How to lead a
TEAM?
1. Use more advice, less
orders
Jack Welch said, "Management
is to communicate,
communicate, and then re-
communicate."
1. Use more advice, less
2. Hearing the voice from orders
employees
Jack Welch said, "Management
All human all have strengths
is to communicate,
and weaknesses.
communicate, and then re-
communicate."
Leaders need to know it is common for
employees to complain, and do not regard
their dissatisfaction as having issues with the
company or even you, or a manifestation of
not loving the company.
Leaders need to understand well what
employees thinking, which is highly
conducive to the company and leading the
team.
Listening is of paramount importance, especially
listening to employees' voices and complaints.
Leaders can also ask staff about their opinions
and suggestions, let them get engaged and involved
in solving problems, so that the distance between
supervisor and subordinates can be shortened and a
sense of satisfaction can be rendered to employees.
1. Don’t be aggressive
Don't be aggressive, even if you have the truth in your hands.
Language is a double-edged sword that can hurt others
as well as oneself. Many people, while communicating
with others, like to use sharp words and act aggressively
to express their points, hoping to win over others in
language.
3. Don't be aggressive, even if you have the truth
in your hands
Language is a double-edged sword that can hurt
others as well as oneself. Many people, while
communicating with others, like to use sharp words
and act aggressively to express their points, hoping
to win over others in language.
As it is written in the
Gospel of Matthew, "Do unto
others as you would have
them do unto you."
4. Tolerate "arrogant" views of subordinates
It is normal for leaders and subordinates to have different
perceptions and opinions, and even some opposing views in their
daily work. But when a subordinate expresses a different opinion,
does the leader have to dismiss it?
Why is it that some leaders prefer to listening their
subordinates' opinions, but no one wants to bring the questions?
Why can't leaders embrace their subordinates' dissenting
opinions?
The first misconception
is that different opinions
are "opposing" opinions.
The second misconception is to regard
"opposing" opinions as "anti-yourself" ones.
"The danger of not allowing the general public
to speak the truth is even greater than a blocked
river."
Employees "words of truth" are not
necessarily insights but heartfelt words
Successful leader needs to be equipped
with great qualities, and be willing and
able to listen. What should listen?
Leader needs to create an atmosphere
characterized by "hundred schools of
thought" within the company.
Leaders and employees should respect
and trust each other, and give employees
the opportunity to express their views.
Be a good listener.
Listening to employees
is a wise thing to do for
managers, and not being a
good listener is the
biggest oversight for
them.
Learn to put yourself in others' position and think from
subordinates' perspectives
Managers take the humane way of thinking, then the
management process will be much more pleasant, which
not only makes employees happy, managers will also feel
relaxed.
What does it mean to put yourself in other's
position?
How would I encounter, treat and look at this
matter?
As the saying goes, "Treat others as you want to
be treated."
put people first and
invest in emotional
capital
Only effective motivation can stimulate
employees' working competence
Leaders are supposed to center on employees,
meet their needs for a sense of belonging and
achievement, listen carefully to and understand their
complaints, and make them feel that their self-esteem
and respect are satisfied by involving them in
decisions about the company's development,
working conditions and other important issues, so
that employees will take the company's growth as the
top priority and their morale can be boosted greatly.
Effective motivation should be based on
people. Generally speaking, the people-
oriented motive mainly manifested in these
aspects:
(1) To show the respect for employees.
(2) To show the trust of employees.
(3) To show the appreciation of employees.
(4) To show the understanding of employees.
(5) To show the support, help and care for employees.
Different ways of motivation on different
employees
Leaders should fully consider the
individual differences of employees when
motivating them, and implement
differential incentives.
Six types of employees in any organization:
self-expressive 1 2 Confident and independent
traditional and conservative3 4 realistic and stable
innovative
and learning 5 6 socially communicative
Five principles to motivate employees
1. create a sense of belonging and win the morale.
2. enhance employees' sense of identity through internal
party and easy dialogue.
3. put the welfare in place, solve the worries of employees.
4. pay attention to the construction of corporate culture, so
that employees and enterprises can share a common fate.
5. promotion incentives, provide employees with a broad
space for personal development.
Grasp the "life cycle" of motivating
employees
As a leader, before motivating employees, it is
necessary to understand the psychological needs
of employees and motivate accordingly so that
can get twice the result with half the effort.
First stage: learning engagement
New employees often want to get two positions in the first six
months of their arrival at the company.
1. do I have any development in the company?
2. How long will I stay in this job?
3. Can this job exercise my ability?
4. what kind of expectations does the company need from me?
5. What do the team members ask of me?
6. What's the culture of the company?
Second stage: value formation
Concerns of employees:
1. to affirm their role, position and
value in the company
2. to affirm their position among
colleagues and in the industry
Third stage: ability utilization
The part of the company's strategy, goal and strategy that is
related to the employee in the implementation process.
To encourage employees to make suggestions on the
company's development strategy, management process and
other issues.
Fourth stage: value promotion
If the managers give high appraisal to the employee and tell
them, it will be the best motivation for the employee.
Leaders should understand the psychology of
the employees, give them warm
encouragement in time, so that it will ignite
the employees' information network, activate
the employees' inner feelings and make the
employees clear the direction of their efforts.
If leaders provide hand in time, help
employees as they need or cheer them up,
it will undoubtedly make employees feel
the warmth of the big family of the
enterprise, so that face the setbacks
excitingly.
Emotional investment Is the lucrative unpaid
motivation
Ask the employees:
What is the purpose of work?
How can we solve this problem?
How can we make the employees obey the management
and be loyal to the enterprise?
Emotional investment focuses on expressing feelings to
employees and letting them see how much you value and
care for them, so as to win the favor of employees.
Emotional investment can stimulate employees'
enthusiasm for work and promote employees to produce
great creativity, which is difficult to be surpassed by any
kind of investment.
Emotional investment can be made at any times
out it is best to do it at the following moments:
1. When employees complete the work successfully.
2. When employees encounter difficulties at work.
3. When employees come up with ideas and express different opinions.
Best way for criticism and Accountability Focus
on behaviors not people
Criticism is a double-edged sword, which can
stimulate one's potential and obliterate one's
ambition.
Nothing can obliterate one's ambition than
criticism
Nothing can kill one's ambition than the criticism of boss.
Psychologists have found that the deepest craving in human nature is
praise.
Clever managers know this well, and they know how to appreciate and
encourage their subordinates rather than criticize them.
"If your boss doesn't praise you at all, you'll have to live on
your own wisdom. If you are naturally self-motivated, you
may survive for a long time without praise. However, most
people will soon feel tired and in the face of an environment
without praise, you may consider job-hopping.“
The top priority of my work is to make everyone enjoy the
time and be a pleasant journey in their career. With respect
to the helpless problem, our duty is to change the lines of the
corner of the mouth. - David Ogilvy
Try to be calm in the criticism
1. How do you deal with things like this?
2. Won't you take a good look at it and bring it back?
3. How stupid you are?
4. You do not think when you do things?
5. How many times that I have told you about this?
6. Do you want to do it? Get out of here if you don't.
7. What is the purpose of managers criticizing employees?
Clever leaders will control their emotions and criticize them calmly, even
if they are extremely angry before criticizing their employees.
Therefore, when criticizing employees, managers
must be aware of their emotions and try to be
calm. When you calmly point out the employee's
mistakes instead of scolding at his mistakes, it
will be easier for the employee to accept.
In short, when criticizing employees, you should
"think calmly before you act" rather than "criticize
angrily and then regret".
Therefore, leaders need to learn to control
emotions before criticizing their employees, and
try to be calm, which is good for others as well as
ourselves.
Allow subordinates to make "reasonable"
mistakes
Everyone makes mistakes, and so do leaders.
As a leaders, it is necessary to realize that if subordinates are
not allowed to make mistakes, then mistakes will always exist,
or even lead to bigger mistakes, which is very terrible for the
survival and development of an enterprise.
Leaders should learn to forgive and tolerate
mistakes that are "reasonable", such as
employees' incompetence and lack of experience,
which lead to mistakes made in exploration and
innovation, and guide employees to find reasons
from mistakes, learn lessons, and make
progresses.
In reality, some leaders do not allow employees to make
mistakes, thinking that employees' mistakes will increase the
cost of the enterprise.
The correct attitude is to allow "reasonable" mistakes to be
made. Only in this way can we dare to do exploratory and
challenging work, "gain wisdom" from "mistakes", constantly
sum up experiences and lessons, and gradually become
mature.
Words of criticism and reprimand should be
handled well
When clever managers criticize their subordinates,
they often choose the criticism rules of "soft
landing", such as compliment after criticism, make
oblique references and implication.
Leaders need to understand that the purpose of
criticizing employees is not to bring a blow to
them, but to enable them to correct their mistakes
and make progress.
Everyone is bound to make mistakes, even some
people with high positions are no exception.
Clever leaders know how to be modest before
criticizing employees.
Ingenious implication is more effective than
direct criticism
Blaming and criticizing employees in public can easily arouse resentment
and resistance. Ingenious implication criticism makes employees to be
awarded of their mistakes, so as to protect their self-esteem, employees
will be grateful to manager and sincerely correct their mistakes.
The most important feature of the implied criticism rule is that it has a
certain concealment, which well avoids the direct opposition between
managers and subordinates when criticizing subordinates, and avoids
causing embarrassment and unhappiness.
There are many forms of ingenious implication criticism which may be a
little more complicated than those in the previous case, but they can also
be used for references in management practice.
(1) Implying with stories
A smart boss borrowed a story which is euphemistically expressed criticism and made Mr. Hu take the
initiative to accept the appointment.
(2) Implying with jokes
An employee reflected to the leader that some colleagues were not quiet during the lunch break and
affect others to have a rest.
(3) Implying with anecdotes
Anecdotes refer to stories and legends that the common people know little about. Implying others
with anecdotes can not only increase the interest of criticism, but also make the criticized realize their
own mistakes. And through the innuendo of celebrity anecdotes, it can also make the criticized feel
proud.
"Carrot + Big stick" Let subordinates admit their
mistakes
In management, there is a famous theory called "Carrot + Big
stick".
Temper justice with mercy and the combination of hard and
soft tactics can better motivate and control subordinates.
"Never criticize without praising. This is a
principle that I strictly follow. No matter what
performance you criticize or who you criticize,
you have to find something praiseworthy to leave
behind the criticism. This is called 'criticizing first,
then praising'." -Mary Kay
Deal with the remedial work after getting angry
Leaders' anger is not only a way to vent their
emotions, but also a means to deter subordinates,
which can serve as a warning and punishment to
subordinates, which is sometimes much more
effective than gentle criticism.
Clever leaders can not be only a storm, but also
gentle rain, not only dare to be furious, but also
know how to deal with the aftermath in time.
Manager and team need continuous growth!
75 Quantile principle: Avoid the team getting worse
First of all, let's take a look at a case. The founder of a game company I tutored was the master of
technology. At the beginning of its establishment, he also was assigned as the technical director. This
product developed so quickly and turned out the demand for personnel gradually increased. Through
several years of large-scale recruitment, the number of staff expanded to more than 300 people. But last
year, the company made a new development strategy with entering a new business, and introduced a
group of professional personnel, all of them have strong ability in technology and management.
However, after a period of time, the management encountered such a problem: in the past few years,
the company expanded too fast and only focused on the number of employees, it did not emphasize too
much in terms of ability, the ability of the employees recruited in previous was generally weak and had a
great difference in the level of ability compare to new employees, and there was no intermediate layer,
which led to many work cannot be carried out smoothly, and the contradictions between new and old
employees were also gradually increasing.
The ability ladder cannot be built overnight.
Leaders need to plan ahead in the early stage of
team building.
75 quantile rule" means that in the process of
recruiting new members, it is necessary to ensure
the ability of new employees is higher than 75%
of the average ability of employees with similar
positions in the company.
In the process of implementing the "75 quantile
rule", managers also need to pay attention to the
following points:
1. Be sure of the basic abilities of members
2. Regular review
3. Foresight
4. If there are employees with obvious ability weaknesses in
the team, as leaders, on the one hand, they should pay
attention to the construction of the ability ladder of team
members in the future
Cactus: build an innovative team
The continuous development of a team, like a team’s
expedition, has to go through different external
environmental changes and competitive adjustments.
When the team is not yet large, you may be the
innovator, but as the team grows, it is difficult to
drive the growth and innovation of the whole team
with individual strength. What should the person
in charge do then?
This is the mechanism to encourage innovation
and the utensil to cultivate innovation.
1. The whole team should have a clear and shared goal or vision.
2. Give team members a certain degree of autonomy.
3. Be willing to take risks.
4. Team communication and assistance are flexible.
5. Culture of tolerance and security.
Setting employee by position or setting position
by employee?
Correspondingly, positions are set up by employee,
which refers to arranging a job for someone to
solve the work problem.
THE PRINCLES OF A LEADER TOWARD LEADING
AS A LEADER LEGEND ON HOW TO LEAD THE
TEAM ON NURTURING THE GOODNESS OF
MAN IN THE ASPECT OF PROFESSIONAL LIFE AS
SCHOOL HEADS
Thanks you and God bless.
References
