A week ago, the company made a resolution: Yi Zhi was promoted to deputy director of the department because of his excellent work performance. Although there was no news of this internal promotion before the release, everyone felt reasonable. Everyone is excited about Yi Zhi, and one of the great achievements here is attributed to the department director Yi Zhi Bole. It was his strong recommendation that made Yi Zhi promoted to management so quickly.
After the promotion, Yizhi worked harder and became more mature, while the supervisor was relatively bleak. It is even more reported that Yizhi will have the opportunity to replace the old manager who retired at the end of the year. Just a few days after the news came out, Yi Zhi began to feel some mysterious changes: his supervisor, who had been very supportive of him, deliberately opposed him recently, with a somewhat indifferent attitude, and spoke ill of his character in front of the manager. Yizhi is certainly unhappy. He knows that the supervisor is jealous of himself because of his excellent work, but he doesn't want to affect his work because of the supervisor's personal reasons. what should he do ？
If you can't explain clearly, you can't explain clearly.
[Shen Yan, Master of Business Administration of Sun Yat-sen University, Director of Business Administration Center of Guangzhou Rhine College]
Yi Zhi is confronted with problems that every professional will encounter. Any organization needs absolute stability, which has already constituted a relative balance point. When some outstanding people show their outstanding talents and get promotion and salary increase at an abnormal speed, they undoubtedly break the balance of the organization; And then changed the environment in which he would work in the future. In this case, the two options given, that is, "adding fuel to the flames and intensifying conflicts" and "low mediation and peaceful coexistence", are not the best choices.
Here, I would like to make the following suggestions to Yi Zhi:
1, calm down and analyze the reasons;
"Three men make a tiger", Yi Zhi's troubles are not based on real evidence (taking over as manager is just a rumor; The director's opposition and indifference to himself may be a matter of his own feelings); Even if it is true, you might as well put yourself in the other's shoes: it is a natural emotion to hate the promotion of people like yourself; For an individual, the hardest thing is to deny that others are better than themselves. People who see their choices may surpass themselves, and for a while, no one is interested. It stands to reason that the director's behavior is beyond reproach.
2, analyze their own capabilities and resources, clear positioning;
Being a manager of a company is not a simple matter. Easy to get to management in less than a week. Management and practical work also have different requirements.
Undoubtedly, the basic reason for Yi Zhi's promotion is his excellent practical talent. However, we can't deny that it is the support and help given by the supervisor and colleagues in various aspects that enables Yizhi to give full play to its advantages-to implement its own good strategies, so that the company can walk in the forefront of its peers and get promotion opportunities.
Modern organizations emphasize teamwork and competition. Among geographical location, weather and human harmony, the word "human harmony" is the most important word for modern managers. Even if Yizhi is qualified for the position of manager and succeeds in this position, he still needs the full help of his former supervisor (as can be seen from the article, the supervisor is not an immoral and incompetent person) to lead all employees to fulfill their company obligations.
Therefore, the first thing Yi Zhi should do is not to be confused by all kinds of rumors, but to objectively and calmly analyze whether he has enough governance ability and assume the position of manager with resources (including internal resources and external resources of the company).
3, open and honest, the team wins three;
The success of professionals depends on communication 75% and stupidity and ability 25%. Facing the indifferent attitude of the supervisor, Yizhi should take an active and automatic attitude and communicate with the supervisor in a panic. Find a suitable place to talk, choose a good time, and create a casual and natural atmosphere during the whole conversation.
First of all, I sincerely thank my tutor for his help and training. You are not a grateful person, and every progress you make is inseparable from his cultivation. Sincerely point out your shortcomings and deficiencies, and hope that he can continue to sponsor you.
"If you can't explain it clearly, you can't explain it clearly." Good communication often brings unexpected consequences. Frequent artistic exchanges can help you build a harmonious working environment, which is also a necessary prerequisite for your career success.
Where does real leadership come from?
[Name of Kelin Consulting (China) Company Employee Wang Pohe]
Dr. noel m. tichy, a world-renowned expert on leadership change, former chairman of Crotonwell Leadership Development Core of General Electric Company and listed as one of the most talented management giants in the world by Trade Week, said, I believe that the success of any public institution or enterprise organization is due to having as many leaders as possible at every level of the organization. Dr. John P. John P.Kotter, who led and changed the world's first prestige, organized 14 formal seminars after many interviews with current executives and relevant investigations and analysis. He concluded that the ancient enterprise organizations lacked proper leadership, and this shortage was very serious.
The rights given by real leaders and organizational positions are very different. Former US President Truman understood leadership as "leadership is to make people do something they don't want to do, but they will fall in love with it afterwards", in other words, it is an influence. When our career is on the rise and enterprises give us more and more responsibilities, do we really have the leadership as a team leader? Can we overcome the team problems we encounter by cultivating real leadership?
Conceit is the first factor. Peter's principle shows that anyone in an enterprise will be promoted to a position that he is not qualified for. A wise boss may be such an example. After years of hard work and continuous improvement, the supervisor of a branch has achieved the position of supervisor. In management science, we often negotiate that as a boss, we must cultivate our subordinates, because only subordinates can assume their own responsibilities, and the supervisor can be promoted, because successors must be cultivated before promotion, otherwise the general manager will not be promoted even if an employee has a good quality, which is for the sake of adhering to the overall situation of his own system.
In fact, the cooperation between departments is based on such a basic idea. As a subordinate, you should strive to support and promote your boss, so that your boss can get good performance and promotion, and your subordinates can be promoted accordingly. Moreover, the boss must work hard to train subordinates, because subordinates must have enough ability to be competent for the boss's current position, and the boss can be promoted smoothly. So, under such a fundamentally driven condition, your fate is stagnant? Don't be stupid until you get promoted. The first thing a wise man should do is to be confident. He is confident that he got to this position by his own cleverness and unremitting efforts. Because the supervisor promoted himself, there is absolutely no need to think that he should submit to humiliation and affect his performance.
Generosity in leadership refers to a mentality that objectively does not care about subtle gains and losses. Leadership is a charm. How did Apple's situation get worse in China? This charm can help you to be responsive in a team. Leadership and charisma are very similar. Since it is personal charm, generosity must be an important part of it. Because the supervisor is unhappy and incomplete because he is jealous of himself, this is alarmist, because time itself can solve the problem. The director of a branch even made some incidents to infringe the image of a branch because of the psychological imbalance in the role change. However, all this will soon pass. Once upon a time, this psychological imbalance will soon dissipate if it is treated calmly. However, if Yi Zhi retaliates against his supervisor, it will delay the solution this time, instead, it will turn small things into big things, and finally disappoint other people in the company who were optimistic about Yi Zhi, which will easily make his team distrust him.
Effective communication is the main tool of performance leadership. In the current distress of a branch, if it is decomposed layer by layer, there is actually no threat and harm. First of all, the further promotion of Yizhi seems to have been recognized by the whole company. Even if someone says that he has a bad character, he will eventually become a lie, because the rest of his colleagues know him and his outstanding performance in his work. Secondly, Yizhi's promotion is not like personal problems, such as the boss's incompetence and lack of strength to promote himself, thus prohibiting subordinates from taking over. On the contrary, in the resume management module, he has been able to make a firm comparison with his boss's promotion opportunities. In this way, the only problem at present is the interpersonal relationship with the supervisor.
When encountering interpersonal problems, the best solution is effective communication. In detail, this old boss is jealous of the rookie subordinates. In fact, it is often because the two did not communicate well after the new role exchange, so both sides did not adapt to the new team role. When the weak role in a team rapidly rises to the strong role, he must communicate with others as soon as possible and first, preferably informally. (Cai Chunzhi)