manager's caution when dealing with work problems, and how efficient the manager is.

It can be judged by the character of the other party, by the management method of the other party, and by the decision-making of the other party. You can judge the attitude of the other party towards the employee through the chain. It can be judged by the other person's thinking pre-talk.

Through the manager's usual leadership, as well as the consideration of employees, the company's development, the problems that arise during the management, and the strategies formulated, these details can be used to judge the level of the manager.

Many job seekers choose a company because they want to follow the pinnacle of that company's manager's career. However, many people do not know how to judge the level of a manager, and cannot accurately find out their ideal manager. In fact, in the workplace, we can observe some details to judge the level of a manager, and the specific methods are as follows.

1.Ability to handle emergencies

The level of a manager can be judged by the leader's ability to deal with emergencies. As we all know, a person's ability to deal with emergencies can tell a series of other abilities of that person, such as crisis awareness, improvisation, and problem-solving skills. These competencies are the key factors that determine the level of the leader.

Therefore, when a manager can calmly deal with emergencies, the level of the leader is at a high level.

2.Talk about vomiting

Many times we do not have direct contact with our managers, and only by chance can we have some opportunities to judge the level of managers. I believe that many people start with managers from meetings, so the meeting has become a small detail for us to judge the level of a manager. When a manager can talk eloquently in a meeting, clearly determine various planning frameworks, and be familiar with and analyze various pros and cons, then the manager's level must be relatively high.

3.Appreciating talent

The reason why a manager can become a manager is because he can appoint people and let everyone play their own strengths and strengths in their own positions. If a manager can appreciate different talents through some small things or achievements, then the manager must have a higher level of management, otherwise, the level is not enough.