Many fan friends often say that you have shared so many technical dry goods articles, and I hope you can share some stories and insights about the workplace, so that we can avoid some detours. It’s right to think about it. Technical dry goods articles help everyone get high-quality opportunities. Entering the workplace, workplace experience allows us to better consolidate the results.
No, here comes the workplace article. Today’s main question is: how should we deal with a conflict of opinion with the leader.
I believe that in the workplace, you will inevitably encounter views that are inconsistent with the leadership, or even completely opposite. What will you do at this time, is it straightforward or kneeling? Obviously this is not desirable, especially the former. .
Speaking of this topic, I can’t help but think of a part of my work history. It was when I left a state-owned enterprise and entered an Internet+ pharmaceutical company. The entire IT department of the company was newly established. I was fortunate to join it at the time. Young and vigorous, in the discussion meeting on the structure of the leadership organization, I refuted the proposal put forward by the leader on the spot many times. In the face of HR and the general manager, I said that I didn't work hard. Less than a month later, I offered to resign, which can be regarded as the most failed experience in the workplace.
So if I put it now, my approach would be very different.
If you encounter a situation that is inconsistent with the leader’s point of view, remember to refute the leader’s point of view on the spot in public, especially the tit-for-tat blind rebuttal . You should try to think about the leader’s intentions on the spot, and think twice in your mind to compare with your own point of view. If you feel that your plan is more Good, you can try to communicate with the leader again in private and explain your plan in a suggested way.
But it is not blindly kneeling and licking. On the premise of understanding the main ideas of the leader as much as possible, based on this, put forward some perfect suggestions or raise some questions to stimulate the atmosphere of the team's discussion.
Under normal circumstances, after discussions and collisions, both sides will deepen their understanding of the issue, and there will usually be three results as follows:
- The leader accepts your opinion and adopts your plan
- The leadership part accepts your opinions and optimizes the original plan
- The leader completely rejects your opinion and sticks to the original plan
If it is the first two situations, I would like to congratulate you, you have met an enlightened leader, and also proved that you are a person who thinks about technology. This is a high probability that your impression in the mind of the leader will be very good, because most Under the circumstances, your leader is also a hitman, and the team's performance is his performance in a sense , and no one wants to struggle with his own performance.
If we encounter the third situation, how should we deal with it? Should it be passively executed, or should it go all out and try its best to achieve it?
Of course, I choose to do my best to achieve the leadership's intentions . I remember the former Ant Financial CEO said a very classic saying: As an employee, it is not to doubt whether the boss's decision is correct, but to spare no effort to make the leader's decision correct .
First of all, the mentality must be right, not the right thing to the person .
In the workplace, we must have a sense of teamwork. The members of a team are both a competitive relationship and a community of interests. The better the team's performance, the more rewards will be obtained from the company's reward pool. Therefore, we usually communicate with the leaders on the plan. At this time, the starting point must be to consider the team, not to target a certain person, and to be able to do this. Since the leader has made a decision, it means that the direction and goal have been clarified . At this time, what we need to do is to work together. Achieve your goals as much as possible.
Secondly, we must respect your leadership from the bottom of our hearts, appreciate your leadership , and never use our strengths to demean our leadership .
Many people in the workplace like to use the depth of mastery of a certain technical point than that of leadership, and feel that their leadership ability is not good. This is very undesirable, because the position of the leader is different from yours, and he does not need to master too much The details are more about thinking about what the team needs to do in the next year or two from the macro level (planning), how to land, how to manage your team, let the right people do the right things, and do your best to improve the team's effectiveness. Recognizing your leader from the bottom of your heart, or even admiring your own leader, will surely get twice the result with half the effort, and the work will go smoothly.
Finally, there is a deeper meaning. Leaders have decision-making power, but they are also the main responsible persons .
The workplace is mainly result-oriented, that is, what is the final result of doing this, the team has achieved results, and the leadership is glorious, but if the team works hard, the original vision is still not realized, and the main person responsible is also the leader. This is also subject to the approval of the leader in the event of a dispute.
This is the end of the introduction of this issue, I hope it will be helpful to you, and I also hope that the one-click triple connection will give the author some encouragement.
Seeing the words as it appears, I am Weige, a graduate from a general second college, and I have never been exposed to distributed, microservices , high concurrency to achieve workplace transformation through technology sharing , and grow into an excellent evangelist in the RocketMQ community and a senior architect in a large factory. Teacher, published the book "RocketMQ Technology Insider", recorded my growth history in CSDN, welcome everyone to pay attention, private messages, and communicate and progress together.
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