Workplace Survival Rule: When a Leader Makes a Mistake

Workplace Survival Rule: When a Leader Makes a Mistake

In general, as subordinates, we will find that leaders really stand tall, see far, and think deeply. We can learn a lot from them. But at the same time, we will also find that leaders are not gods, and there are some incorrect, incomplete and even wrong aspects in dealing with some issues. Then we can't turn a blind eye and propose ways to correct it. Next, we can take a look. What should we pay attention to when giving advice to leaders?

1. The principle of denying the wrong opinions of leaders

2. Be sincere and friendly

It is to give the leadership the impression that you are not trying to achieve some personal purpose, nor are you trying to fool the leadership. Instead, you really help leaders do their jobs. Even the leadership's initial decision is in your favor.

2. Strive for humility

Because subordinates cannot command leaders. For example, you can use "have an idea" instead of "suggest", because "opinion" itself has a distinction between right and wrong, but as a proposer, it seems to have a meaning that he thinks is right, and "idea" itself is a Neutral words can make people feel a kind of humility.

3. Avoid confrontation

In order to avoid confrontation, two strategies can be adopted: one is to give play to the advantages first, and then restrict the advantages, that is, start with some rationality in the leadership's wrong opinions, and gradually deny those unreasonable parts that can be accepted by people.

The second is the "cannibalization" method, that is to say, don't put all the negative opinions directly to the leader, but start with some parts that are easily accepted by the leader, and gradually break it down.

Workplace Survival Rule: When a Leader Makes a Mistake

Second, the method of denying the leadership's wrong opinion

1. Authoritative Deterrence Law

There are two kinds: one is the propaganda policy law. Especially in government departments and units, through some central documents, the latest ideological theories and other authoritative expositions, the leadership can be convinced.

The second is emotional obedience. It is to deny his erroneous opinions by conveying the relevant spirit that the superior leader most admires and respects.

2. Provision of Information Act

It is to provide the leader with the following facts, so that the leader can determine that these facts are inconsistent with the leader's opinion, and then correct it by himself. However, when using this method, keep the following points in mind:

First, the information provided must be true and accurate; second, the content must be specific, with examples and figures; third, the tone must be firm and unambiguous. The first is to introduce successful experiences and actively guide them.

3. Failure example method

Reminder from the opposite side. But let's be careful, we can't exaggerate our successes or say that failures are worthless. We should be more objective and tact, leaving room for leaders to think.

4. Deficiency method

One is to make up on the spot, which is used when leaders sincerely solicit opinions. The second is to make amends behind the scenes, that is, when it is not appropriate to express different opinions in public, they should be raised privately. The third is to make up when writing. This refers to the verbal opinion of the leader. When you form written material, this is a great opportunity to compensate for the leadership's incomprehension and accuracy.

5. Scheme selection method

It means that the leader does not directly deny the wrong opinion of the leader, but expresses his own opinions or opinions by providing several programs, so that the leader weighs the pros and cons, and changes the original decision by affirming one of your plans.

3. Opportunity to deny the leadership's erroneous opinions

4. Seize the opportunity when the leader is in a good mood. 2. Use leadership to take the initiative to ask questions. 3. Use this opportunity to speak at the meeting. 4. Use the situational feedback leaders need. 5. Take advantage of this opportunity and lead out. 6. Seize the opportunity for leadership to plan in depth.

Workplace Survival Rule: When a Leader Makes a Mistake

4. Conditions for denying the leadership's erroneous opinions

We should know that it is not easy to deny the wrong opinions of leaders. The quality of subordinates themselves plays a key role. Therefore, for the subordinate to deny the wrong opinion of the leader, the following basic conditions must be met.

1. Study hard and master the relevant policies of your superiors

This is the most important and basic condition. Because subordinates are usually young and have good memory, they have more learning opportunities than leaders, and sometimes have a better grasp of policies and regulations than leaders. This is not to say that subordinates are superior to leaders, but our responsibility is also conditional.

2. Be erudite and multi-talented, and constantly expand the scope of knowledge

As a subordinate, especially a secretary, you should read more and have a wide range of interests. While they do not seek mastery, they should have a little knowledge. To achieve "two ears often listen to the world, two eyes read many books". If you know more, you can use it when needed. Leaders know you've learned a lot and they'll take you seriously. three.

3. Be resourceful and let leaders trust you from the heart

As the leader's subordinate, especially the leader's secretary and assistant, we must strive to be the most trustworthy and capable person in the leader's heart. If you have a relationship with your leader, it is easy for the leader to adopt your opinion.

4. In-depth understanding of the situation and know the subordinates well

To understand the situation, it is necessary not only to follow the leaders, but also to contact the grassroots, listen to their opinions and voices, and increase the weight of their own opinions.

5. Problems that should be paid attention to in denying the wrong opinions of leaders

6. There must be some leeway. It cannot be completely denied, nor can it be denied in front of the parties.

7. We must know who we are. In other words, we cannot coerce and resist if leaders disagree with us. Before the leader changes his mind, we must unconditionally implement the leader's instructions.