1. wayward type
In the workplace, if you meet a headstrong leader, such a leader can be described as terrible. They don't listen to other people's opinions, and they are often self-righteous and superior.
When you meet such a leader, you must not play hardball, because no matter how reasonable you are, you can't resist the violent temper of the leader. But we can't stand by and remain unknown, because it is not conducive to the development of the company.
In fact, such leaders have a characteristic, that is, they don't trust others easily, and once they believe, they especially believe. I suggest you be as tactful as possible when you express your opinions, then prove yourself right with practical actions, and then give the credit to the leaders. In this way, when you gradually win the trust, you can gradually put forward some suggestions, and the leaders are willing to listen to your opinions.
In short, you need to build the trust of the leaders first.
2. indecisive type
Contrary to the headstrong leadership, it is indecisive. Such leaders are hesitant and often miss many opportunities.
When you meet such a poor leader, you need to convince the leader to accept it with strong facts and evidence and let the leader make a decision. Indecisive leaders are the most insecure, and they need capable people around them. In fact, you should play this role well and strive for the approval of the leaders again and again with strong professional skills.
In the face of such leaders, we must not blindly obey, which is not good for the company. We should have both the courage to make decisions and the professional skills to distinguish right from wrong.
In short, there are many kinds of "bad" leaders in the workplace. What you need to do is to make up for the shortcomings of leaders and become their right-hand man.
When you meet a "bad" leader in the workplace, just hold your horses and make a clear understanding of the essence before making a decision.
1, who is "bad"?
In the past ten years' working experience, I found a very interesting phenomenon. Incompetent subordinates will feel that their leadership skills are poor. Why is this happening? In fact, the reasons are as follows:
First, the limitations of vision. Employees often only consider the problems in their own posts, and rarely jump out of their posts to see the whole department and the whole enterprise. In the eyes of many employees, the behavior that is bad for me (bad for my position) is bad.
B, the length is shorter than the length In fact, most people have a problem that the length is shorter than the length. It is to habitually ignore the advantages of others and only see the shortcomings of others. Therefore, I often have such lines in my heart.
"Look, our leader can't even type. What can he do? " .
"His Mandarin is not standard".
He just graduated from a primary school.
This has led us to feel that our leadership ability is very poor. In fact, every leader is in a leading position for no reason. He always has some strength, which determines that he can sit in this position.
Therefore, when we feel that our leadership is bad, we should not only criticize, but also have self-awareness to see if we have fallen into some misunderstandings. People who are really good at growing up can always see more advantages in others.
If you have been having a hard time in the workplace and have met bad leaders, then we should reflect on whether it is bad leadership or bad ourselves.
Being able to cope with bad leadership is a skill.
No matter who your leader is. In this process of getting along, it is difficult to get along smoothly, and contradictions often appear. Maybe you think the other person is terrible, but maybe this is your chance to grow up.
I used to be the general assistant of a fast-growing private enterprise. The general manager is a nitpicker, and his criticism is so great that I cursed him thousands of times in my heart. Today, however, I still have respect and gratitude for him. Because he is the most critical and perfect leader I have ever met in the workplace. Under his strict requirements, my ability to write a plan has made a qualitative leap. And this ability has provided an extremely important support for my development to a higher platform.
Think back to the bad leadership we have experienced. They may have improved your skills or honed your toughness. So it's not completely unproductive.
So in a word, I don't advise you to resign and leave immediately when you meet a so-called bad leader (except those whose moral character is corrupt). There are several reasons:
1, leadership is really poor, does that mean you are more likely?
2. Because of poor leadership, are your abilities and specialties easier to be seen by senior management?
3. Don't always make excuses to say that your poor leadership ability is due to the low emotional intelligence in the workplace.
It is not terrible to meet a "bad" boss in the workplace. The terrible thing is that your behavior makes the boss even more unhappy. So let's talk about how to face the "bad" boss in the workplace today!
1, do your best. Even if it is expected that the work may eventually fail due to rest, doing your best to do your own thing can exempt individuals from any related responsibilities.
2. Find out the areas that can help you develop. As far as every project is concerned, people should gain something: try their best to expand their contact range and open up several fields where they can show their expertise. Leaders like Hugh don't mind employees doing this-in fact, they may never notice it-and everyone can keep their precious time from being wasted.
Don't publicly publicize the shortcomings of leadership. When working for such leaders, people often laugh at their poor performance together or publicly show how incompetent they are. But because people like Hugh don't learn from experience, it won't have any effect. In fact, as high-level personnel, they can get to know many peers through social activities-which means that they will not be alone among high-level personnel. Therefore, people should not damage their reputation just because they want to use their quick wits.
4. Find the right opportunity to move on. Working for a boss like Hugh can be frustrating, so people should choose to leave immediately if possible.
As far as personal work experience is concerned, I have met such a wonderful work-of course, if I look at the company's board of directors, I think I have seen a lot. Whenever I find again and again that there are so many fools who think such characters are harmless, I am always amazed. They will fire all the talents in the company and make the company full of loopholes and worthless. Of course, for people like Hugh, this is the best state: it means there are no more competitors.