Xiao Wang, born in 1990s, works in a small company with three functions: human resources, administration and public relations. Everyday things are complicated and hard, but what is more tiring than this is mental fatigue. The boss is always changing day by day and has a bad temper. He likes to criticize and deny people. He felt very miserable and wanted to resign. He plans to go to a big company next year.
After the coach's conversation, Zhang Huai combined situational leadership with disc analysis, and thought that the boss of the company was a typical D-type personality, while Xiao Wang was an S-type personality. The boss of type D personality is direct and strong, and some are "hot-tempered", while Xiao Wang of type S personality is peaceful. Although Xiao Wang likes learning very much, he is also more motivated, but his professional level is not too high. In the case of heavy workload and busy affairs, it is easy to lose focus, which directly leads to "emotional outburst" and unpleasant "collision" This happened more than once, which finally gave Xiao Wang the idea of leaving his job.
In the whole process, Mr. Zhang Huai applied the principles of DISC, situational leadership and management communication. Through the coach's dialogue, he basically clarified the students' personality characteristics, work status and development needs, and also confirmed a common phenomenon: personality, relationship and communication style.
Everyone gave a lot of good suggestions to Xiao Wang who wanted to leave his job. In the spirit of being responsible for the enterprise and employees, according to the requirements of the T+C action mode coach, Teacher Zhang Huai made the following suggestions to Xiao Wang:
"I believe you can still continue to work in this company. It is very important to improve your adaptability, maturity and professional level.
At present, your career ambition is not high, but you just want to have a guiding leader. The biggest problem is that the proportion of business owners who adopt this leadership model in China is not high enough, and bosses also need to learn.
The best way is to talk to the boss, explain your thoughts, communicate frankly, and find the best communication mode and guiding learning mode for each other. Through frank communication between the two parties, we can find out where the current communication mode needs to be improved, care about each other's needs and find a reasonable solution.
If we can change this situation, it will be good for both sides and for Xiao Wang's future development, so as to avoid frequent job hopping. These conclusions are based on her disk behavior analysis and situational leadership theory.
Xiao Wang thinks that Mr. Zhang Huai's analysis is correct and puts it into action under the guidance of Mr. Zhang Huai.
Teacher Zhang Huai said that he took part in the discussion because he wanted to know more about the characteristics of the post-90s era and found that these theories and principles are still very valuable.
Both bosses and executives should understand that post-90s employees care more about the working atmosphere than the salary! If the appropriate leadership model can be adopted, leaders need to become "coaches and mentors" in a universal sense.
After years of research, Mr. Zhang Huai summed up five working modes of tutors, and developed the "Tutor Training Plan" course and tutoring project, which I believe can give more help to entrepreneurs and senior managers of enterprises.
So much for the workplace cases shared in this issue. Friends who are interested in workplace topics can pay attention to our headline number or our official WeChat account Chuanghun. There are more dry goods waiting for you to pick up.
Attachment: Zhang Huai's background introduction.
Teacher Zhang Huai has 28 years of working experience, and has accumulated cross-industry working experience in mining, coal and electricity, real estate, electronics manufacturing, home business, IT business, financial services, training and consulting services, and accumulated rich experience in enterprise management, especially in human resource management and management leadership. He has served as the general consultant of talent development projects in large central enterprises, and can deeply understand the business operation and management characteristics of different systems and industries. Pay attention to investigation and study, keep learning, be good at infiltrating and closely combining theoretical knowledge with practical work, not only impart practical knowledge, but also be grounded, so that students can not only learn theoretical knowledge, but also improve practical work skills, which is very popular among students.
Since Mr. Zhang Huai entered the training consulting industry in 200 1, he has been praised by the industry as one of the teachers with the highest stability of course quality, one of the most pragmatic and grounded trainers, and one of the few management training expert teachers who integrate training, consulting and counseling.
Over the years, Mr. Zhang Huai is also a Fortune 500 company, such as China Southern Power Grid, State Grid, China Resources 999 (Medicine), China Bank, China Construction Bank, China Merchants Bank, Postal Savings Bank, Shenzhen Kaiyike Logistics Group, Zheng Da Group (Agriculture and Animal Husbandry), Hisense Group, Midea Group (Electrical Appliances), Dongfeng Honda (Automobile), Guangdong Tobacco, Hua Gang Gas, China Shipping Real Estate and China.
Teacher Zhang Huai has been paying attention to industry investigation and research, and has established industry databases and case bases in the fields of financial banking, real estate construction, electric power, electronic appliances, automobiles, communications, tobacco, IT technology and e-commerce. In recent years, she has increased research and training consulting services on Internet, e-commerce, BAT benchmarking, coaching technology, equity incentive, OKR, points system, internal entrepreneurship, amoeba management and other aspects, and devoted herself to the Internet era.
Teacher Zhang Huai adopts the model of benchmarking research+industry research+case teaching+coaching+consulting service to provide enterprises with comprehensive innovative solutions such as human resource management solutions, leadership development project plans, coach and mentor training plans, OKR target management plans and equity incentive plans.