The previous course was
I believe that most people may not have much knowledge and understanding of psychology or this course before they have taken it. They just know that everyone's personality is different, but they have not explained it systematically. In fact, people's hearts are very rich and complicated at the same time. If you don't understand their personalities, you will often do bad things with good intentions. The course also mentioned how to effectively authorize and de-authorize. This is often used in management. A person's ability and energy are limited. How to achieve the goal effectively must be completed by a team. At this time, effective authorization must be carried out according to different situations. In the past, we only reserved authorization when appointing or notifying, regardless of the wishes and abilities of team members. It often fails to achieve the expected results.
Through teacher Chen's explanation, we know: authorization and anti-authorization, and we need to establish an authorization mechanism in the process of authorization. For example: authorization (professional skills), performance appraisal, merit award, etc. Due to the single authorization, only team members are introduced, but there is no follow-up in the process of achieving the goal, and encouragement is given after achieving the goal.
In the process of authorization, the role of manager may appear as a coach. At this time, how to become an excellent coach is also worthy of our attention. First of all, we need to set an example, go to the scene, listen and observe. . . Finally, we should give consistent support and feedback.
Any manager or leader must do this, because employees need your listening, employees need to be told, employees need your trust, employees need your assistance and guidance, and employees need your encouragement. If I always hear what you are saying, but I can't hear any complaints from employees, I can't get your trust, and without your assistance, I believe that any employee's mentality has changed, and at the same time, he has lost his enthusiasm for work. Not to mention finally getting your inspiration.
These are relatively difficult to do. Managers are also human beings, sometimes because of their personality, and more importantly, their cognition of the situation forms subjective judgments.
At this time, it is necessary to reflect on how to communicate effectively with people (communication objects) and finally achieve the goal. First of all, we need to pay attention to several points: identify with emotions, encourage, identify with opinions and ask questions. . . Correcting me mainly depends on communication goals and communication atmosphere.
In the process of communication, when employees are on the defensive, we should adjust the atmosphere and encourage employees to say what they want to say with more listening strategies such as identifying feelings and opinions. When employees support us, we should use more strategies, such as informing and guiding. Promote the realization of communication goals. Of course, the development of events is often not fixed. At this time, as a manager, we should adopt different communication strategies according to different situations.
A good communication should first set goals and planning strategies, then choose the best communication starting point, and finally evaluate and adjust the communication process. In the process of communication, you need to keep asking your questions and ask smart questions at the same time, so as to get twice the result with half the effort. And effective management is mainly based on effective communication.
Finally, I quote a teacher: the ultimate goal of communication is not only to achieve your goal, but also to maintain each other's dignity, while maintaining friendly relations and building mutual trust.