New Leaders Grow Up To See Leaders

The lack of vocational education is a problem in the whole domestic education. From the same school and family into the big melting pot of "company", the newcomers need to know that "company" is no longer the "small unit society" before. It is a profit oriented structure guided by the market, and also an environment full of competition, both external and internal.

But it is useless to condemn China's education system. Enterprises must take up the education of this kind of professional pformation, so that a graduate can pform from a school person into a company member.

However, I also object to the kind of metaphysical things that many companies are doing in military training and getting off the bus. Our aim is not to train people into a mold through military training, nor to labor education and ideological pformation through the next workshop.

A team is a group of people with different personalities, which has a common goal. It allows members to have different ideas. It needs cooperation rather than grinding edges and corners.

Therefore, as a leader, the first thing that needs to be delivered to a new person is the organization's goals and values. No one wants to do things in a muddle.

I will try to explain to all the newcomers, even in the process of interview, as far as possible the goals and values of our team. This is one of the ways of selecting people. It is also conveying a message to the newcomers. In this group, what is the purpose of our work, why we work, and what kind of behavior is encouraged and what is not allowed.

Most of the jobs I choose, I respect new people's choices.

Under the premise of "interest and counterpart", what we have to do is to tell the new person the code of conduct of the organization.

Of course, this requires that the organization first be an excellent organization. If the organization is not excellent, full of bureaucracy and lack of spirit of struggle, it is hard for you to expect a new person to do what you think "excellent" because bad habits are easy to infect.

The atmosphere of an organization is precisely the reflection of leadership style.

A company or a department must assume full responsibility for its culture and leadership.

Leaders must be passionate about their work. If leaders are muddling along, they can hardly expect to infect their colleagues and people with enthusiasm.

Although not every leader has the charisma of a leader, at least, he can clearly tell the company's requirements to new people.

People's work motivation is totally different if they have requirements and no requirements.

Some companies have a mentoring training system, which is a good way.

"Shifu" is usually a senior member of the company, or an excellent employee, who can effectively and positively convey the company's information to new people, so that new people can understand the rules of doing things in the company, and also enable them to gain immunity to negative information.

Whether a company can train new people is excellent or not, so we can see the turnover rate of new employees in the first year.

In some chaotic management enterprises, the rate of loss is sometimes close to 100%. But can you put these loss responsibilities on the newcomers' performance? It's very difficult to be persuasive.

The new person is a piece of white paper. They do well or badly. They are fully concerned about the management and leadership of the company, and how to reduce the wastage rate is the embodiment of leadership.

However, from the perspective of a new person, we must not regard "bad leadership" as an excuse. It is often easier to find people's shortcomings than to find them.

The first step for a new person to enter the workplace is to choose the right company and find a truly powerful company, not to see what the company says at the job description meeting, but to see how it does it.

It is impossible for an enterprise to have no shortcomings, but it depends on whether you can tolerate such shortcomings and whether you can identify with most of the culture of the company.

Although finding jobs is becoming more and more difficult, finding the right job is still the most important thing.

To make a salary and turn yourself into a person you don't like is like losing your job.

Therefore, prior to entry, it is best to know more about the business through friends or other channels. Is the company really as good as it advertises?

New people are easily moved by the company's magnificent rhetoric, but the truth of the company is often not.

The culture of an enterprise depends on whether its employees, whether they are happy or not, whether they really work hard for the enterprise.

Because their mental outlook is actually your future mental outlook.

As a manager, I also understand the phenomenon that most companies deviate from the real culture and values. Idealism is often assimilated by complex society like enterprises.

But a truly great and great company must maintain the essence of innocence, and success often belongs to such a company.

The decline of most enterprises seems to be in the market, actually in the decline of culture, forget their values and cater to the common customs, often the beginning of decline.

Therefore, it is the first step to choose the company carefully. The second step is to make up our mind to fully consider the difficulties and face the real and cruel workplace.

The workplace will not be beautiful, new people should have this psychological preparation.

Of course, a good leader will also make such a "prevention" for a new person. A good leader is not how to flicker new people, how beautiful the prospect is described, but to tell new people that the road to success will never be a smooth road. The most important thing for a new person is not to unrealistically yearn for a bright future, but to prepare for it. In the future setbacks, we must maintain a good attitude and encounter negativity and overcome it as a test that we must face in the way of growth.

And leadership is such a new mentor, he needs to give a relaxed environment for employees to develop, but loose does not mean laissez faire, he will still let employees in the competition, in all kinds of setbacks will grow up. Leadership is such a person, let employees understand what to do, how to do, and inspire them!