First, full-time work should be good at overall planning, not comprehensive.
Full-time "seeking potential" is not "seeking children", but taking care of the overall situation and not everything. Policy, overall and tendentious work and problems must be grasped in the post; Let go of routine and personal work and problems. At the official level, we should unify the big things and the small things, but don't hug them. We should control the overall situation with appropriate hugs and releases. It is reflected in two aspects:
1, emphasizing "authority" rather than "power".
Official positions should not only establish authority, but also treat power correctly. Under certain conditions, tree rights can seize power and delegate power. Decentralization is the embodiment of dependence and trust. Only by letting deputies know that they are valued can they work together; Only by making subordinates feel trusted can we ban them. Of course, decentralization is not a complete transfer of power, but the power corresponding to the duties of deputies and subordinates. Take the power that should be taken to establish authority and put the power that should be released to establish authority.
2. Catch "generals" instead of "pawns".
The commander-in-chief is in charge of the overall situation. If the marshal commands the whole army, it is important to use the general, so as to make the soldiers and defeat the enemy. If the principal directly issues tasks and requirements to grassroots cadres, it will not only bring passive pressure to the deputy, but also make the deputy feel distrust, which will inevitably affect the unity of the team over time. An excellent chief official should pay attention to the use of "generals", do everything possible to mobilize the enthusiasm of deputy directors, make them integrate into it, give full play to their abilities, do their best to complete the task successfully, and realize their "comprehensive grasp" with the "independence" of team members.
Second, the chief executive should dare to make decisions, not act arbitrarily.
1. Full-time employees should play the role of "monitor" and prevent "paternalism".
To preside over decision-making at the full-time level, the first thing is to open up more avenues, let the deputies fully speak and make democratic decisions, and ensure that everyone "knows everything and says everything." In the discussion of any problem, the top leaders should listen and think, choose a good one and a good one, unify their thinking and ensure the democratic and scientific decision-making.
2. In scientific opinions, we should overcome subjectivism.
Every full-time job should improve its comprehensive analysis and logical judgment ability, and every major event should be independent, but being independent does not mean being subjective. Some people make subjectivist mistakes just because they have their own opinions and don't listen to others' opinions. When dealing with the opinions put forward by deputies, if a chief can not only listen to different opinions carefully, but also be good at taking opposing opinions as the best reference for improving decision-making, then even if the decision-making opinions are his own, people will not think that he is a subjectivist.
3. Dare to make decisions in time and avoid forced decisions.
Principals should strengthen their awareness of opportunities and risks, make timely decisions with fearless courage when opportunities come, and ensure the initiative of competition. We can neither make a decision because of differences of opinion, nor make a difficult decision regardless of differences of opinion. The chief should make everyone's sense of opportunity reach the same level, adjust their eyes to the same angle and raise the level of understanding things to the same height through incisive analysis of information, objective demonstration of gains and losses and scientific observation of trends. Decision-making in this case not only helps to seize opportunities and maintain the advantage of active competition, but also helps the team to share risks. Qi Xin makes concerted efforts to improve the success rate of decision-making.
Third, the main work should focus on feelings, not affairs.
1, the principal should be politically concerned about the deputy, help them develop their strengths and avoid their weaknesses, and deepen the feelings of comrades.
The section chief should first be responsible for the political growth and ideological progress of the team members. Some officials simply understand being responsible for team members as promotion, which not only changes the nature of emotional input, but also distorts the role of being responsible for comrades. In daily work, the section chief should pay attention to guiding them to correct their thinking, strengthen ideological transformation, encourage them to carry forward their advantages and urge them to overcome their shortcomings. Full-time political emotional input can not only ensure the political direction of the team, accelerate the realization of revolutionary goals, but also make the gay feelings of team members produce inseparable cohesion in the process of continuous purification and sublimation.
2, at the deputy to take care of the work, can push work, deepen the same boat.
When there are deviations in the work of team members, correct them in time; When they hit a wall at work, go forward to coordinate; Give support when they are passive in their work; Especially when they make mistakes and problems in their work, they must stand on their posts, take responsibility first, and then check the lessons; When they have achievements in their work, they should take a step back and celebrate their achievements without taking credit, so as to establish friendship between deputies and enhance their feelings of sharing joys and sorrows.
3. Live under the care of the deputy, help them solve problems and deepen the roommate relationship.
The headmaster and team members not only have the friendship of colleagues, but also feel like roommates. A team is like a family. Although the top leaders can't have parents' ideas at work, they should have parents' ideas in other aspects, especially in life. They should care about the team members as much as their parents care about their families, and try their best to help solve their housing, marriage, family arrangements, children's schooling and other problems, so that they can fully feel the warmth of the extended family. Let the players keep the special feeling of "comrades-in-arms and brothers".