Chapter 198 Strategize according to the style of doing things

Different people have different styles of dealing with things. When dealing with people with different styles of dealing with things, we should also pay attention to adapting measures to people's conditions in communication. If someone spread gossip or rumors to you, and no matter how you avoid them, the other party still talks about it and pulls you to be an eighth wife, how do you deal with it?There is such an example. A few female colleagues from a certain company got together for lunch, chatted, and began to give full play to the expertise of the eighth wife, criticizing the head of this department for being bad, and the head of that department seemed lewd.Even the chairman's son and son-in-law could not escape, one by one was brought out for comment.

Several women chattered in a hurry, saying something here and there, and the more they talked, the more energetic they were. Just when they were talking about the exciting part, they saw Xiao Liu from the administrative department coming over with lunch, so they enthusiastically asked him to come over to have dinner together.With more listeners, the eighth-wife skills of the women are brought into full play.Ms. Chen was criticizing the new male manager. She said angrily, "Huh! I don't understand anything, and I always put on airs. In my opinion, our Xiao Liu is much better than him. Xiao Liu! You Don't you think so?"

Xiao Liu was eating with his head down, and was involved in this chaos for no reason. In order to stop this topic, Xiao Liu suddenly raised his head, looked around, and said mysteriously: "But, I heard people said that he was very I admire you and want to ask you out to watch a movie, did he ask you out?" Everyone listened, the words that were full of stomach suddenly stuck in their throats, and everyone's eyes focused on Miss Chen's flushed face in unison.Now, Ms. Chen has become the best heroine of gossip news. In fact, the newly appointed manager is outstanding in talent and morality, and there are countless people who have a crush on him. How could they like a woman who always gossips behind her back and fears that the world will not be chaotic?This is just a false return of Xiao Liu's carbine in order to avoid right and wrong.

Xiao Liu's trick really worked. For the next time, everyone lowered their heads in silence, and several suspicious eyes shot at Ms. Chen's face in turn.People who talk about people keep talking, Ms. Chen finally tasted the taste of being talked about behind her back. When the "gossip making machine" becomes the protagonist in the gossip, the function of this machine will definitely be greatly reduced.Talking about irrelevant parental gossip during work can effectively promote friendship among colleagues and add some color to ordinary work.But once this kind of behavior becomes a rumor, it's nothing more than nothing.

With this type of person, even if you greet and greet him politely, he will not react as you expect.He usually doesn't pay attention to what you are saying, and you may even suspect that he is not listening.When interacting with this kind of person, you will feel more or less uncomfortable at first.In such a situation, you have to spend some time carefully observing and paying attention to their every move, and from their words and deeds, find out their points of interest and find out what they really care about.You can chat with them casually, as long as you can make them have some reactions, then things will be easy to handle.Next, you want to make good use of this topic and let them fully express their opinions.

Everyone has something that he is interested in and cares about. As long as you touch it a little, he will start to talk endlessly. This is human nature, so you must grasp and use this kind of human psychology well. There are many hidden people around us who don't want to be easily understood.Sometimes they even speak far away, and when it comes to the topic, they "talk about him from left to right". People are mostly unwilling to expose their weaknesses. Even when you ask him to give an answer or make a judgment, he will deliberately pretend not to understand, or deliberately make no sense, so that you have a feeling of "unfathomable".In fact, this is just a way for the other party to disguise themselves.

The purpose of communication between the two parties is to understand each other's wishes so that the diplomatic task can be successfully accomplished.As for the person who hides his secrets, on the one hand, he does not want you to know his true face in order to protect his own interests; .In this regard, on the one hand, you have to grasp his true intentions by observing his words and expressions; on the other hand, you can also detect the other party's tone of voice through a tentative tone, so that he can reveal his "true face".In addition, for this kind of person, you might as well show him your intentions and prepared plans in an open and honest manner, and let him make a decision based on the information you provide.

"Hey, have you finished the document I told you about yesterday?" "I can't give it to you now. After you told me yesterday, I started to write, but the boss asked for a report temporarily, so I had to do it for him first, and then my computer crashed, so I had to reply Home writing, it’s not that I didn’t finish it, but yesterday when I was revising it, my cat came and took it away, and I can’t find it anymore. I can’t help it. If you are in a hurry, I will collect it I give you something, you do it yourself..." When asking this kind of person to assist in any work, the goal must be clear, and the time, content, and other requirements must be clearly stated, and even written down in black and white as evidence.

Don't be swayed by this kind of person's excuses, use a gentle attitude, ask him to stick to the original resolution, and express your expectation that you know that the work will be difficult, but you still need to complete it within a certain range. If he's trying to pass the blame on to someone else, don't let him get away with it, you just have to firmly say that's another matter, and now it's about how to achieve the original goal. If he does have a problem, you don't have to offer to help him unless it's really necessary, lest he get into the habit of continuing to use this trick on you to escape responsibility.

It is also possible to ask the supervisor to re-coordinate the work distribution without affecting the overall work, so as to give priority to the achievement of work goals. This type of person seems to react quickly at first glance.They often make sudden decisions when the negotiations are at their climax, giving people the feeling of being "swift as lightning".Because most of these people are too impatient, sometimes in order to show their "decisiveness", they will make decisions casually and hastily. They often "get it wrong".That is to say, because their "reactions" are too fast, they tend to have illusions and misunderstandings about things.They don't have the patience to listen to other people's conversations, and often "take the meaning out of context" and make self-righteous decisions.In this way, although the negotiations can be carried out quickly, the decisions made hastily will mostly leave sequelae and lead to unexpected side effects.

If you meet the above-mentioned person, it is best to divide the conversation into several paragraphs step by step. After finishing a paragraph (part), immediately ask for his opinion, and then continue when there is no problem. unnecessary trouble. Patience is most needed for those who move slowly. When you communicate with people, you may also often meet this kind of person. At this time, you must not be anxious, because his pace can never keep up with your pace.In other words, it is very difficult for him to achieve your predetermined plan.Therefore, you'd better hold back your temper, show patience, and do your best to match his situation. In addition, it should be noted that some people do not match their words and deeds. They may act quickly and decisively, but they are only deliberately procrastinating in action.For this kind of person, you have to be aware of the details. If he deliberately procrastinates, you can use the time requirements of the task and the urging of the leader to force him to speed up. "Oh, it's all Xiao Wang's fault. He's been holding me back, saying that what customers need is to improve quality. I know this, and I have it in my report. And you, you came here for nothing, which made me suffer. The plug of the projector fell off. Even the printer can't handle me. It takes three minutes to print a page. What a shame in front of customers. I'm so unlucky..." The reason why such people complain is because they care about the development of things or don't want to be left behind.If the content of the complaint is related to the business you are responsible for, it is best to respond or improve it immediately; if they complain about trivial matters, just listen to it and don't need to get angry and refute. Ask them for their opinion before making any decisions that affect them, and if they are involved, they generally don't complain. If you're working together on a job, it's always a good idea to ask them if they have any questions.If they say no, he can use his own words to refute him later if he complains. Ask them what they think is the best solution, how to prevent the problem from happening again, and direct their energy to solving the problem. "Hey, Xiao Wang, you have to do as I said...Old Chen, why does your proposal only have a few simple pages? If you can't handle this part well, I really dare not cooperate with you...and you , How many times have I said, don’t cut off the edge of the paper, it’s fine now, it’s completely unusable... I’m thirsty after talking so much, Xiao Wang, go and buy me a can of coffee first.” For this kind of people, it is necessary to understand the level of their requirements for work and let them know that you can actually be trusted. Inform them of the progress and status of the work at any time, ask for their opinions when necessary, and let them know that the work is being carried out by everyone under his satisfaction. Ask them what the worst-case scenario is so they can compare it to the facts and see that it's usually not as bad as they thought it would be. "Let's discuss Friday's briefing together." "Don't discuss it, I will be responsible for my part, and the rest is none of my business." "But we're supposed to do a presentation together, shouldn't we discuss the process?" "No, when the time comes, you can tell your story, and I'll tell mine. Don't bother me anymore!" After speaking, he hid in his office and closed the door with a "bang". For such people, keep them private and don't force them to participate in gatherings or events that require contact with many people. Acknowledge that they also have many strengths, such as the ability to complete work alone, can deal with details carefully, etc., and ask them to help when these strengths are needed. Since they like to be alone, when assigning work, let them be responsible for the parts that can be completed independently, so as to reduce the chance of causing mutual trouble. "I have good news for you, Xiaojiang has received a big order!" "Ah, that client is shared by me and him, and the results are naturally shared equally according to the agreement. I see that Xiaojiang has not received any orders in the past few months, so I kindly let him. I don't know how much work I have put into this client before. On my body, I ask about my health every day, give gifts and help, so this order can come in, it is all due to me, the manager should know about this situation..." You should always record your own work content, including your original ideas and practices, as well as the content of the agreement with your partner—it is best to ask the other party to sign as evidence, because what you say is unsubstantiated.It is retained as written evidence and can be submitted for supervisor's reference when necessary. Ask yourself: "Which is more important, to bring this idea to life, or to prove that I alone have the reputation for coming up with this idea?" For other obstacles, you might as well look away. Encourage them to compete with themselves, challenge higher goals, and develop the energy of competition outward instead of internally. "The form about company A, can you give it to me before we get off work on Wednesday? I can put it in the proposal and show it to the manager." "Ok……" "Is it possible?" "..." "Say something, can I deliver the things on time?" "this……" Do not lower your posture when speaking with such people. Take the time to write each work step with him in black and white, and understand that we both have the same understanding of the work. Ask as many open-ended questions as possible to encourage him to talk.If he has nothing to say for a while, just wait patiently and give him time to think.Don't feel uncomfortable with the silence between each other. Compliment their accomplishments and encourage them in a way that suits their needs. We can figure out ways to bring out his positive qualities and minimize the impact of his negative qualities on the team.