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A Critical Supervisor.

2011/6/22 10:44:00 54

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The correct encouragement is mainly based on positive encouragement.

To avoid "one or two sentences, a lot of suggestions".

Chinese people often see things in a negative mindset, so when they teach children or ask subordinates, they often appear "anti incentive", sometimes it is not just too strict requirements, but also supervisors.

thinking

Ideas, attitudes and language problems.

A department head complained: yesterday's meeting, you criticized a certain department too seriously. The director was very sad and resigned to me. Could you please pay attention to your speech and not be too sharp? I was puzzled by the words. I was very satisfied with the Department's report. Why would there be severe criticism? The director of the Department told me that there are only two sentences in your positive affirmations, but the subsequent proposal has been talked about for five minutes. All the suggestions represent the current deficiencies. Is that not criticism?

I finally realized.

I think of a conversation with my daughter.

Once a little girl took it.

School report

Let me see, I said, "why is it so bad? Only 70 points."

The little girl looked innocent. But did the teacher say that I had made progress? Only 65 points last time. Is progress not good? I have to shut up.

When my daughter went abroad to study, she told me that the biggest difference between China and the United States is that China uses absolute standards and the United States uses relative standards.

In the same case, 70 points of American teachers will say yes and progress.

But in China, parents will say, "people's first place is 90 points. How do you get 70 points?

The teachers in the United States continue to use positive encouragement to guide students to get better gradually. The girl also tells me that in America, she often listens to her teacher's words: "Good Job (well done)!" at any time and at any time, American teachers constantly praise that American students are gradually coming out of their self learning path in constant encouragement and affirmation.

I admit that I am Chinese, and I am accustomed to the absolute standard of things.

To see 70 points, what I want is not progress, but how not 80 points and 90 points.

Because it is better to think after good, so my argument for that department is inevitably "one or two sentences, a lot of suggestions" to the ears of the parties, of course, dissatisfaction is greater than recognition, frustration is greater than affirmation, shame is greater than reward, I am the standard "anti incentive" supervisor!

"Anti incentive" is a new topic of leadership. Everyone knows that motivation is a compulsory course for supervisors. However, no matter how many incentive courses have been taken, if a basic attitude towards motivation is not understood and the basic attitude towards evaluation is wrong, many incentive behaviors will become "anti incentive".

Many executives do anti incentive things every day. They are self righteous, but they constantly attack their subordinates.

An important principle to avoid counterincentives is to use "relative standards to see progress" and not to use "absolute standards".

Americans look at progress with relative standards, so they will always say "at any time".

Good Job

People get along with each other and encourage each other anytime, anywhere. "Good Job" is everywhere.

Chinese people are impatient with success and have no patience with progress. What they want is to go all the way to the sky. Every day they want to win others. When they are half willing to wait, they will not be able to say anything positive. They will be able to speak faster and better.

It is wrong not to be a litigant, but to do so.

Chinese people like to say "good intentions do bad things". In fact, if a person is always "good hearted" to do "bad things", he should carefully review himself and what is wrong.