Career Strategy: Good Subordinates Have Skills

In the enterprise, only by doing the work well can we do well with the relationship between the superior and the superior.

Then, in our practical work, we should be a good subordinate and be a good employee to achieve the realization of our own value.

Let's take a look first. Leaders like ten kinds of people who like to reuse most.

The first is those who have real abilities.

No matter which place they are in, the unit is quite popular. No matter who is the leader, you must get someone to work for him. Only when the work is done, can the leadership get the approval of the higher level leaders.

Such leadership has to be directly involved in its own interests.

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The second type of person is someone who has expertise in some aspect.

This kind of person may not be very high in overall level, nor very knowledgeable in knowledge, but in some aspect.

This kind of person is no doubt also favored by the leaders, because he can win honor for the unit in some aspects, and the leader's face is also glorious.

The third kind of people are those who are honest and clean.

This kind of leadership can be used with ease and will not corrupt units.

The fourth kind of people are those who don't count on gains and losses.

This kind of person will not look at the leader's face because he does too little work and gets much less. In his work, he never cares about his gains and losses. He can only do his essential work well.

This kind of leadership is easier to use.

The fifth kind of person is only a person who doesn't tell lip service.

Some leaders have to do it, but they can't do it by themselves.

Some people just publicize for leaders who have done something shameful. If they do not know the world, they will bring a lot of embarrassment and trouble to their leaders.

In these matters, leaders like to be the ones who do not speak only tight lipped.

The sixth type of person is a sociable person.

Most of these people have no real talent. In the eyes of outsiders, he is an idle Street bum.

But this kind of person is very appreciated by the leader. Why? Because he has wide circle of communication and can see and speak with anyone. Many things can be settled for the leadership.

This kind of leadership is easier to use.

The seventh type is leadership.

The eighth type of people are flattering, flattering and flattering people.

Whenever leaders always have a dignified and lofty image, many comrades do not have much communication with leaders in addition to their work.

Therefore, the achievements and great achievements of the leader can not be praised by the song. Can he get up happily from his heart? This kind of man always makes a great effort to sing praises and praises for the leader, smiling with his face in front of the leader, saying something flattering, and giving the leader a sense of accomplishment.

In addition, leaders have more opportunities and contacts with superiors. They feel uncomfortable when they smile at others all day long.

If someone in front of a leader with a smiling face, the leadership will feel a balance.

The ninth type of people are people with backgrounds.

The background here refers to the fact that a parent or relative is a bigger official than a leader.

Such a person must have the ability to lead.

There is a saying that fine weather repairs waterways.

Leaders use this kind of person as their own person. If one day they have something to do, they will try their best to help them in their relatives.

Such a person is undoubtedly the leader in pave the way for himself.

The tenth kind of people are those who like to find trouble for their leaders.

This kind of person is cynical and uncommunicative. He likes to disseminate.

The first one is talented and capable people.

This kind of person has always been the focus. No matter who should be the leader, this kind of person will have to use it. No need to fail. Someone has to work for him.

Well, this kind of people often feel pressure on their leaders because their ability is too strong.

If a person's knowledge and ability are stronger than that of his leadership, leaders are not as good as him in many respects. He undoubtedly has his own ideas and practices in many aspects. He will not agree with the leaders' practices and opinions, leading to a leader's face and dignity, which makes the leadership very unhappy.

As the lines in the TV play say, "you are too good, and the good ones worry me."

The leader will no longer use him because of his good character, maybe out of jealousy, maybe out of fear, and worry that his name will cover himself in the unit.

The second is a decent and upright person.

This kind of person should have been appreciated by the leader, but why did the leader not reuse him? The reason is very simple. This kind of person only talks about principles and feelings, and it is difficult to integrate with the real society.

For example, a leader can casually go out to dinner and drink with others. This money can not always lead the boss to pay his own money. If so, who should be the leader, or will he die poor? This kind of money will undoubtedly come out of the unit.

The third one is people who see nothing but profit.

The expenditure of a unit has been very tight for the leadership to waste. If a few mercenary subordinates are allowed to fill their pockets, then how can the leaders go through it? Have they not circulated such words? Wages are basically not moving, and wives are basically not used.

That is to say, leaders, if leaders are allowed to start moving their wages, what kind of world have they become? Can leaders still use you? Obviously not, so this kind of leader is the most disliked.

The fourth is people who are not very obedient and enjoy decentralization from leaders.

A leader is a man who does nothing but a man.

If someone else does not do anything but a human being, then where does the leader put himself?

No matter how talented or capable you are, if you do not listen to your leader, how can a leader be able to stand against the will of your leader? The position of leadership on this issue is very firm. He prefers to be a person who is obedient to incompetence and does not use a person who affects his full exercise of power.

The fifth kind is the person who likes to grasp the leadership and face the leader.

This kind of person most lets the leader have a headache, he does not work properly all day, likes to secretly inquire about the leader some shameful matter, then intentionally or unintentionally lets the leader know, lets the leader be very difficult.

No need for him, there is a handle in the hands of others, use it, really contrary to their conscience! What should we do? We have to give him a less important post, let him go, as long as we do not make trouble for ourselves.

The sixth is a person who has a bad idea and a firm stand.

Such people are common people's "wall grass" and "double faced faction".

No matter which unit seems to be calm, in fact, all of them are behind the gang and competing with each other. Leaders must have their own social circles to help themselves consolidate their absolute leadership.

If we encounter a guy who is not right and who is not firm in his position, if Xiang Dongfeng is in the east wind and westerly in the westerly direction, is he not the most reliable and useless leader?

The seventh kind is those who are honest and committed and will never come.

In the society, honesty and honesty do not seem to praise a person anymore. Instead, they are somewhat despised. Honesty seems to have become a synonym for incompetence.

If a unit is in a calm state for a long time, the most anxious person is the leader.

Why? Too calm means nothing happens, so the leadership is naturally in a state of uncertainty. Do you think leaders can not worry? This time, I hope someone can make something happen, so that leaders can come forward and solve them, showing the presence of leadership and showing the authority of leadership.

As to when and when to come, such a person has his own sense of propriety.

Those who do not know what to do will come into trouble when they are not supposed to come.

The eighth is a man who is calculating and complaining.

Such a person, no matter which leader, will not like it.

Do not give him a job. He dislikes leading him. He assigns work to him. He also thinks the leader is unfair. He always does much more than others. In short, in his eyes, leaders are not good at all.

And often haggle over a trifle, such a person is not only a leader who does not like it, but also difficult for his colleagues.

The ninth kind is the one who likes to show off and show off everywhere.

This kind of person likes affairs most, but he belongs to the kind of person who will not come into trouble. He often wants to show himself in front of the leader, but the result is just the opposite.

Moreover, such a person can not touch the East and the West as long as the leader uses him. He likes to carry the chicken feather in order to make an arrow, and everywhere Aukwu Jan Viv is swagger across the market.

One of the biggest drawbacks of this kind of people is that they can not keep secrets for their leaders.

The secret of leadership is not equal to the fact of publicly led crime and the future of leadership. Is such a leader still dare to use it?

The tenth is poor people without backgrounds.

To speak of it, this kind of person is poorer. Although there is nothing wrong with poverty, it is wrong that you have no money.

Money makes the mare go. It's a famous saying that has been unchanged for thousands of years.

It is no good for him to use such a person. There is no money to lead a leader in a world of wine or a background to lead a successful career. Why should the leader use such a person? Of course, this kind of leadership has never been used and sometimes used. As long as you can help the leaders do a good job, the leadership will keep the people busy.

How to be a good subordinate and be a leader's favorite person?

1. The standard of good subordinates.

Some people say, "I am a leader, how to be a good subordinate". We reiterate this sentence, we will not be a subordinate, always be a bad leader, and will not be a deputy.

First of all, you should play the role of a good subordinate. Good subordinates have six criteria. You can check for yourself and see if you can do these six aspects.

First, whether you are very straightforward or always bargaining when accepting orders and instructions from superiors.

Second, can you bring up your complaints, discontents and opinions into constructive proposals for rationalization? Pay attention to the following three sentences when teaching with leaders.

First, what matters is not how to understand, but how to deal with it. If you can't get things done, what is the use of understanding? You can talk about knowledge, and leaders can also talk about knowledge.

Two, the important thing is not intelligence quotient, but eq. EQ is the control of self emotion and the adjustment and coordination of interpersonal relationship.

Three, what matters is not self-expression, but understanding of others, standing in the position of leadership and standing on others' standpoints.

This is a positive approach to rationalizing proposals, less complaining and less discontent.

Third, pay attention to appropriate reports, sometimes too cumbersome, one thing, one report is also annoying.

You need to know what circumstances need to be reported and when to report.

Fourth, we should sincerely accept the correction.

Fifth, no matter what we do, we must get the support of the leader in charge.

The bottom line is that at least the head of charge doesn't shake his head. If he swears his head, he can't do it; if he nods, he can do it; the bottom line is that he doesn't say so, you can try to do it.

I call this the red light of the workplace, the green light, the red light, that is, he shakes his head. This is forbidden and can not be done. The yellow light is not to stand out, you can try to do it, but it should not be too much, that is, too much yellow light should not be too much, occasionally for it; the green light is nodding, you dare to do it, no problem.

Therefore, we must get the support of the leader in charge. We must not be in charge of the leadership and shake the head. I will find a leader to go. It will be troublesome. If the leader is shaking his head, he will not do it, but the problem is, if the leader does not agree, but if the leader takes the same idea, then you will or will not do it? If you do, you will offend the leader in charge. If you do not do it, you will offend the leader, so do not bypass it.

Sixth, be responsible for the work, pursue perfection, pursue excellence, and show your responsibility.

2, how to make recommendations to the higher authorities.

I have just said that it is necessary to put forward some rationalization proposals to the leaders and make suggestions to the leaders.

Before we make recommendations, we must first collect data and factual materials, and prevent them from being asked. If leaders are more interested in this matter, he asks you, but if you fail to answer them, your proposal will be blinded.

It is also necessary to anticipate the future of the proposal. If the proposal is not accepted, it will be over; if it is accepted, what will happen, because you are responsible for the result of the proposal.

In addition, we should consider whether you have the qualifications to make suggestions. This is not a legal qualification. Everyone is qualified in the law. I am talking about psychological qualifications, whether your work is excellent or not, and your job is not good enough. In fact, you have lost the qualification to rationalize your proposal, because the leader does not trust you, but he does not trust you.

There are still more opportunities and skills to make suggestions. I would like to mention one more, more or less.

That is to say, "what is wrong or not, so I think what should be done". I think it is foolish to establish this causal relationship. The original thing is good or bad. This is not what you should evaluate. It is not necessary for you to evaluate. If you think what should be done, you can directly say, "I think this should be done". This is OK. As for the original, right or wrong, do not mind, you can give it directly instead of adding it.

Do not set up suggestions on the basis of negation. Just say it is OK, so it's easier to accept.

Five. Master the art of communication.

1, the art of communicating with superiors.

To be a good deputy, we must master the art of communication. First we must communicate with our superiors. We must pay attention to such matters when communicating with superiors.

First, when communicating with superiors, we must tidy up the topics to be discussed in advance. We must not be able to talk about the universe. When we talk about human beings from the universe, it is bad for us to talk about your units from the universe. Directly speaking, the topic you want to talk about can be expressed in 123 very clear terms.

Second, choose the right time to communicate. The failure of many communication matters is not due to the wrong thing itself, but the wrong timing, so successful communication is often the result of success.

Third, in the process of communication, we must accurately understand and understand the intention of our superiors.

In what circumstances do you use your intentions, I summarize four situations. Because you communicate, your superiors may have feedback or expression to you. When superiors express something with intent, it is a kind of superb leadership art.

Fifth, when there is disagreement on the work, we must remember that a golden rule in management is the law of the boss.

I would like to reiterate here that there are actually two things:

First, the boss is always right and always right.

Two, when you think the boss is wrong, please refer to Article 1.

That is to say, do not be opinionated. On this issue, you are subordinate, you are a deputy, he is a superior, he is a senior official, he must be based on his will and take his opinion as the center.

Finally, we must make a report after solving the problem.

To solve this problem, we must have a feedback. We must have a report. Don't say it's over. There's no sound.

This is also the same as dealing with people. How to be a successful person is to be a reassuring person. You can be promoted quickly or have a circle of friends. The key is to be a reassuring person.

What makes others feel relieved?

First, let you do whatever you want to do, no matter what it is or how far it is, you must have a feedback. Is it not the same between friends? I ask you to do something, you can't do it, you can't do it, and how far you can handle it.

I asked you to do one thing and then let it go. How can you make people feel relieved? So after solving the problem, it is important to make a report and be a reassuring person.

Two, the mouth must be strict, for example, the leader called you to the office to talk about something. After two hours, all the staff knew it. So what do you say you are? So you must be strict with your mouth, do not listen to what you should not listen to, do not pass the news, do not ask questions.

Three, people must be pparent, and the scene is hazy. Your actions are predictable.

If your behavior makes people fumble, you are too vague and too opaque to make people feel uneasy. For example, your behavior is unpredictable and unpredictable. What is the most terrible person? A person without faults is the most fearful. The person without faults is lovely and terrible. He is not afraid of being lovable. He is known to you for ten years. You can't understand what's going on. So you are far away from such a person. You don't know if he will harm you in the future. His actions in the future are all unpredictable. This is very unreassuring, and it's very difficult to deal with such people.

This is not to say much. What you want to say is that when you communicate with leaders, you must report after solving problems.