Do You Have 7 Common Failings Of Managers?

Success and failure are contradictory opposites.

Managers want to get personal performance and organizational performance through management, so we must attach importance to the relationship between people and business.

Personal work style affects

Efficiency and effectiveness.

Of course, management is not a science of success, but a pure science.

Through investigation and research, the reasons for the failure of managers are as follows:

1, is feeling slow, difficult to get along with, coercion, coercion.

The important leadership skills of managers are interpersonal skills. If managers do not handle interpersonal relationships well, they will encounter various kinds of resistance and difficulties if they want to work.

When the working environment is particularly good and the working environment is particularly poor, the coercion and coercion of managers can produce some effect, but when the working environment is general, managers' coercion and coercion will be dissatisfied, complained and protested by their employees.

People are unwilling to be intimidated and coerced, and hate the mandatory leadership style.

2, it is cold, unsociable and arrogant.

If managers show cold, unsociable, arrogant behavior and character, they must be isolated and helpless.

Managers are cruel to their employees, and employees are cruel to managers, even behind their disapproval and cursing managers.

Managers who are unsociable will let their superiors, colleagues and subordinates feel that the manager is lofty, arrogant, and somewhat arrogant.

No one is willing to pay for the arrogance of the manager.

Arrogant managers are easy to envious, and easily offend their superiors, colleagues and subordinates. Anyway, such managers are unpopular wherever they go.

3, betraying people's trust.

Human trust is not built in a day. "Rome city is not built in a day".

Without trust between people, they will trigger psychological defense mechanism consciously and always be on guard against each other.

Because of the lack of trust, employees will always be alert to managers and lead to strong bias.

And no matter what managers do, employees will doubt the motives of managers and will not willingly cooperate with managers' work.

Managers are unable to get what they want if they want to carry out their work smoothly.

Trust is hard to build and easy to destroy.

Just like building a castle, it will take several years, and destruction will take only a night.

4, ambition is too big, self centred, playing tricks.

Ambition is the desire to expand beyond one's ability to expand and ferment.

The desire and desire for power prompted some managers to think highly of the supreme power of the controlling enterprises.

Ambition brings unrealistic desire.

Self centred people are often self righteous and self righteous.

Most of the people who are self centered do not know how to respect others.

Those who have great ambitions for power tend to play tricks and manipulate power, resulting in internal strife and confusion.

5, it is inappropriate to act in a timely manner.

A person has the ability to see what he does.

Being an official is only temporary.

Successful managers are successful sooner or later; success is only temporary.

To do things properly, we must be timely.

An untimely manager will be regarded as an inexperienced and incompetent person.

This is timely and has great bearing on current affairs.

Those who know the times are masters.

6, the power is too large to represent or form a team.

Managers with too much power are caused by two reasons: one is the highest position of the organization and the other is the dictatorial leadership style.

Excessive centralization is the "mother" of managers' power.

Dictators can be another term for a powerful manager.

Dictators do not mind others' opinions, nor listen to their voices.

Team building is a compulsory course for managers.

The manager is an unqualified leader and is doomed to failure.

7, no suitable subordinates will be selected.

The implementation and implementation of tasks require strong execution of subordinates to complete.

Subordinates who fail to perform well have many misdeeds and few accomplishes.

It can be described as "insufficient success or failure".

If managers are willing to act on their own, even if they are "superpowers", they will be exhausted and busy.

Therefore, managers need to empower subordinates and let subordinates share their tasks.

Subordinates also need to complete various business objectives.

Without proper subordinates, the completion of work, the achievement of goals and the improvement of organizational performance will be empty words.

A man gains his mind and loses his heart.

Those who get talent will lose their talents and lose their business.