There are ways to speak and speak skills

Chapter 6 Talking to Subordinates → Expectation Strategies (1)
People, it is impossible to get something by accident.It is because of expectations that the impossible becomes possible.With expectations, you will firmly believe that you will succeed.

All people hope for their own happiness, but in today's world united by science and technology, the hope for one's own happiness will be a useless hope if it cannot be integrated with the hope of other people's happiness.

Spiritual inspiration to win thousands of miles

The ancients pointed out that "the way to seek generals is to have conscience, blood, courage, and wisdom."For those subordinates who are loyal by nature, we must boldly show grace to encourage his loyalty.In this way, those with a conscience can be loyal and will sacrifice their lives for those they know; those with a bloody heart can have a loyal loyalty and feelings for serving the country;And loyal subordinates, if they are wise and strategic, will be able to strategize and win decisively thousands of miles away.Such loyal and good talents are of course loved and used by everyone.

So how can you make your subordinates work hard for themselves?In addition to certain material rewards, spiritual rewards are also an indispensable means.Because no one wants to be a mediocre person, sometimes a word of encouragement will be remembered by subordinates, and they will continue to use it to spur themselves.

Tang Suzong asked the hero Li Mi: "In the future, the world will be peaceful, what reward do you plan to ask for?" Li Mi said: "As long as you can sleep on your majesty's lap, you will be satisfied." Arriving in Baoding, Li Mi prepared the palace for Suzong as usual, and because he waited for Suzong to arrive, he lay down on his own bed and fell asleep.When he woke up and opened his eyes, he was actually pillowed on Suzong's lap.Li Mi was taken aback, and quickly fell to the ground to apologize. Suzong helped Li Mi and asked with a smile: "Now that the wish of loving Qing has been fulfilled, when will the world be peaceful?" Quietly climbed onto the bed, and gently placed Li Mi's head on his lap, Suzong paid for a moment with one thigh, which made the hero grateful, it was so worth it.

Spiritual rewards don't care about whether there is something or how much something is. Sometimes a casual word can win people's hearts.

Don't blindly pay attention to the mistakes of subordinates, and blame them for everything, which will easily cause dissatisfaction among subordinates.Only when rewards and punishments are clearly defined, and at the same time try to discover the strengths of subordinates, and give appropriate verbal encouragement, can they gradually become grand.

There is a story about a golden banana that is quite inspiring.In Foxboro's early days, a technological overhaul was in dire need of the company's fate.Late one night, a scientist broke into the president's office with a prototype that could indeed solve the problem.

Seeing that the idea was so ingenious and unbelievable, the president thought about how to reward him.He rummaged through most of the desk drawers, finally found something, then bowed to the scientist and said, "This is for you!" What he was holding was a banana.But don't look at the small banana, which was the only reward he could get at that time.

Psychological tips:

It can be seen from this example that no matter how much the reward is, it can motivate people.Especially the spiritual rewards given to subordinates, to be honest, because it is a kind of honor, an extra income other than fixed income, a colorful aura of equal value or irreplaceable items, and a symbol of a person's success.

Verbal motivation is the affirmation of a person's work, ability, talent and other positive factors, and it can meet the needs of people's self-esteem.Then there is no doubt that spiritual rewards are stimulants that motivate people to work hard.It can give subordinates a sense of satisfaction to a large extent, and give them the confidence and motivation to continue to work hard.

Consider the occasion and pay attention to the way
Considering the occasion is an art of criticism.It can not only make the subordinates have a deep repentance for their mistakes, but also avoid the subordinates' rebellious psychology.

In ancient times, there was a chivalrous man who had nearly a thousand subordinates. Once, a friend asked him, "There are so many disciples who admire you and follow you. What is your secret?"

He replied: "My secret is that when I want to reprimand a certain disciple who has made a mistake, I must call him to my room and remind him when there are no other people. That's it."

Imagine, if an employee feels unable to step down because of being scolded by you in public, with the mentality of being blamed anyway, they quarrel with you uncharacteristically, and even reveal some things in the unit that should not be known to outsiders, and become a leader Originally, it was to preserve one's "face", so wouldn't it be possible to lose "face" as well?
In addition, there are various methods of criticism. In order to relieve tension, create a relaxed atmosphere, enhance mutual emotional exchanges, and achieve the purpose of education during the criticism process, you may wish to use humorous methods. .

Voltaire once had a servant who was a little lazy.One day Voltaire asked him to bring the shoes.The shoes came, but were covered with mud.Then Voltaire asked: "Why didn't you wipe it off in the morning?" "No need, sir. The road is full of mud, and in two hours your shoes will be as dirty as they are now."

Voltaire did not speak, but went out the door smiling.The servant hurried to catch up and said, "Sir, go slowly! Where is the key? The key on the cupboard. I still have lunch."

"What lunch, my friend. You'll be as hungry in two hours as you are now."

Psychological tips:

Voltaire cleverly used humorous words to criticize the servant's laziness.If he yells and orders him, the effect may be counterproductive.

In the process of humorous criticism, use philosophical stories, puns, image metaphors, etc. to ease the tension during criticism, inspire critics to think, thereby enhancing mutual emotional exchanges, so that criticism can not only achieve the purpose of educating each other , but also create a relaxed and pleasant atmosphere.

To make subordinates realize their mistakes fundamentally and from the heart, as a leader, when criticizing subordinates, they must fully take into account the occasion and specific method of criticism.In this way, while avoiding the rebellious psychology of subordinates accepting criticism, it also "takes care" of the subordinates' face.On this basis, leaders must dig deep into the causes of mistakes, understand them with reason, empathize with them, and be persuasive and persuasive, so as to gradually help subordinates recognize and correct mistakes from the heart.

Fair handling of subordinate disputes
Conflicts between subordinates are reflected in front of the leader. There must be discrepancies between what the two parties say, so it is up to you to judge right from wrong. They all want to hear "fair words" from you in their hearts. , You'd better know it well, don't publicly point out who is right, but should adopt certain methods and methods, so as not to further affect the feelings and image of the parties involved.

During the Second World War, the subordinates of Matsushita Electric Company were once divided into old and new factions, and there were frictions between the two factions, which directly affected the development of the company.Panasonic's leaders were extremely anxious.

How can we solve this problem satisfactorily?Panasonic's leaders understood the problem first.Generally, young people who are new to the society are more or less self-righteous, because they feel that their academic qualifications are superior to others, they have new ideas, and they don't know how to respect their old colleagues.It’s just that the colleagues who have worked for many years have a lot of experience, but some of them will rely on the old to sell the old, and regard the newcomers as yellow-haired brats, and they are dismissive.

Panasonic's leaders believe that both parties have certain responsibilities.It is advisable to publicly appreciate the experience of old colleagues and express appreciation for the drive of newcomers.In addition, the leaders of Panasonic also intentionally create more opportunities for everyone to have fun and entertainment together, especially in spare time.To promote understanding between the two sides, so as to narrow the distance and eliminate hostility.

The leaders of Panasonic saw someone "outrage" and were collectively attacked by other colleagues.Not only do they not cooperate at work, but sometimes they whisper behind their backs, which makes the working atmosphere very unharmonious.

The leaders of Panasonic Corporation know that it is very difficult to change this situation. First, they cannot favor one side, and second, they cannot impose pressure, otherwise they will be self-defeating and create more and greater troubles.

Finally, they came up with a more satisfactory solution: to get to know the two parties separately, and adopt an "unofficial" attitude to "talk" with them, understand the grievances of the dissatisfied by insinuating, and at the same time discover the controversial aspects of the attacked. The key lies, and then further resolved.

During the chat, the leader of Panasonic said to the employees of all parties: "Everyone has a different work style. In the early stage of cooperation, friction is likely to occur, but it does not mean that there must be dissatisfaction in the middle. Don't be preconceived in everything, and the situation will be much clearer. .”

For the attacked, the leader of Panasonic advised privately: "It seems that you are not very clear about our work procedures. If you have any doubts, please tell me first. If the delay continues, other colleagues may be affected." After such mediation, all Panasonic employees cooperated very harmoniously, and the company's development was on the right track again.

Psychological tips:

In this case, the leaders of Panasonic detected the disputes of the subordinates in a timely manner and based on the inner expectations of both parties, stood on the side of both sides, grasped the fairness, and finally resolved the disputes between the two parties, so that the company can develop smoothly again.

As a boss, you must clearly know that when a dispute arises among your subordinates, all parties involved in the dispute are eager to hear the "fair words" from the boss. Once you know what you know, and then proceed from the overall situation of the company to appease the conflict psychology of all parties in a strategic and step-by-step manner, so that everyone will ignore the previous suspicions, unite as one, and work with peace of mind and down-to-earth.

Unity and friendship

There are many successful speakers in history, as long as they opened their mouths and punched, the audience in the audience would support them, punching and shouting, the crowd was passionate and could not help themselves.

The reason why they can form one body with the audience is that the words, attitudes or words they use are extremely friendly, and they are not centered on "I", but "same breath and fate" with the audience. Therefore, what the audience said to him can be deeply rooted in their hearts and easily resonate.They often say "our performance", because they don't say "I" but "we", so that the audience has a sense of "shared destiny".

The Mary Kay Company is a well-known cosmetics company.In order to expand the influence of her company's products, the cosmetics that Ms. Mary Kay uses are all produced by the company.She also does not recommend that company employees use cosmetics from other companies.Because she couldn't understand that a Cadillac salesman drove around in a Ford and that a life insurance company manager didn't take out insurance himself.So how did she communicate this idea to her staff?

(End of this chapter)