How To Cultivate Leadership And Analyze The Relationship Between Subordinates And Subordinates

< p > some people are born with potential for leadership. But with the development of the times and the renewal of ideas, some new researches and discussions have been made on leadership. Those unattractive managers can also improve their a href= "//www.sjfzxm.com/news/list.aspx ClassID=101112107108" and their leadership ability < /a > through self-study and training. < /p >
< p > the new trend of developing leadership: < /p >
< p > in leadership training projects, trainers and trainees began to develop leadership based on awareness and pay attention to managers' cognition of leadership. < /p >
"P" has gradually abandoned leadership approach to leadership, and no longer entangled in which expert's model or theory is better, to help managers to develop leadership by the gardener's role, to make them accept challenging tasks and to use cross training. < /p >
< p > < strong > accept challenge task < /strong > < /p >.
When "P" > subordinates' a href= "//www.sjfzxm.com/news/list.aspx ClassID=101112107105" > assignment task < /a >, they often feel guilty, while the "challenging task" makes them feel relieved. Assigning your job to subordinates is also a way to train subordinates' leadership. < /p >
< p > leadership development should not be clumsily and persistently cultivating managers' ability and quality one by one. Instead, we should combine the knowledge and practice with the specific tasks faced by managers in mixed training projects. < /p >
< p > < strong > cross training mode < /strong > < /p >.
< p > leadership development should focus on training contents only, and focus on the development of training mode, from the emphasis only on managers' post capability, to the overall need of more respect for managers' development. < /p >
With the advent of P, the opposite mode of cross boundary learning and valley training has become an effective way to develop leadership. The cross application of various training modes makes the leadership development project colorful. < /p >
< p > < strong > culture awareness is an effective way < /strong > < /p >
< p > ignoring and ignoring important information is the main factor that leads to insufficient leadership. Awareness is like a pair of glasses that helps people to see what is happening. A large number of management interviews and behavioral comparisons show that awareness plays an important role in improving the efficiency of leadership training. < /p >
< p > appreciative inquiries and focused introspection are effective ways to improve managers' a href= "//www.sjfzxm.com/news/list.aspx ClassID=101112107108" > self learning /a and Introspection Ability, and enhance managers' awareness. < /p >
< p > < strong > skillfully using the appreciative way to inquire < /strong > < /p >.
< p > if the morale of enterprise managers is low, blindly digging the problem can not relieve the predicament, so we must discard the traditional linear thinking mode. Through appreciative inquiry technology, it can guide managers to recognize the gap between themselves and the development of enterprises, and the importance of their actions to organizational vision, so as to stimulate managers' desire to transcend themselves and keep moving forward, and create a positive cultural atmosphere. < /p >
< p > < strong > helps to focus on reflection < /strong > /p >
< p > classroom teaching methods are too single to meet the needs of leadership training, focusing on reflection just makes up for this deficiency. Some enterprises will send excellent executive coaches to follow up managers to help them focus on reflection. In this way, we can not only communicate with managers in depth, but also carry out real case studies, wake up their sense of responsibility and mission, lighten their dependence on thinking, and achieve the leap of growth. < /p >
< p > < strong > open space link > /strong > /p >
Before P, let managers learn the classic leadership model and ask them to share their failures and success stories according to the model. After screening and sorting out these experiences and insights, we will comment on them. This is also the secret of exploring managers' awareness. In a relaxed atmosphere, students can "steal" learn other people's invisible knowledge. < /p >
< p > in addition, the way of on-site behavior assessment can enable managers to compare their benchmarking behavior, see their own shortcomings and growth needs, and understand the causes of the test results. Circular interviews, < a href= "//www.sjfzxm.com/news/list.aspx ClassID=101112107102" > scenario simulation /a and exercise training can help managers master the coach skills required by leaders. < /p >
"P", based on awareness to promote leadership, not only gained customer recognition and approval, but also helped students achieve self breakthroughs and growth. < /p >