Why is the strongest in the workplace not necessarily a big boss?

The most capable are divided into several categories:

1. High technology

2. High emotional intelligence

3. Strong comprehensive ability

Those with high skills generally go to be the tech giants, and they disdain to manage such a vulgar thing.

Those with high emotional intelligence and strong desire for management should become leaders. After all, the technology is not good, and management can help him continue to live in this company when he reaches middle age, so that he will not fail.

Those with strong comprehensive ability may go into business. In fact, people who start a business are not strong in comprehensive ability, but have a relatively strong drive. Those who can successfully start a business are relatively strong in comprehensive ability, at least not weak in learning, imitation, communication and other abilities.

Moreover, the leaders of any organization are not appointed at will. From an Internet company like Alibaba to a small company with hundreds of people, the choice of the leader must be the most important and critical decision of the company, for the development of the organization. And growth, business owners (bosses or shareholders) will choose the "most capable" people to take leadership positions.

1. Based on the different stages of team development, the ability requirements for leaders will change

For example, when a department has just been established, it often requires leaders with strong business capabilities who can lead the team to achieve rapid results and gain a firm foothold. For example, a data analysis department has just been established, and there may be only a few people under a department director. In many cases, the department director plays the role of a team leader. Therefore, at this time, it is necessary for the director of the department to bring a team of several people to get close to the business quickly and get results, prove the value of his department, and ensure that the department survives first. At this time, the ability that department leaders need most is data analysis ability, because only in this way can they lead the team to get results quickly.

However, with the continuous growth of the department team, from a few people to hundreds of people, the department director no longer needs to work in person at this time. At this time, the most needed ability of the department leader is the planning ability and management ability. If the previous department leaders were lacking in this area, they were replaced.

2. In addition to the need for "long board" counterparts, managers cannot have obvious "short board"

As the top leader of a department, in addition to the ability to be very "corresponding", there must be no obvious ability "short board", otherwise, according to the barrel theory, it will greatly hinder the development of the team. As a manager, you must have your own strengths, which is the so-called "two brushes". But more importantly, it should be comprehensive and balanced, and there should be no "shortcomings" below the average level, especially in terms of soft qualities. Now many students who have just started working are very concerned about their growth in professional skills, while ignoring the review and training of their comprehensive abilities. However, they do not know that soft qualities are more difficult and cycled than hard professional abilities to cultivate. long. I hope that students who read this article can pay attention to it and make adjustments in time.

3. Subordinates do not have the objective conditions to evaluate leadership ability

In fact, in the workplace, just like people in the arena. The evaluation of others is really not important, the important thing is to experience yourself and increase your ability. Instead of spending time "judging" the leader, it is better to examine three times a day, find your own shortcomings, and seize the time to strengthen them; it is better to be humble and enterprising, discover the bright spots in others, and improve yourself by learning from others' advantages, and finally in the workplace. He left his own "legend".

Being a small leader may depend on the ability to do things.

To be a great leader, you must coordinate with virtue.

Is it necessary to be a leader?

The answer is yes.

We often mistakenly believe that whoever has the best business ability is the leader.

A person's workplace ability is not only business ability.

No matter how strong your business ability is, it only accounts for a fraction of your overall workplace ability.

It's like when you were in school, even if you got full marks in Chinese, but no marks in math and English, can you rank first? Therefore, as long as a leader, must have comprehensive ability, that is, a high total score.

If a person's overall ability cannot be promoted, he will certainly not be able to work long.

But if only his business ability is not good, but other abilities are particularly strong, then he will continue to do it.

Because the big boss valued precisely not his business ability, but other abilities. For example, his outreach ability, interpersonal ability, or the ability only he can get things done.

So don't think that the leader can't be a leader if he doesn't know what you have.

If you have this idea, you should ask yourself one more question:

Will you be the leader?

If you do, then show it to the boss, or fire the boss!