Four Different Leadership Styles To Enhance Employee Performance

< p > > the world's < a href= "http://www.91se91.com" > clothing shoes and hats < /a > net Xiaobian introduced to you is using four different leadership styles to improve employee performance.

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< p > in the enterprise management, it is very important to use matching and appropriate leadership according to the staff's development stage. That is to say, we should adjust the leadership style according to the different development stages of the staff.

Specifically, it can be divided into four types of Leadership: directive leadership style, coaching leadership style, supportive leadership style and empowering leadership style.

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< p > take the new salesman of management company as an example, generally beginners are enthusiastic in all aspects, eager to learn, but do not have enough ability.

Because new people have strong desire to be a successful salesperson, they are curious and expecting, optimistic and excited, so at this stage, we should adopt the directive leadership style.

Impart to the new person the detailed sale process, from the customer phone to sign the bill with the customer, must teach with the hand, how to call the customer, how to carry on the sales work, how to complete the work successfully and so on.

Then we should formulate a development plan for them and guide them to grow into a salesperson step by step.

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In other words, P is not only a question but also an answer.

Give detailed guidance to new people, always focus on sales performance, plan and list priorities for achieving work objectives.

Teach and show how experienced salesmen do - let new people practice in low risk sales situations - this is the right leadership style suitable for enthusiastic beginners.

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Learners with P expectation and disillusionment need coaching leadership style.

Suppose that the newcomer understood the basic selling skills after several weeks of sales training, but found that the job was much more difficult than he had originally imagined.

The leader observed that his mood began to fall and he often sighed and sighed.

Although they have gained more sales skills and ability, they have become more negative and less willing to work.

This is what we call the learners who are visions of disillusionment.

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< p > for such employees, they are instructor leadership style, high guidance and high support.

Leaders should continue to guide and pay attention to their sales performance, and at the same time, talk to him in a two-way way, constantly offering advice to him, and constantly listening to his questions and suggestions.

Leaders should also give him some praise and support, help build self-confidence, pick up the desire to work, and encourage his work motivation.

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< p > competent but cautious performers need supportive leadership styles.

If this salesperson has mastered the sales daily < a href= "http://www.91se91.com/news/index_c.asp" > work < /a > responsibilities, and has sales skills.

However, he still has little confidence in whether he can complete his sales tasks independently and under the condition of lack of leadership or other colleagues' help.

Although he already has enough ability, he himself is not sure.

He has a good command of the sales process and is satisfied with his clients, but he is still hesitant about completing his tasks independently.

He has little faith in his abilities.

At this stage, he has become a capable but cautious performance, and his intention to sell is high and low.

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Below P > support leadership style is needed.

Because the subordinate already knows enough sales skills, the leader should not give him too much guidance. What he needs is leadership support, encouragement and confidence.

Now leaders should stand behind him, listen to his ideas and suggestions, and support him in communicating with customers and other employees.

Leaders should encourage and praise more, but less guidance.

This type of supportive leadership focuses on two-way cooperation, and feedback and communication are very important.

Leaders should broaden their minds by asking questions, encourage him to go forward bravely and help him achieve his sales goals.

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< p > the independent leaders need the authorised leadership style.

As time went by, the former newcomers became the backbone members of the team.

He not only mastered the sales skills, but also successfully challenged the difficult customers.

He can foresee problems and solve them.

He is confident of success in his sales field.

He not only works well, but also motivates other members of the team.

At this stage, he has become an independent and accomplished person in the field of sales, and can achieve sales goals.

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< p > when employees are in this stage of development, they should adopt an empowering leadership style.

Leaders should take responsibility for routine decision making and problem solving, and let him take charge of his own work.

A leader's responsibility is to grant him enough power to allow and trust him to complete his work independently.

What the leader wants to do is to recognize his excellent performance and give him appropriate resources to help him achieve his sales goals when he needs it.

At this stage, it is very important to encourage this outstanding salesperson to continue to strengthen his sales ability and constantly challenge higher goals.

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< p > in short, it is a comprehensive and practical method to carry out < a href= "http://www.91se91.com/news/index_c.asp" > leader /a > according to the situation.

Guan Jian points how to diagnose the development stage of an employee or team, how to use the appropriate leadership style to adapt to the needs of employees and situations.

To do this will rapidly develop the working ability of employees, enhance their willingness to work and improve their performance. < /p >