Cultivate Your Own "Leader Temperament"

As a business owner, you have your own company and your employees. First of all, you should understand that from the perspective of personality and natural person, you and your employees are equal, there is no difference between high and low. In this sense, you have no privilege.

Even the power of "reward and punishment" in your hands must be based on the premise of employee recognition. In the final analysis, it is unreliable. When employees stir up your squid, you will find that all rewards and punishments will be useless.

So, what do you use to reflect your boss's intentions?

Many bosses will invariably tell us the same answer: prestige.

Prestige is an objective social psychological phenomenon. It is a psychological factor that makes people willing to accept the influence of the other side.

Any boss should set his prestige as his goal.

Prestige enables employees to have a sincere heartfelt commitment and obedience to their bosses.

It seems that there is a smell of spiritual leaders. Practice has shown that when an organization's administrative leaders and spiritual leaders coincide, the combat effectiveness of this organization will be brought into full play.

When the two are different, ordinary people in the organization are more inclined to administrative leaders, and excellent personnel are more inclined to spiritual leaders.

How can we measure the prestige of a boss?

The author thinks that the following "four forces" are the main signs: 1, the charisma of the boss, the orders of the boss are executed, the orders are given out, and the prohibition is issued.

2, the boss should be a welcome role, so that employees can take the initiative to approach you, take the initiative to shorten the psychological distance, willing to show your heart and be willing to listen to your teachings.

3, influence, leadership, language, actions, manners, costumes and so on become employees' willingness to follow suit.

In particular, the boss's value orientation, way of thinking and code of conduct will have a decisive impact on employees.

4, cohesiveness and cohesion. Employees gather around the boss with a sense of belonging and are willing to accept the organizational structure with the boss as the core.

On the question of prestige, most friends have a bias towards prestige. Below are some common misconceptions. When you start your business, you must avoid it: 1, to take "coercion" as the mistaken belief. This is actually a feudal patriarchal system.

Some bosses believe that prestige is what I say you listen to, I make you do, do not violate, accustomed to using power to convince employees, and even "cattle do not drink water, strong head".

If there is a slight violation, we should use the punishment measures lightly.

This "prestige" is necessarily superficial. If you want to cultivate your employees' ability to play the opposite role, it will be a good way.

2, the misunderstanding of prestige is a kind of opposite view.

Some bosses act as a "good old man" type of role. They dare not take the risk of touching the interests of their employees, and in order not to offend people, they reach a certain degree of palliative accommodation.

But goodwill is not equal to prestige. Mr. Hao is not the boss of modern enterprises.

3, with a high reputation as a prestige, a good boss must have its own advantages, but this kind of excitability can only be concentrated on some sides.

A friend thinks that the boss always appears superior to his staff in order to establish his prestige.

In fact, this is unnecessary.

A factory director in Northeast China visited the workshop once, pointing out that the technology of a lathe was rough, and the worker was slightly dissatisfied.

The director of the factory changed his work clothes and went up to the bed to do a good job.

For a moment, the onlookers marvelled.

If this is the case, then it can be regarded as an example of establishing prestige in action.

Wrong is wrong in the factory director's words and deeds below.

Perhaps the company was so proud of himself that the director of the factory said, "the technology is not stronger than yours. Do I dare to be the director of this factory?"

This is not a bragging. As long as the car pliers are riveted, as long as anyone's technology is better than mine, I immediately give up the position.

"This gentleman understands his prestige as frivolous.

This arrogance is a feeling of extreme inconfidence. Obviously, this monarch does not have the nature and role of himself as a factory.

It is said that there is a good thing after that. The young worker wants to weld with this gentleman.

This is a laughing matter in the local business community.

4, with "preaching" as the mistaken belief in the prestige, a friend quoted Confucius's "near but unworthy".

He believes that prestige comes from a sense of distance. A boss should appear in front of the staff with a mysterious face.

This friend's words have some truth. People have no sense of security and belonging to the unknown, and these two are the basis of prestige.

In particular, when a boss is mysterious and mysterious, he will appear to be neither fish nor fowl for his majesty and dignity.

Never underestimate the judgement of an employee. To be mystifying is an expression of self doubt. It is a fool to people, and never a long way to get along with others.

5, with "preaching" as a mistaken belief, first of all, we admit that good expression is a good quality of the boss.

However, the so-called "words and deeds" must be lost, and words will not be trusted. Some bosses think one-sided speeches and speeches on various occasions will establish their prestige.

Conversation with one word will inevitably become a sermon.

Words are not many, but are able to hit the nail on the head and touch the hearts of the people.

A person who is good at expressing his opinions must first be a person who can make the other person willing to speak.

6, with the "perverse" as the authority of the erroneous zone, people with shortcomings and mistakes are more likely to win the respect of others.

Many bosses tend to be defensive. They know that they are wrong, but they do not allow their staff to discuss and oppose.

This is a kind of "vanity" mentality. When this vanity rises to a paranoid degree, it will show a kind of nervousness.

In fact, this kind of surface "rigid" is precisely the innermost feelings without "rigid", lacks the courage the performance.

Adler, a famous psychologist, said: "from a person's way of looking at others' mistakes, we can see whether he is lenient, and judging from his wrong way, he can judge whether he is independent and strong."

We often say, "people who are responsible for personal behavior are qualified people."

The person who can take the initiative to take responsibility for corporate group behavior is a good boss, a leader with a leader temperament.