Chapter 32 Chapter 32: Inspiring Learning

Confidence is the most basic and important mentality that a successful person should have, and it is also an essential psychological quality for a leader.A leader who is optimistic and confident and believes that the business he is engaged in will be successful will definitely embark on the road to success; on the contrary, a leader who does not have the confidence to succeed and is full of doubts about the work he is doing, then he will not He will devote himself wholeheartedly, and will stop immediately when encountering difficulties, so that his career will be abandoned halfway, and all previous efforts will be wasted.Rong Zongjing and Rong Desheng, the famous national industrialists in our country, once expressed their success in this way: "It is not to hold sufficient capital, but to hold a substantial spirit." In the history of their struggle, when others When they lost confidence in the future, wavered and retreated, they struggled out of the predicament with firm confidence and belief in victory, and achieved remarkable results.

Confidence and belief can stimulate people's emotions and strength, mobilize people's enthusiasm, fully develop people's wisdom and potential, and strengthen people's will to complete tasks, realize ideals, and even accomplish great and sacred missions. If you want to be seen as a leader, you can't just focus on what you want to accomplish, but also show that you're focused on your goals. In the history of ancient China, Xiang Yu was the most outstanding leader who made use of the dead end.At the end of the Qin Dynasty, troops from all over the country raised their troops against Qin one after another, including Xiang Yu and his uncle Xiang Liang.They defeated the Qin army in succession in Shandong and Henan, and won several victories.However, in the battle of Dingtao, Qin general Zhang Han defeated the Chu army, and Xiang Liang also died in this battle.

After Zhang Han defeated the Chu army, he crossed the Yellow River and attacked Zhao.The king of Chu appointed Song Yi as the general and Xiang Yu as the second general, and led the Chu army to rescue Zhao.The Chu army marched to Anyang (now southeast of Caoxian County, Shandong Province) and stayed there for 46 days.Xiang Yu couldn't bear it anymore, and urged Song Yi to cross the river quickly, but Song Yi only cared about eating and drinking. Xiang Yu was very angry, so he killed Song Yi in his tent, cut off his head, and ordered the whole army.When the generals saw that Xiang Yu had killed the general, they were all frightened and expressed their willingness to obey his command.

Xiang Yu reported to the king of Chu, and the king of Chu ordered Xiang Yu to be the general.So Xiang Yu acted immediately and personally led the whole army across the river.After crossing the river, Xiang Yu ordered all the ferries to be scuttled, all the rice cookers were smashed, and all the houses on the bank were burned. Each person was only given three days of food, to show that this battle can only be fought with one's life and never retreats. Determined, as soon as the Chu army arrived at the front line, they immediately surrounded the Qin army and cut off their way of transporting food.After a fierce battle, Qin Jun was beaten to the ground.After the victory of this battle, Xiang Yu summoned the generals from all over the country, and they all bowed down at Xiang Yu's feet.

It is a great achievement for a leader to be able to effectively motivate others.Incentives are everything to make a unit come alive.You may be able to do the work of two, but you can't be two, you have to do your best to inspire the other and let him inspire the people under him.You can achieve some local small victories by yourself, but if you want to successfully start a business and achieve the final overall victory, this is definitely not something you can accomplish alone.Therefore, it is very important that you know how to motivate others with an effective attitude and a pleasing way.

Well, here are some ways you can achieve your goal of motivating others: 1. Fully affirm the excellent work of the subordinates If your subordinates are doing excellent work and you, as the leader, never notice, they will soon feel that there is no need to work so hard, after all, the work is usually well done and they are not. relationship is not very close.As a result, the quality of work of subordinates will slowly decline.More importantly, your subordinates will think that you take all the fruits of their work for themselves, and you become a "peach picker".At this time, your subordinates will think in their hearts, you never mention our excellent work, how can you report our achievements to your boss?

In short, as the leader of a company, it is necessary and obligatory for you to let your subordinates know that you are a leader who pays for his work.This is the best way to motivate. 2. Let subordinates take on challenging work Each of us likes to express ourselves and surpass ourselves, and we all hope to achieve new achievements on the basis of the original, and make it to a higher level.Well, so do your subordinates.For your reports, accepting challenging work from you can make them very aware of the weight of the burden on their shoulders.It is this sense of urgency and responsibility to accept the challenging work itself, rather than the work itself, that will enable your subordinates to succeed in the future.The challenge at work is very important. It can stimulate a person's enthusiasm for work and motivate your subordinates to work harder in the future, so as to establish firm self-confidence in yourself and achieve career success.This is true for both your new subordinates and new employees.

3. Restore the self-confidence of subordinates Professor Lawrence of Harvard University in the United States has been focusing his research work on the key conditions that affect job performance.He pointed out that the factor that leads to a person's job performance is largely from job satisfaction - self-confidence. So, how can your subordinates build self-confidence at work?The world-renowned psychologist Erikson’s explanation is that the final formation and determination of a person’s self-confidence requires two conditions: first, there must be an urgent environment; crisis".In other words, a person's self-confidence is achieved in the process of overcoming crisis after crisis.At the same time, he pointed out that the improvement of a person's self-confidence will increase our ability to grasp ourselves. This self-control ability is a person's ability to accurately evaluate and predict himself, and it will generate a dynamic in the heart. Strength, to promote the development of individuals to perfection, and thus to grasp the correct path of an enterprise.

4. Praise more than criticize at work An excellent and shrewd leader will not "pick his nose and eyes" at his subordinates in some trivial matters, but should adopt a magnanimous and open-minded attitude, so that his subordinates will be corrected as soon as possible after they make mistakes and do wrong things. Instead of knocking down their self-confidence, they can clearly understand their mistakes and give them time to strive for the next step of victory. 5. Don't criticize your subordinates needlessly In company management, if you turn a blind eye to the failure of your subordinates and don't reprimand them, it may make your subordinates lack vigilance and may repeat the same mistakes.In order to prevent your subordinates from tripping over the same stone twice or even multiple times, you must delve into the reasons for the failure and prompt him to conduct deep self-reflection. Therefore, it is right to reprimand the subordinates who have made mistakes or failed.

However, reprimanding does not mean that you can blame him. The difference between reprimanding and blaming is obvious.From the perspective and psychology of the object, "criticism" has obvious offensive meanings, and the failure of attacking subordinates can only make them have a rebellious psychology, which greatly reduces the effect of criticism.On the contrary, if you are reasonable and considerate of your subordinates, even if you reprimand him, your subordinates will not hold grudges for it.For the right use of the weapon of criticism is also a means of motivation. 6. Give your subordinates a sense of belonging

From the perspective of the leader and the organization, an employee with a sense of ownership must be someone who deeply loves his job, his department, and his company, and has great dedication to the organization.And from the perspective of the employees themselves, ownership means that they have the right to make decisions about their work and other things related to it.The spirit of ownership is a creative spirit, which requires people to use their own judgment to solve the difficulties and problems faced by the organization, and to create miracles one after another with great enthusiasm radiated by their pride and self-confidence.In this regard, IBM's approach is worth learning and promoting. As early as the early 1980s, IBM abolished those long-standing rules and regulations and replaced them with mutual trust and support. IBM has no trade union organization, and its interior is full of family atmosphere and democratic atmosphere. Although the company is also facing fierce competitive pressure and market challenges, its employees have always maintained a team spirit of solidarity and mutual assistance, and a sense of responsibility as a master. It supports the world's largest "business machine". With the development of society, people's pace of life is constantly accelerating, and the pressure of competition is also increasing. This has become an unavoidable reality.Even within a company, competition is everywhere.Therefore, as a leader, we must try to make the competition within the company develop in a healthy direction. A company is a big family, or a machine, and each member is an integral part of the machine.You, the leader, have to find ways to keep the machine running.Only in this way, your company will have infinite vitality. As a leader, your subordinates work diligently and diligently, making your business flourish, your career is getting stronger day by day, and your subordinates have made outstanding contributions to your career. At this time, you must not begrudge your money Don’t begrudge your praise and praise, and give your subordinates material rewards and spiritual encouragement without losing the opportunity, so that they feel that their efforts have not been wasted with sweat, and they have a sense of accomplishment.This is because rewarding and encouraging subordinates who work diligently is also telling other employees that at work, if you work harder, you will gain more. Therefore, moderate and effective rewards can stimulate and maintain the initiative and enthusiasm of subordinates to the greatest extent.Learning to motivate subordinates and using this method correctly is an effective leadership method for leaders. In today's society, more and more people seem to hope that there is an external force that can make themselves and those around them move in a predetermined direction without stopping.However, in our lives, any behavior that is promoted by external forces will not have a strong staying power.If people have a kind of motivation from their own hearts in their hearts, its persistence is obvious.Once the gasoline in the car's fuel tank is used up, the car needs to be pushed by people to walk, and without people's push, the car will stop soon.But if the gasoline in the car's fuel tank is always full, the engine in the car can drive the car forward without stopping, almost without end.The power generated in the human heart is equivalent to a car's fuel tank full of oil, and the staying power of this power is almost forever. The same is true for the relationship between people and incentives.Without motivation, it will be difficult for a person to take action, let alone muster momentum, and it will be difficult to realize his potential.Conversely, if a person is constantly motivated, he can always move forward. Motivation can take many forms in our lives.Of course, the best form is to be recognized by the whole society and recognized by the whole society.The power of this motivation is enormous. Of course, incentives don't have to be material rewards or promotions to grassroots leadership positions.In life and work, some other means can still be used to achieve the goal. For example, the following methods can be used: In meetings or other occasions, give written or verbal praise to employees who have performed well at work.Of course, this kind of praise must be a heartfelt compliment, not just a few high-sounding words. Your company's career is booming, and you want those subordinates who have made great contributions to the company's career to enjoy these achievements and glory with you. In daily work, sincerely welcome your subordinates and employees to express their opinions, put forward work suggestions, and give them praise or rewards. Invite your subordinates to participate in meetings that determine the future and destiny of the company, and encourage them to express their suggestions and opinions.In this way, they will consciously or unconsciously link the fate of the company with their own. Actively encourage and reward those subordinates who try their best to help the company out of trouble, and give you suggestions and criticisms. Encourage your subordinates to put forward their own personal opinions and ideas on the development of the company, and even encourage them to put forward opinions that are completely opposite to yours. Make time often to have lunch or dinner with your subordinates. Take time out often to chat with your employees and get to know them and build rapport with them this way. Often talk to employees about their ideals and goals in life, and encourage them to set up lofty ideals and goals. Genuinely give your subordinates the opportunity to promote in order to meet their expectations. Create opportunities for your subordinates to choose appointments, travel, and participate in new work objectives and tasks. If you have the opportunity, introduce your subordinates to the highest levels of the company and give them the opportunity to learn from others. Give subordinates the opportunity to do their best and strive for the top. Require yourself and your subordinates to be kind, honest, fair and open in work and life. Encourage subordinates to learn work and other aspects of knowledge from a certain work organization, club or newspaper in order to realize their personal ideals. Understand the performance of subordinates outside of work and other aspects. When your subordinates achieve their goals in life, you should give them material and spiritual rewards, even if they no longer work for your company. Toshio Sochi was already 68 years old when he became the president of Toshiba, but he did not look old at all.In order to understand the actual situation, he visited Toshiba's 33 factories and sales offices all over Japan, and most of the inspection time used the spare time of the head office to work.Of course, this is mainly because he cannot have free time during the day, but more importantly, this is his consistent work style. He is willing to talk to his employees, understand their ups and downs, and understand their lives Ideals and goals, and he really enjoys it.Once, Mitsuo Sochi came to the Toshiba branch in Kawasaki. The employees in the factory said: The previous presidents have never been here.As a result, the motivation of the workers increased greatly. At Toshiba, Mitsutoshi Sochi advocated the implementation of a "long-term business plan" and extensively solicited opinions from all walks of life.Mr. Tu Guangshen said: I have always pursued the principle of heavy burdens, that is to say, people's working conditions must be above their working ability.For example, if this person can pick up 100 kilograms, then in fact, he should be handed over 120 kilograms.It would be a sin not to give weight.If you want to respect people, then you should give him a heavy responsibility, which can stimulate his creative ability. Soil photosensitive husband thinks that this is not enough.He pointed out that the top leader should also do something, that is, to provide employees with a good working environment so that everyone can develop their strengths. It can be said that Toshiba's business is thriving, and it is inseparable from Toshio's employment policy and personnel arrangement, and the incentive policy he adopts for ordinary employees. As the saying goes: A scholar dies for his confidant.As a leader, if you understand the nature of your employees, you also know how to motivate them effectively.If your vision is sharp enough and more penetrating, you will be able to enter their hearts faster, control them, lead them, and develop them.So, when are employees most motivated? 1. When opinions are respected Employees need a sense of value and respect.When they talk about self-esteem or dignity, they are expressing this need.Many other needs are easy to satisfy in modern society, but the sense of value and respect is very difficult to satisfy. The development of an enterprise not only comes from the wealth of the economy, but also from the strength of people. The management task of each enterprise is to induce and strengthen this strength.The modern work guidance method is to make all employees stand in the perspective of the leader of the enterprise and fully express their opinions and opinions, and the leaders will review the feasibility of these opinions and opinions.The vitality erupted by this group also creates the cohesion of the enterprise. The U.S. airline industry was in turmoil in the mid-1990s, with only a handful of airlines consistently maintaining impeccable financial records.Delta Air Lines is one of them.The company not only created conditions for employees to express their opinions in the management work, but also spent a lot of time and money to verify the opinions of employees, which led to a series of major changes in policies.Burritt, a mechanic, was underpaid by $38 because he was not paid overtime for one day to fix the engine.There was nothing his superiors could do about it.The 41-year-old mechanic to force the general manager?Garrett complained: "We have always had a headache about compensation, which has disappointed a large number of good people with the company." Three days later, top management apologized to Mr. Burrett and said Wages paid back.Delta made inferences about this, changed its wage policy, and increased overtime pay for mechanics who worked overtime.Fully respecting the opinions of employees, this mechanism not only mobilizes the enthusiasm of employees, but also makes the company stand out in the same industry. 2. When praised by the leader Leaders' praise can satisfy employees' sense of honor and accomplishment, and encourage them spiritually. As the saying goes: "Under heavy rewards, there must be brave men." This is a low-level method of motivating employees. Material incentives have great limitations, and many advantages and strengths of employees are not suitable for material rewards. In contrast, praise from leaders not only does not require much risk, nor does it require much cost or cost, it can easily satisfy employees' sense of honor and accomplishment.The leader's praise can make employees realize their position and value in the group, as well as the individual's image in the leader's mind. The employee has completed a task or made some achievements very seriously. Although he doesn't care about it on the surface at this time, he is silently looking forward to a satisfactory reward from the leader in his heart.Once the leader does not pay attention or give fair praise, he will definitely feel a sense of frustration, and he will also have a view on the leader: "Anyway, the leader can't see it, and it's the same as doing a good job or doing a bad job." The doubts and estrangement of the leaders deepen the relationship between the two, which is conducive to unity.Some employees have been neglected by their leaders for a long time, and the leaders neither criticize nor praise them. After a long time, the employees will definitely mutter in their hearts: Why does the leader never praise me? Is he prejudiced against me, or is he jealous of my achievements?So getting along with the leader is lukewarm, keeping a long distance, there is no friendship and affection at all, and eventually a estrangement is formed. The leader's praise not only shows the affirmation and appreciation of the employee, but also shows that the leader pays close attention to the employee's affairs and cares about his every word and deed.Some people often tell their friends happily after being praised: "Look at our boss who cares about me and appreciates me. I did something that I didn't even think was great, but he praised me a lot. Follow him. , Qier Shun!" 3. When leaders share weal and woe with employees A leader, a few employees, plus a hut, a few people work together, start from scratch, and finally come out on top and achieve their own career building.There are countless such examples in the history of business, and many corporate giants started their businesses from this. Their success depends on the leaders and employees sharing weal and woe and sharing weal and woe.In such a situation, if the upper and lower hearts think together and exert energy in one place, what difficulties can't be overcome?How could it not make them successful? In fact, sharing adversity with others is not a difficult task, because in times of crisis, it is often the only choice to tide over difficulties and help each other.But what is difficult is that after the crisis, the bitterness is sweet, and we can still share happiness with our employees. Historically, before Jin Wengong came to the throne, he was helped by Jie Zitui.After he came to the throne, he rewarded the meritorious deeds, and those with great achievements were entrusted with feudal titles, while those with small achievements were promoted to nobles, each got his own place.Jie Zitui didn't want to be enshrined, but Chong'er still granted Mian Shang as Jie Zitui's sacrificial field.After that, all the ministers worked harder to agree with each other, and finally helped him defeat the state of Chu. Taking history as a mirror, we can get a lot of inspiration: as a leader, when we are in adversity, we should tide over the difficulties with our employees. The great cause of the company. The development and growth of a company or department depends on the joint efforts of leaders and employees.And the relationship between superiors and subordinates formed in sharing weal and woe is the strongest relationship.As a leader, you must share joys and sorrows with your employees, and only by not forgetting dangers can you truly motivate your employees and make your career flourish. 4. When entrusted with important tasks No matter when and where, people want to have their own status.There are many low-level employees who never think about the overall work and don't go to work if they want to rest.Once the position is promoted, it will be considered "job first".Many employees are always hostile to their bosses. Once he is given some kind of responsibility, he will change his attitude and enthusiastically urge employees to work. In fact, everyone hopes that their status will rise steadily.If you often put someone in a certain position, he will gradually reduce his work intentions.Therefore, if the leader wants him to become a more powerful person, he will be given a higher status, so as to mobilize their enthusiasm and better devote themselves to work. Therefore, before you criticize employees for their lack of responsibility and lack of motivation, you might as well first determine their status, improve their sense of responsibility, and inspire motivation. These are all effective methods. 5. When there is a strong competitor We often say: born in sorrow, die in peace.As employees, if they do not face the pressure of competition and the pressure of survival, they are prone to inertia and do not want to make progress. Such employees have no future, and such companies will have no future.Therefore, the leader must let all employees know that only competition can survive from the day they take office, and at the same time put pressure on them to let them deeply understand the principle of "survival of the fittest and survival of the fittest". Let me give you a simple example: I saw that your neighbor bought a new car. Although you are in financial difficulties recently, you may use the method of installment payment or borrow money from relatives and friends to buy a car for the sake of face.The same is true at work. For example, two people who joined the company at the same time often compare themselves secretly, and they also have the notion of not wanting to lose to each other. This is all caused by the sense of competition. If a leader wants to win the trust of his subordinates, he must be enthusiastic about his subordinates.Enthusiasm is not enthusiasm, the key lies in feelings.If a leader thinks of himself as lofty and lacks due enthusiasm, he will neither get close to his subordinates nor trust them, and of course it will be difficult to make his subordinates feel a sense of intimacy and trust. At the beginning of the business, Microsoft was basically young people. They were good at business and marketing, but no one had the patience to deal with housework and management chores.Gates' first secretary was a young female college student, who was indifferent to everything except her own job.Gates deeply felt that the company should have a managerial secretary who is enthusiastic and straightforward, and can take care of the logistical work in every detail, so that he cannot always be distracted by this aspect.He demanded that General Manager Wood immediately fire the current secretary and set a time limit to find the type of secretary he requested. Soon, Gates recruited Wood in his office. Wood handed in the application materials of several young women, and Gates shook his head again and again after reading it. "Is there no more suitable candidates than them?" Wood hesitantly took out a document and handed it to Gates, "This woman has done many logistical jobs such as secretarial, file management, and accountant, but she I'm too old and have a family burden, I'm afraid..." Before Wood finished speaking, Gates had already read the application materials at a glance, "As long as she is competent for the company's various chores and takes the trouble." Gates said. In this way, Gates' second female secretary, 42-year-old Lu Bao, took office. A few days later in the morning, Lu Bao was sitting in his seat, and saw a boy go straight to the office of Chairman Gates, and when he passed by her, he just greeted her with "Hi", just like a child treats his mother. nature.Then he fiddled with the office computer.Because Wood had specifically reminded her that no idler was allowed to enter Gates' office to operate the computer, she immediately told Wood that a child had broken into the chairman's office.Wood said indifferently: "He is not a child, he is our chairman." Later, Lu Bao knew that his chairman was only 21 years old.At this time, with the meticulousness and thoughtfulness unique to a mature woman, she considered her future responsibilities and obligations in the doll company. Not long after Lu Bao arrived at the company, she went to work at the company at 9:00 a.m., and when she passed Gates’ office, she saw the door was wide open and Gates was lying on the floor. To call an ambulance, it was later discovered that Gates was sleeping soundly.From this, Lubao understood that software design requires more effort than other jobs.From then on, whenever Lu Bao came to the office in the morning and saw Gates sleeping on the floor, she covered him with clothes and closed the door quietly just like a mother caring for her son.Caring about Gates' daily diet in the office has become a part of Lubao's daily work.This made Gates feel a kind of maternal care and warmth, reducing the discomfort caused by being away from home.And Gates treated his employee like a mother, and never considered hiring someone else. Lu Bao is also a good hand at work.Gates is a master negotiator, but he can also cause minor misunderstandings when meeting customers for the first time.When customers see Gates, they can't help wondering whether the little man in front of them is the chairman of Microsoft Corporation. Maybe the real chairman of Microsoft Corporation is doing other things?They took the opportunity to call Microsoft to check. When Lu Bao received such a call, he always answered kindly: "Please pay attention, he is a boy who looks about sixteen or seventeen years old, with long blond hair and glasses. If What I saw was such an image, it must be true. Since ancient times, heroes have been born as teenagers." Lu Bao's words dispelled the doubts that had accumulated in the other party's heart. Lu Bao regards Microsoft as a big family, and she has a deep affection for every employee and every job in the company.Naturally, she became the logistics manager of Microsoft Corporation, responsible for paying wages, keeping accounts, receiving orders, purchasing, printing documents and so on. Lubao has become the soul of the company and has brought cohesion to the company. Gates and other employees have a strong dependence on Lubao.When Microsoft decided to relocate to Seattle, and Lubao couldn't go because her husband had his own business in Apache Key, Gates was very reluctant to part with her.Gates, Allen, and Wood jointly wrote a letter of recommendation, in which they spoke highly of Lubao's ability to work.When parting, Gates held Lubao's hand and said emotionally: "Microsoft has a vacant seat, and you are welcome at any time. Come here quickly!" Three years later, Lubao first came to Seattle from Apache alone. Later, he persuaded her husband and his family to move here.Lubao has been unable to forget the days of getting along with Gates."Once you've worked with Gates, it's hard to leave him for long. He's energetic, approachable, and you can be carefree and happy," she told a friend. Yes, Gates got trust from Lubao, and Lubao got respect from Gates. Facts have proved that Bill Gates knows people and is good at responsibility. Starting from the needs of work, he chose Lubao, and he also chose success in his career. As a leader, you must have the ability to discover and dig out the excellent side of your subordinates and their work.If you see your subordinates as a mess, it is often because of a problem with your vision. There is a saying that goes like this: "It is not the lack of beauty around us, but the lack of discovery." If you are good at discovering beauty and the strengths of your subordinates, you can get the talents you need.Modern management advocates functional analysis of people.The "ability" mentioned here refers to the strength of a person's ability, the combination of strengths and weaknesses; the "gong" mentioned here refers to whether these abilities can be transformed into work results.The conclusion shows that it is better to use a capable person with shortcomings than a mediocre "perfect person" who "has no" shortcomings.Because employing people is different from treating diseases. When a doctor treats a disease, he only picks out the symptoms and shortcomings of the person, while the employing person should first look for his strengths and see what he is suitable for. "The good wind sends me to Qingyun by virtue of its strength."A good dancer with long sleeves can only use the power of others for his own use.For leaders, the so-called "leverage" mainly refers to external forces, which can better complete their own work by leveraging the wisdom and abilities of their subordinates. In short, discovering the good side of people and making use of the good side of people can be the highest principle of dealing with people. Leaders need to maintain an optimistic and healthy mood at all times, because your mood will affect the mood of employees, and your attitude will affect everyone's attitude.If you're overwhelmed and downcast, can your employees lift their spirits? The words and deeds of leaders often have a great appeal. When necessary, you can open your mind, be optimistic and unrestrained, and believe that your employees will also add infinite strength, increase their trust in you, and work together to overcome difficulties together. Your emotions are your own and controlled by yourself. As long as your consciousness is working hard, happy emotions are not difficult to obtain.Get rid of sorrows, resolve grievances, try to change your views on things, and think on the bright side of everything, you will find that your emotions are changing day by day, and your mood is getting better day by day.As long as you do it, it is impossible not to receive results. As a leader, if you can't even regulate your own emotions, then you certainly won't care about your employees, and you won't be welcomed by them. You should spend more energy to care about the feelings of your employees, because it is the normal work of the employees that makes you sit securely in the leadership position.If each employee's mood is not very good or difficult to control, and the leader neither adjusts and improves their mood in time, nor does some fundamental work, then the work will be difficult to carry out. Leaders should not only control their emotions, but also use their good mood to infect employees. Please remember the following points: When you walk into the company, don't forget to say clearly to the employees: "Hello!" It makes people feel that you are full of vigor and cheerful personality. Whether you are a man or a woman, for newcomers, you should take the initiative to shake hands with the other party. The force should not be too heavy or too light, as long as you can make the other party feel your enthusiasm is enough. Try to get the opportunity to look directly at each other. The moment everyone's eyes meet, it is easy to shorten the distance between each other and make the other person feel that you respect him very much. Everyone wants to be valued by others, and you should ask more questions to employees to show that you are extremely interested in him.Not only can you ask some personal questions, but you can also ask the other party some more in-depth questions. Encourage employees to talk about his personal struggle history or success stories, which will surely make him feel happy, more and more excited, and regard you as his good friend. Everyone has their own strengths, and we should try our best to discover the differences between employees and others. If you compliment him, he will definitely treat you with the same attitude. Usually, you need to pay more attention to current events and any new news, so that you can communicate with employees on various topics, and build a knowledgeable self-image, so that employees feel that they are with you, and their horizons are suddenly opened, like a spring breeze. Everyone has a sense of self-esteem and honor. When a leader praises an employee, it not only makes him feel that his own value has been recognized and valued, but also satisfies his self-esteem and sense of honor, so that the employee has a positive attitude. spirit, they will work hard with redoubled enthusiasm.This is exactly the effect that leaders and enterprises dream of. Some leaders have a fear of "praising employees" in the course of their work.They think that praising individual employees makes them self-absorbed, breeds laziness, and makes them less motivated.At the same time, I am also afraid that other employees will talk behind their backs, saying that employees cannot be treated equally and that employees are not treated equally.In fact, this worry is unnecessary.Everyone is eager to be appreciated and praised, no matter whether they are in a high position or in a low position, and no matter whether they are young people who have just joined the company or old employees who are about to retire, there is no exception. The value of praise or praise lies in its sincerity, which means it doesn't need to be auctioned off cheaply.Don't think that praise is a "panacea" that can cure all diseases.When employees do not have good performance and achievements, do you think that if you praise them casually, employees will believe it and arouse their enthusiasm for work?Obviously, if they're hesitant at first, they'll quickly ignore your words.Because they think you're conspiring, sarcastic.This affects the leader's image and authority among employees. Praise must have praiseworthy facts, and praise must be given only when the employee's work performance reaches the level of praise.虚浮的赞扬不仅不会产生激励的作用，反而会增加不信任因素，使赞扬者变成伪君子，使员工产生受捉弄感。在赞扬时，语言要发自内心，这是很严肃认真的，不能给人以造作感和过于随意感。如果领导在赞扬员工时漫不经心，一边读报、喝茶，一边说着几句赞扬的话，不但不会起到赞扬的效果，反而会引起员工的反感，认为你是在敷衍他，对他不尊重，久而久之，即使当你严肃认真去赞扬员工时，员工也会不在乎和不理睬。 “人不畏惧倒下，但最怕人格和威信再也树不起来。”而人格和威信的“倒地”也就在不经意的琐碎事中。因而，赞扬不能不关痛痒，赞美更要显出真诚。 另外，以非常公开的方式对单独一个人进行表扬，会使赞扬的效果更加显着。一位国外的企业家说：“如果我看到一位员工杰出的工作，我会很兴奋，我会冲进大厅，让所有的其他员工都看到这个人的成果并且告诉他们这件工作的杰出之处。”这位企业家发现员工的成果及时给以表扬，并示之以大家的做法，会使其他的员工暗暗憋上一股劲，你追我赶，你赶我跑，而形成良好的工作氛围，使整个企业在一件小事上得到最大的利益。相反地，领导如果只对这位员工进行私下表扬，暗暗努力的也许只有这名员工自己，达不到上面那样好的效果。 请不要忽略这样一个事实：一些较差、较为后进的员工，在员工的各项评比中总是处于劣势，时间一长他们便会心灰意冷，产生破罐破摔的思想，这对企业发展是十分不利的。为了激起他们的士气，克服他们的自卑感，在适当的时候领导可以故意地表现出自己的疏忽，让后进员工来提醒自己。这样他们就可慢慢地产生一种自己也是很能干的荣誉感，从而摆脱原来甘愿落后的思想而思索上进。 领导者与员工之间无疑是一种“管理”与“被管理”的关系。身为领导者，无不希望下属对自己尽心尽力尽职尽责尽忠地努力工作。因为只有做到这一点，才能证明自己的管理是成功的，自己是一个成功的领导者。 可是，并不是每一位领导者都能实现这一目标，恰恰相反，成功的领导者往往只是少数人。古往今来，失败的领导者都是居于多数。 在这里，决定成功与失败的关键因素，就是领导者采取什么样的管理方式，运用什么样的管理方法，这向来是管理学者们所讨论的一大重点问题。 自从管理学出现以来，许多管理学派相继登台亮相。从广义的范围看，人们研究管理学的目的是为了社会和文明的进步，为了人类的生存和发展，从狭义的范围看，则是追求最大的和谐与效益，为了提高本机构、本单位的工作效率。 正是在这种目的的驱使下，当今人类对管理的研究投入了极大的精力，提出了多种多样的管理理论，当这些理论投入实践以后，人们发现，无论是哪一种管理理论，都存在着许多的缺陷，没有一种是可以全部或大部分实现管理目的的。 然而，随着时间的发展，管理学理论正不断推陈出新，以发展“精神生产力”为目的的“人本管理”，越来越被提到重要的议事日程，以至于美国人把“开发人力心理资源”列为21世纪的前沿课题加以研究，日本和其他许多发达国家也在这方面倾注了大量的人力、物力、财力，展开潜心研究。 这种以发展“精神生产力”的“人本管理”，实际上就是当今某些国内领导者称为“柔性管理”的管理理论。 “柔性管理”的基本原则包括：内在重于外在，心理重于物理，肯定重于否定，感情交流重于纪律改革，以情感驭人重于以权压人…… 这些原则中所体现的魅力，集中到一点，就是以看重感情投资、通过感情投资达到管理的目的。 古往今来，凡是想成就大事的人，都不能少了“人才”这一条。“事业者，人也”，没有人，就不会有事业；没有人才，更无法成就事业。古人云：“得人心者得天下。”事实上，不仅想“得天下”的领导需要得人心，就是一切想在其他方面有所得的领导，也必须做到得人心才可以。 可是，俗语又说：“人心隔肚皮”，这句话的意思就是真正得到人心又谈何容易呢？不过，只要领导者善于运用感情投资这一方式，想得人心也并不是困难的事。 事实是任何领导者的下属不会全是“低能”者，其中必然有出类拔萃的人。这是因为下属的能力不可能一下子全部显现出来，而是需要有一个逐步发挥的过程，这一过程是否会出现，取决于领导是否对他们进行了卓有成效的感情投资。 可以肯定地说，下属的能力大小与领导对他们的感情投资多少是成正比的。Why do you say that? 其一，领导者对下属的感情投资可以有效激发下属潜在的能力，使下属产生强大的使命感与奉献精神。得到了领导者的感情投资的下属，在内心深处会升腾起强烈的责任心，认为领导者对自己有知遇之恩，因而“知恩图报”，愿意更尽心尽力地工作。 其二，领导者对下属的感情投资，会使下属产生“归属感”，而这种“归属感”正是下属愿意充分发挥自己能力的重要源泉之一。 人人都不希望被排斥在领导的视线之外，更不希望自己有朝一日会成为被炒的对象，如果得到了来自领导的感情投资，下属的心理无疑会安稳、平静得多，所以便更愿意付出自己的力量与智慧。 其三，领导者对下属的感情投资，可以有效激发下属的开拓意识和创新精神，鼓起勇气，不会“前怕狼后怕虎”，所以工作起来便无所担心，一往无前。 人的创新精神的发挥是有条件的，当人们心中存有疑虑时，便不敢创新，而是抱着“宁可不做，也不可做错”的心理，混天度日，只求把分内的工作做好就行了。 如果领导者能够对下属进行感情投资，越建立充分的信任感、亲密感，就会越有效地消除下属心中的各种疑虑，从而更愿意把自己各方面的潜能都发挥出来。 一般而言，领导者对下属进行感情投资，不仅简便易行，而且可以选择的方法也很多。下面，将为你介绍一些常用的也是容易奏效的三种感情投资的方式： 1.以言鼓励式 语言是打开人类心灵的窗户，也是人们之间进行交流和沟通的重要工具，更是进行感情投资的重要方式。以言语鼓励的方式对下属进行感情投资，在领导者来说不仅简便易行，而且具有独特的优势。 这是因为领导者与下属分别处于不同的位置，而且下属人数众多，如果某位下属能够得到领导者的言语鼓励，则在感情上会掀起波澜，心灵上受到振动。 领导者在采用以言鼓励式的感情投资方式时，最好选择以下几种时刻进行： 一种情况是：当下属顺利完成工作，取得较大成绩时。下属辛辛苦苦完成了一项工作，交差时如果领导反应平平，态度冷淡，那么他（她）就会感到受到了伤害，并在心里说：“以后再也不如此卖力了。” 反之，如果领导者在此时能够表扬下属几句贴心的话语，表示出对他的理解，并鼓励他以后好好干，则结果就会截然相反，下属会因此而认为领导者重视自己，对自己的努力还是心中有数的。 另一种情况是：当下属在工作中碰到困难时。无论做什么工作，都会碰到一些难题。每当此时，领导者就应该表示理解和支持，而不是批评和嘲讽。只有这样，才能充分鼓舞起下属的勇气，使其努力克服困难完成工作。 还有一种情况：当下属提出创意，勇于表达自己的不同意见时。对于敢于提出新看法尤其是与领导者不同的看法的下属，领导者往往都会表示反感。然而，如果你想成为一位成功的、善于发挥下属潜能的领导，就必须改变这种毛病。 对于此类下属，不仅不应反感，而且应该进行鼓励，无论他的看法是否正确，是否可行，你都应该对其具有的勇气和精神表示认同，给予鼓励。 在大多数情况下，对于大多数下属来说，他们对领导者的要求其实并不高：只要能够得到领导者的承认，获得管理者的言语鼓励，就很满足和高兴了。同时，他们也会因此而感到领导对自己是有感情的。 所以，领导者如果能够适时地给下属以言语的鼓励，就能拉近与下属间的距离，激发其干劲和热情。 此外，领导者对下属的家庭生活和个人困难表示关心，并提供解决的办法，也是以言鼓励式进行感情投资的一项重要内容。 2.以资鼓励式 常言道：“利之所在，趋之若鹜”，又说：“重赏之下，必有勇夫。”这些话中所包含的道理是一样的，那就是利益也是刺激人、鼓舞人、推动人的有效工具。 每个人要想生存下去，首先必须有物质生活的保障。因此，谋利之心，人人有之，这也属正常的事情。 在现代社会中，人们对于物质利益的要求，不仅越来越实际，而且越来越正常。可以说，下属在领导的手下工作，一个重要的目的便是获取物质利益。这说明，精神方面的鼓励尽管对下属而言不可缺少，物质利益方面的满足也很重要。因此，领导者对下属进行感情投资的另一个重要的方式，便是以资鼓励式。 面对下属，领导者运用以资鼓励的方式进行感情投资时，有两种具体的方法可以使用： 一是单独式以资鼓励。这是指当某位下属做出突出成绩时，领导者可以单独给其发放奖金、给红包。 二是大众式以资鼓励。这是指对所有的下属都给以奖励，或者采取聚餐的方式，领导请客，对所有人表示奖赏。 上述的两种方式，既可择其中之一种使用，也可两者结合起来使用。具体要视实际情况而定。 3.以小见大式 领导者对下属进行感情投资，重要的是“以小见大”，于细微处见精神，使下属感到自己确确实实被领导关心着、照顾着，在领导心中占有一席之地。 从细微之处入手进行感情投资，既方便又有效，还可以体现出领导的细心和对下属的关心。 实际上，真正能够取得重大突破、做出非凡业绩的下属，毕竟只是属于少数。而且，即使对这些少数而言，他们也不是总能够做到这一点的。 更普遍的情况是，大家每天都在那里默默无闻地工作，而这种工作汇合起来后，便共同成就了领导的事业。 因此，领导要注意从细微处着手，多关心、爱护、体贴、理解下属的每一项工作，每一点小小的进步。这也是加深领导与下属之间心理联络的有效途径。