Chapter 10 Chapter 9 The Art of Criticism: Putting People First and Paying Attention to Skills

In the work of leadership, criticism is also a necessary means of reinforcement, and it complements praise.As a leader, we should minimize the side effects of criticism and reduce people's resistance to criticism, so as to achieve a more ideal criticism effect. People can not escape from doing wrong?In daily work, there are often some deviations and mistakes in the work of subordinates.However, due to the constraints of external conditions, it is often difficult for subordinates to perceive these mistakes. At this time, the leader must criticize in time to set the course, correct deviations, and ensure the smooth realization of work goals.It can be seen that it is not only inevitable but also important for leaders to criticize subordinates in a timely and appropriate manner.At this time, the first thing to pay attention to is to abide by the principle of criticism.

1. In the tone of a friend As a boss, you are very dissatisfied with the work of a certain subordinate and must point it out, but it is inconvenient to criticize him face to face, what should you do?You should keep a low profile first, try to change his attitude, and ask him in a friend's tone: "What happened?" "What can I do for you?" or "Why is this happening? What's going on?" etc. Etc., this helps you to understand the situation so that you can better solve the problem.This should be the best policy, you can directly tell him what you want, but don't say: "You are doing this is not right!" You can do better." "It seems that you haven't really developed your level in this way." It is better to tell the other party in a reminding tone.

Then exchange opinions with him in private, express your thoughts tactfully, and present facts, reason, and analyze pros and cons with him, and he will be convinced and sincerely accept your criticism and help.On the contrary, if you are condescending, domineering, and blame in the tone of the boss, it will arouse the resentment of the subordinates, and the criticism will lose its effect.It can be seen that the role orientation during criticism is very important, and it will make criticism have completely different effects. Sometimes you may not be able to deal with conflicts and disputes in time due to busy work. You can express condolences to both parties in the conflict first, and then deal with them after a while. Learn more about the causes of conflicts among subordinates in order to adjust future work.

2. Treat things but not people When criticizing your subordinates, think clearly about what you want to say in advance. The main premise should be "the matter is not the person." When criticizing, remember: don't make personal attacks.For example: "I don't appreciate your attitude." Or "Why are you always so subjective, can't you be more objective?" etc. Saying this will make the relationship between the two parties very sharp and antagonistic, and it will not help solve the problem. , and create new contradictions. 3. Know when to criticize When you discover that your subordinates have made mistakes, you must grasp the opportunity to criticize and criticize others positively. It is a very embarrassing and embarrassing thing for anyone, but as a leader, this is one of your job contents.

When you want to severely criticize your subordinates, please make an appointment with the person in advance, and at the same time click on him first in simple words, so that the other party is mentally prepared, so that you can also think about how to deal with the incident in advance.Then, clear your mind about what you're going to say, and restate it again, which will help you feel less uneasy.You may wish to write down an outline and prepare to read it at any time, so as not to repeat it due to omissions.Remind yourself often: "Keep your senses", "Keep calm", "Don't be busy", the attitude is naturally more relaxed.Remember, a positive and sincere voice can make the person being criticized easier to accept and avoid embarrassment.

The opening statement is very important when criticizing. Don't start with "the leader thinks" in everything, and put too much pressure on the other party.You can say tactfully: "You are often late and leave early, is there any difficulty?" "The unit has its rules, if you arrive late and leave early, it will affect the work of other colleagues, and it is unfair!" "I appreciate your quick fix Style, but I hope you can follow the rules of the unit so as not to hinder normal work." Criticism of subordinates should be timely and take immediate action.Find out at any time, criticize at any time, don't delay, if you always think about it a few days later, then the other party will think: "I've always done this, why didn't you have any objections in the past?"

But this does not mean indiscriminate and instant criticism. Some people think that the leader is a representative of authority. When talking with subordinates, he only needs to use affirmative or raised tone of voice. Self-esteem, you can't correct the mistakes of your subordinates and criticize him in the public. Due to their own reasons, some subordinates often lack motivation and lack initiative in work.If you criticize him and try to mobilize his initiative, it will not help. The initiative must be mobilized by internal factors.Criticism of them can only be veiled, and motivation must be superficial.The purpose of the conversation is to make the other party accept, and to accept requires prescribing the right medicine and adopting a psychological attack strategy.

If he likes to grow flowers, he can connect his work with flowers, which can arouse the enthusiasm of his subordinates and make him work seriously and enthusiastically.Not only that, this method of motivation can also make subordinates have a sense of responsibility, and the sense of responsibility is just the premise of doing a good job.In this way, the subordinate will be able to be convinced and accept your criticism happily, because his efforts have been recognized and his enthusiasm has been affirmed. A philosopher said: Only when we look at our own mistakes with a magnifying glass and treat others' mistakes in the opposite way can we have a fairer evaluation of our own and others' mistakes.

In the work of leadership, criticism is also a necessary means of reinforcement, and it complements praise.As a leader, we should minimize the side effects of criticism and reduce people's resistance to criticism, so as to achieve a more ideal criticism effect.When criticizing others, you should first have a correct understanding of yourself and others.Think of your own responsibilities and your own shortcomings.At the same time, look at the other party's faults with an understanding attitude, consider whether you will make faults under the same conditions, and don't criticize others in a consistently correct tone.Especially when you do have big or small mistakes, self-criticism should be more sincere.

When criticizing a subordinate, if we change the way, exchange opinions with him in private, express our thoughts tactfully, present the facts with him, reason with him, and analyze the pros and cons, he will be sincerely convinced and truly accept your criticism and help. It can be seen that the method of criticism is the key. Different methods have different effects.There are basically three conditions for successful criticism: one is to be sincere; the other is to have a thorough and pertinent analysis; the third is to use appropriate criticism methods.The following are four rather artistic criticism methods, which have a strong enlightenment effect on leaders.

1. Heuristic To make the other party realize his mistakes fundamentally and from the heart, the critic needs to dig out the reasons for the mistakes from the depths, understand them with reason, move them emotionally, and help them understand and correct their mistakes. Xiao Zhang, an employee of a certain unit, is about to get married, and the director of the trade union asked him: "Xiao Zhang, what are you going to do about your wedding?" The only child..." The director said: "Oh, our unit also has Xiao Li and Xiao Zhang who are both only children!" Both parties used lingo in this passage. What Xiao Wang meant was that the wedding had to be held, but what the director meant was that other people are also only children, but they can do new things. 2. Humorous Humorous criticism is to use philosophical stories, puns, image metaphors, etc. in the process of criticism, so as to ease the tension during criticism, inspire critics to think, thereby enhancing mutual emotional exchanges, so that criticism can not only achieve educational The other party's purpose, but also to create a relaxed and happy atmosphere. Voltaire once had a servant who was a little lazy.One day Voltaire asked him to bring the shoes.The shoes came, but were covered with mud.Then Voltaire asked: "Why didn't you wipe it off in the morning?" "No need, sir. The road is full of mud, and in two hours your shoes will be as dirty as they are now." Voltaire did not speak, but went out the door smiling.The servant hurried to catch up and said, "Sir, go slowly! Where is the key? The key on the cupboard. I still have lunch." "What lunch, my friend. You'll be as hungry again in two hours anyway." Voltaire cleverly used humorous words to criticize the servant's laziness.If he had yelled at him and ordered him, it wouldn't have had such a good effect. 3. Warning If the other party did not make a principled mistake, or was not on the spot where the mistake was being made, we do not need to criticize it "with live ammunition".It is okay to use gentle words and just point out the problem.Or use certain things to compare and insinuate, so that it can be used as a warning. 4. Euphemism Euphemistic criticism is also called indirect criticism.Generally, the method of borrowing from each other to compare with each other is adopted, and the critics have a room to think.Its characteristic is that it is reserved and implicit, and does not hurt the self-esteem of the critics. Once at a banquet, a fat lady sat next to the thin and thin Bernard Shaw and asked the great writer with a coquettish smile: "Dear great writer, do you know any way to prevent obesity?" George Bernard Shaw solemnly said to her : "I know there is a way, but I can't translate this word to you no matter how I think, because the word 'working' is a foreign language for you!" George Bernard Shaw's implicit and euphemistic, soft yet strong criticism is extremely targeted. In short, the method of criticism should be based on education, educate people with facts, enlighten people with reason, and remind people with consequences, so that the other party can accept criticism sincerely. Everyone has self-esteem, so we must treat each other as equals when criticizing, and we must not regard ourselves as a judge, let alone gloat, or even slander.Otherwise, reprimand is not only a damage to the self-esteem of the person being criticized, but even an insult to the personality, and it cannot really solve the problem.It should be to discuss issues calmly and give subordinates a sense of love and intimacy. Regardless of any group, when employees make unforgivable mistakes, as a leader, it is inevitable to reprimand them.But everyone has self-esteem. Criticism should be done on an equal basis. Severity in attitude does not mean viciousness in words. Remember that only incompetent leaders expose scars.Because this approach will not help except to bring back some unpleasant memories; and in addition to chilling the critics, the bystanders will definitely not be comfortable.Because everyone has scars, but they are different in size. Seeing the miserable conditions of colleagues, as long as they are not gloating, they will feel that "the rabbit dies and the fox is sad, and things hurt their kind". What's more, the purpose of criticism is to clarify the problem, not to stigmatize the subordinates.Moreover, proper critical language also involves a leader's mind and self-cultivation, and he must not pretend to be a judge and speak ill at each other, regardless of the severity. It is worth noting that, as a leader, after severely criticizing his subordinates, he must not forget to immediately add a word of comfort or encouragement, "Slap and rub three times".Because, after anyone is reprimanded by the leader, he must be dejected and lose all confidence in himself, and the result of this will inevitably make him even more self-defeating.However, at this time, the leader used one or two warm words to encourage him at the right time, or privately expressed to him afterwards that he was strict with him precisely because he saw his future.In this way, the subordinates who are criticized will deeply understand the truth of "deep love and deep responsibility", and will work harder.In this way, the subordinates will not only keep the mistakes in mind, but may also increase their work enthusiasm and self-consciousness. "Happy after hearing it" is an ancient Chinese saying, but not everyone can accept criticism from others happily.When superiors criticize subordinates, if they want to convince subordinates without the feeling of being overwhelmed by power or power, it is very important to seek truth from facts. Criticism is originally intended to correct mistakes and educate people, so its premise must be that there are indeed mistakes at subordinate levels.If there is no mistake, if you insist on criticizing others, you will leave the impression of "deliberately tricking people" to the subordinates.Leaders should be open-minded, seek truth from facts, and avoid nervousness, paranoia, listening to rumors, and making things out of nothing. Before criticizing, consider the factual basis, which is more basic than the attitude and method of criticism.If there is not enough investigation in advance, and the facts are different from the situation obtained, it will be difficult for the critics to accept; people.Therefore, when superiors criticize subordinates, responsibilities must be clarified, facts must be accurate, and reasons must be ascertained.Proceeding from reality, clarify the true nature of the matter, find out the cause of the problem, and properly assign responsibilities. Such criticisms are justified and well-founded, neither exaggerated nor overlooked, and the subordinates are of course convinced.Therefore, when superiors criticize and deny subordinates, they must be based on facts and policies, and they cannot do whatever they want, let alone replace principles with feelings.This requires leaders to be open-minded, and the most taboo is nervousness, suspiciousness, listening to rumors, and making things out of nothing. In order to seek truth from facts, we must also overcome the tendency to act subjectively.Arbitrary leaders tend to lose hearts.People have their own subjective impressions about everything, but as a leader, they cannot be subjective and arbitrary.For example, the leader subjectively dislikes some employees. There are many reasons for this situation, such as bad temper, disagreement, or friction on some minor issues.At this time, once there is a deviation in the work, he tends to shift the responsibility to him, thus creating a vicious circle. The leader is more and more critical of his subordinates, and the performance of his subordinates is getting worse and worse.To avoid one's own subjective judgment, many obstacles must be removed psychologically.For example, you have to realize that as a leader, you may be very sensitive, or you may sometimes be one-sided when looking at problems, etc. If you find more "dead knots" in your heart, you will have a better evaluation of people and things. justice.For these leaders, Comrade Mao Zedong's thesis that "without investigation, there is no right to speak" is worth learning from. In order to achieve effective criticism, we must pay attention to changing the way and language of criticism according to the objects and occasions of criticism.The view that attempts to judge living reality by a unified model will only hit a wall everywhere. 1. As far as occasions are concerned, different occasions also require changes in criticism methods Smart leaders often know how to adjust criticism according to different situations, while reckless leaders tend to be simple and rude regardless of the situation. Generally speaking, try not to criticize your subordinates too publicly. It is definitely not wise to criticize the behavior of a certain subordinate in public.Criticizing subordinates in this way is trampling on the self-esteem of subordinates, which not only damages morale, but also shows the ruthlessness of the leader. During the quality inspection, a quality inspection manager yelled at the workshop director: "Look at what you made your subordinates do? How can such inferior products appear on our assembly line! What do you do, the workshop director?" If you do this again, you don't want to stay any longer!" Undoubtedly, the behavior of the quality inspection manager will not only cause the embarrassment and resentment of the workshop director, but also make every ordinary employee present feel confused and disturbed.They may think: "Will I be the next person to be scolded!" How can we do a good job in such a mood that everyone is in danger?Although poor product quality is a very important problem, the clumsy way the quality manager handles the problem only makes it worse.Scolding the workshop director in front of the workshop workers will affect the status of the workshop director in the hearts of the workers, thus directly damaging the workshop director's effectiveness as a manager.What's more serious is that the self-esteem of the workshop director has been hurt, and he may show rebellious psychology or break the pot, or even sabotage or cheat.The consequences can be imagined. When this kind of problem arises, the best way is: the quality inspection manager finds the workshop director for a private discussion.Not only can the problem be solved better, but it can also maintain the morale of the workshop manager and workers, so that everyone can benefit from it. Therefore, as a leader, you must not criticize employees in public, let alone criticize in front of your superiors, as this will make your subordinates feel that you are intentionally suing him. It should be said that Ms. Mary Kay, president of the famous cosmetics company, has set a good example for us at this point. At a business summit attended by beauty consultants from all over the United States, she discovered that one beauty consultant's clothing and makeup did not match the beauty consultant's profession.She then learned that the beauty consultant was a newcomer to the industry.Mary Kay realized that by advising the beauty consultant directly one-on-one, she might be hurt.So Mary Kay decided to convey her opinion to the other party in a more subtle way. So Mary Kay gave a presentation at a business meeting entitled "Grooming and Dressing for a Beauty Consultant."This allowed the attendees to learn from the presentation and made the beauty consultant aware of her problem without hurting her self-esteem. Throughout the meeting, Mary Kay repeatedly reminded every beauty consultant present to show their professional demeanor. On the second day after the speech, Mary Kay found that the sloppy beauty consultant had disappeared and was replaced by a neat and simple professional woman without losing professionalism. When it is unavoidable, we should also pay attention to the intensity of criticism.This is especially important. In ancient times, there was a knight-errant, whose subordinates asked for help from others.Once a friend asked him: "So many disciples admire you and follow you, do you have any secret?" He replied: "My secret is that when I want to blame a certain disciple who made a mistake, I must call him Go to my room and remind him when no one else is around, that's all." For leaders, you should understand that as a leader, you should always be responsible for the people and things in the unit no matter what, and no one can shirk this.You like to "spread family ugliness", but it will expose your poor management, or the shortcomings and imperfections of the management system you have formulated.What's worse is that it will give people the impression of being selfish and narrow-minded. 2. As far as the object is concerned, we should pay attention to some main factors such as his occupation, age, personality, and level Different professions have different criticism requirements. For example, for industries with high safety requirements, the criticism should be more severe, while for some professions that require employees to play freely, the criticism should focus on enlightenment and guidance. Criticism should be different for people of different ages: elders should use a discussion tone, and they can be more free with their peers, after all, they have more in common, while young people should give more enlightening criticism to promote It raises awareness.For example, adding modest words before addressing the elderly is solemn and polite, and addressing the young with "Xiao X" can increase the sense of intimacy and enhance the effect of criticism. As far as differences in personality are concerned, the Swiss psychologist Karl?Jung once divided human personality into two types: extroverted and introverted.The extrovert is cheerful, lively, and sociable; the introvert is withdrawn and quiet, and cautious in dealing with things.Different criticism methods should be adopted for their leaders: for the former, you can be straightforward, but for the latter, you need to be tactful;As for people with intermediate personality types in between, they can adapt to the situation and vary from person to person. Knowledge and experience are also very important factors. People with high levels need to clarify the truth. If necessary, they only need to superficially understand, and they will understand; for people with low levels, they must clarify the stakes. What is the mystery in it? The words and sentences of the words and phrases can only make it like a cloud of people, unable to distinguish the east, west, north, and west. There is a saying in China that a man has a face and a tree has bark. Everyone has dignity. You can't wantonly trample on the dignity of your subordinates just because you are a leader. To put it more directly, you want to save face. There is no proportional relationship between the quality of criticism and its quantity. Effective criticism can often point out the essence of the problem and convince subordinates, while nagging accusations will increase subordinates' rebellious psychology, and even if he can accept it, You will also fail to grasp the crux of the error because of your lack of focused language. What's more serious is that some leaders seem to like to "beat the dog in the water". The more subordinates admit their mistakes, the more they growl.What is the outcome of such a conversation?One possibility is that the critics are dejected, and the other possibility is that he couldn't bear it, flew into a rage, "reversed the case" again, and left in a big fuss.At this time, the mood of the subordinates who are being scolded is basically the same, that is, they think: "I have already admitted my mistake, and I still want to hold on to it. It is too much." Might be angry. Obviously, it would be unwise for a leader to do so.Some leaders think that their subordinates do not sincerely admit their mistakes. In fact, no matter whether the attitude of admitting mistakes is true or not, admitting mistakes is not a bad thing in itself, so it should be confirmed first.Then you can continue along this line of thought: what is wrong?Why does such an error occur?What bad consequences did it cause?How to make up for the loss?How to prevent similar mistakes from being made again?As long as these problems, especially the last one, are resolved, the purpose of criticism and accusation will be achieved.It should be known that there are a thousand reasons for defense for a thousand subordinates who make mistakes.Subordinates can reflect on themselves and admit mistakes, so they should not be too demanding.In short, making mistakes is the first stage, admitting mistakes is the second stage, and correcting mistakes is the third stage.In any case, after the subordinate admits his mistake, the leader can only try to help him move to the third stage, not others. Replacing criticism with encouragement is the basic viewpoint of Skinner's teaching.This great psychologist proved with animal and human experiments: When criticizing less and encouraging each other more, the good things people do will increase, while the bad things will gradually shrink due to neglect. Many years ago, a 10-year-old boy worked in a factory.He has always liked singing and dreamed of becoming a singer, but his first teacher not only failed to encourage him, but discouraged him.He said: "You are not fit to sing, you are not at all tone-deaf, it's like the wind is blowing the blinds." But his mother, a poor peasant woman, didn't think so. She put her arms around her child and encouraged him, saying, "Son, you can sing, and you must be able to sing well. You have made great progress now." She Save every penny for music lessons for her son.The mother's praise gave the child infinite strength and changed his life ever since.His name is Enrico?Caruso, the greatest and most famous opera singer of that era. If in this little boy's childhood, there was no mother's encouragement and approval, only the teacher's relentless blow, the world might have lost a famous opera singer. In life, less blame and more praise will not only make things easier to do, but also give the other party a happy mood. Why not do it? We should not belittle or criticize the behavior of others because of our own selfishness or disinterest in things.Without the affirmation and approval of Edison's mother for his son's behavior of incubating eggs, perhaps Edison would not have achieved today's brilliant achievements; if the British writer West had not been inspired by the old headmaster, there might not be countless best-selling books today, and the history of British literature would be lacking. Immortal page.Perhaps it is that insignificant encouragement that gives those who need motivation infinite power and gives those who are in adversity the confidence to fight.Who can underestimate it? In the book "My child, I'm not perfect, this is just the real me", the famous psychologist Jess?Lei Er commented: "Encouragement is like sunlight to warm the human soul. Without it, we cannot grow and blossom. But most of us are just quick to avoid others' sarcastic remarks, and we are too stingy to use them. The warm sunshine of inspiration is given to others." So as a leader, after reading the above words, don't be stingy with your sunshine, let it shine on everyone around you! Pointing out the shortcomings of others may hurt the other party because it is contrary to the other party's meaning, or may hurt yourself because of the other party's arrogant attitude. At this time, it is necessary to use words of praise as a neutralizer to make the other party refute that it is not true, and it is not good to be angry and criticize. There must be reasons and evidence to make him accept it convincingly. A limit must first be envisaged, or your advice may backfire.When you want to point out the shortcomings of others, you must first realize the fragility and imperfection of human beings, and maintain a self-reflection mentality and a humble attitude of sharing faults with the other party, so that the other party can discover their own shortcomings and mistakes.Secondly, in order to avoid arousing the other party's rebellious psychology, it is necessary to prepare some words of praise in advance. Before criticizing others, give the other party this "panacea" first, and then turn to the topic.Praise goes a long way toward neutralizing the other person's distress and unacceptable feelings about the shortcomings you've pointed out. The head of a certain department saw his female secretary early one morning and praised her, "The report you prepared yesterday was very good, I liked it very much." The female secretary was flattered and very happy.The section chief continued unhurriedly: "However, the purpose of my saying this sentence is to make you happy, and pay more attention when typing in the future, so as not to make typos." The chief's method is worth emulating.It's like a very bitter pill, coated with sugar, which makes people feel sweet first, and it's easy to swallow it all at once.Then the medicine enters the intestines and stomach, and the medicine property takes effect again.The patient will not feel the pain of the medicine, and it will be difficult to swallow, and the disease will be cured.If the section chief directly pointed out, "Pay attention to typos in the future", the female secretary may feel ashamed, sad, difficult to accept, or even argue a few words.In this way, the persuasion to the secretary will lose its effect, and it may also cause dissatisfaction among subordinates and make both parties unhappy. Good medicine does not have to be bitter, and criticism must also pay attention to methods.Disregarding the time, place, and psychology of the other party, a blunt, blunt, sneering speech will not achieve the purpose of criticism, but will be counterproductive.There are many benefits to learning to point out other people's mistakes and shortcomings in a gentle manner! The famous American entrepreneur Mary Kay wrote in the book "On the Management of People": "Don't just criticize without praising. This is a principle I strictly abide by. No matter what you have to criticize, you must find out the strengths of the other person to praise, both before and after criticism. This is what I call 'Sandwich' criticism - a small criticism sandwiched between two compliments." That is, when criticizing others, first find out the strengths of the other party and praise them, and then make criticisms, and try to make the conversation end in a friendly atmosphere, and at the same time use some words of praise.This method of praising at both ends and criticizing in the middle is very similar to sandwiches, a food with stuffing in the middle, so it is named after it. By dealing with the problem in this way, the other party may not be too embarrassed, reducing the conflict caused by being provoked.This method is also more effective in many cases.Its advantage is that the critics talk about the strengths of the other party, which plays the role of defending the other party. When analyzing criticism behavior from a psychological point of view, we will find that most people are not as comfortable as hearing praise when they hear criticism.People instinctively resist criticism, and people like to justify their actions, especially when a person has put in a lot of effort in his work, he will be more sensitive to criticism, and he also likes to justify himself, so that Self and others believe that he is infallible.From a psychological point of view, this is also a manifestation of cognitive dissonance.That is, in cognition, people are convinced that it is impossible for them not to make mistakes, but in behavior they try to justify every mistake.The way to solve this kind of cognitive dissonance is for the critic to justify or create conditions for the other party to feel that they cannot justify. There are many things to be sure about the other party's ability, conduct, and hard work. If critics turn a blind eye, the other party may feel that it is unfair, thinking that their various achievements or long-term efforts have not received due attention. If you make a mistake, you will be caught, probably because the other party is specifically against you.The critic first praises the other party to avoid the other party's misunderstanding, to show the recognition of his superiors and colleagues for his work, so that he knows that the criticism is for specific things rather than people, and he naturally gives up using excuses to maintain self-esteem. practice.Some leaders don't like this approach, thinking that praise first and then criticize is a sign of weakness, and the leader should be the image of a strong person.When emphasizing the role of people more and more, it is not advisable to use this method of criticism to pretend to be a leader and strictly maintain prestige. Judging from the expression form of the "sandwich strategy", praise-criticism-praise is also in line with people's psychological adaptability.People hope to be appreciated by others, and praise should leave a deeper impression in his heart.Praise at both ends can do this.When critics follow up with honest and objective praise, people perceive the criticism as less harsh because of the praise primacy effect.However, if you need to analyze his mistakes more thoroughly, the effect of praise may be diluted, and criticism will have a relatively strong recency effect, and the person being criticized may feel a sense of being teased.If you observe carefully, you will find that the so-called popular leaders prefer the "sandwich" method of criticism.Of course, this is what people do consciously or unconsciously based on their own experience, and it is not an "imported" technology.The tradition of our political and ideological work and leadership work requires the adoption of "comrade-style" criticism and the need to "cure the sick to save the patient." The more typical "sandwich" style is the standard syllogism: "Xiao Zhang, this summary is very well written. It seems that you have put in a lot of effort and your thinking is very clear. There are a few points in it that are quite exciting. If you want to say something , I think it’s not appropriate to change these few places, this kind of statement is not appropriate, too sharp words will hurt the enthusiasm of others. Okay, that’s it. Work hard, the young man is very smart, the writing is very good, I hope to continue to work hard.” He said that after listening to Xiao Zhang, he would feel that the leader was full of expectations for him, and the deficiencies were clearly pointed out, which was reasonable, and he would do his best to correct the inadequacies. Sometimes, people also turn "sandwiches" into "two-color cakes" to allow praise and criticism to appear alternately, the purpose of which is to maintain the psychological balance of the listener.If the criticism can be ended in a few words, you only need a "sandwich". If you want to analyze and talk for a long time, you should put a small "syllogism" in the big "syllogism" and talk about the advantages of others from time to time, so that the effect will be better. much better. Give courtesy first, then praise him first, and then point out his shortcomings when he is in a good mood. I believe he will accept it humbly and at the same time be grateful to you. People often say that good medicine tastes bitter and is good for the disease. In fact, if you think about it carefully, does good medicine have to taste bitter?Although good medicine can cure diseases, the bitter taste is really unpleasant.So, is there a good medicine that can cure the disease without suffering? During the Three Kingdoms period, after Cao Cao prepared to appease Guanzhong, he returned to Luoyang.However, Xu You, a powerful man in a certain place in Guanzhong, refused to surrender to Cao Cao, and even said a lot of insults to Cao Cao. Cao Cao was furious and prepared to order Xu You to be conquered. All the ministers persuaded Cao Cao to use the method of appeasement to make Xu You submit, so that he could concentrate on dealing with the invasion of Wu Shu's army.However, Cao Cao couldn't listen to it at all, and with the knife on his knee, the officials were so frightened that no one dared to make a sound. Shi Duxi, the governor of the residence, stepped forward to persuade Cao Cao, and shouted: "My decision has been made, you don't want to talk about it anymore." Du Xi asked, "My lord, what kind of person do you think Xu You is?" "But He's just an idiot." Cao Cao said angrily. Du Xi said: "That's right, only a sage understands a sage, and a sage can understand a sage. How can a person like Xu You understand your character? Therefore, you don't have to be angry with him. Now the enemy is in the face, and the wolf is in power. But you have to fight the fox first, and people will say that you avoid the strong and attack the weak. Such an advance is not considered brave, and it is not benevolent to withdraw troops. I heard that a huge crossbow that is tens of thousands of pounds can't shoot an arrow at a small mouse; it weighs more than a thousand catties A big stone will not make a sound when it is struck by a small grass stick. How can a little Xu You deserve your driving? How can you kill a chicken with a bull knife?" After hearing these words, Cao Cao felt very pleasant, so he readily accepted Du Xi's advice, and offered Xu You generous terms to appease Xu You, and Xu You really surrendered. In fact, leaders in modern enterprise management also need to pay attention to the methods and methods of criticism. After all, everyone has different personalities. Carnegie's niece, Josephine Carnegie, came to New York when she was 19 years old and became Carnegie's secretary.At that time, she had just graduated from high school and had almost zero experience in doing things, so she always made mistakes of one kind or another in her work.Carnegie criticized her unceremoniously, and Josephine felt great pressure. One day, Josephine made another mistake at work.Carnegie was about to start criticizing her, but immediately said to himself: "Wait a minute, you are twice as old as Josephine, and your life experience is almost 10,000 times hers, how could you expect her to Having the same views as you? Your judgment, your drive, etc., these are very ordinary. And when you were 19 years old, what were you doing? Remember those stupid mistakes and actions?" After careful consideration, Carnegie concluded that Josephine's behavior at nineteen was much better than he had been, and he was ashamed to admit that he always criticized Josephine harshly and rarely praised her.Since then, when Josephine made another mistake, Carnegie no longer pointed out her mistake to her face as before.He always smiled and said to Josephine: "Honey, you made a mistake, but God knows, I have made many worse mistakes than you. Of course you can't be born to know everything, success can only come from experience." Get it, and you're better than I was when I was younger. I've done so many stupid things myself, so I don't want to criticize you at all. But don't you think it would be better if it was improved like this?" Hearing such words, Josephine no longer felt stressed, but full of motivation.Now, she has become a very good secretary. Everyone is eager to be praised by others, and likewise, everyone is afraid of criticism from others.When the leader criticizes the subordinates without hesitation, even if the subordinate thinks you are right, he is indeed wrong, but most people will feel unwilling and even cause resentment. However, if you can change the way of doing things first, affirm what he did right first, and then point out his shortcomings when he is in a good mood, I believe he will accept it humbly and at the same time be grateful to you. When you must criticize, you must first think about whether it is worthwhile to criticize him for this matter; whether it is necessary; whether the criticism will help the subordinates correct mistakes in future work.