Be Alert To The Mistaken Ideas Of Bosses

To solve this problem, first of all, we must re-examine your concept of leadership. < p >

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< p > usually, we define leadership according to one's status or the ability to establish and maintain a successful team.

To put it simply, a good leader is a person who can be willingly followed.

Leaders think that leaders should have four characteristics: < /p >

< p > integrity.

Employees must ensure that their leaders do not abuse their power - they do not lie, steal, act favouritism or sell out, < a href= "http://fz.sjfzxm.com/" > subordinates < /a >.

In a survey conducted for more than 1000 employees, 81% said that the most excellent personality they had ever encountered was one of the most important personality traits, that is, "honesty and reliability".

By contrast, 50% of people claim that their worst boss is "saying nothing".

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< p > judgement.

The success or failure of an organization depends on decision making.

Most of the failures in business are due to errors in decision making and reluctance to assess the direction of decisions and revisions.

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< p > ability.

People think that a good leader should know what he is talking about and be competent for the team's business.

In the tribe of hunting and picking, the leader's excellence lies in their lofty moral quality, excellent judgement and extraordinary hunting skills.

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< p > vision.

A good leader will explain the importance of mission and the way to integrate with the macro plan to < a href= "http://pop.sjfzxm.com/popimg/fz/index.aspx" > team < /a >.

It clarifies the vision and clarifies the role, goal and way forward, so as to promote team performance.

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< p >, how do you find people with these qualities? Most companies rely on their nomination, performance appraisal and other traditional methods to identify high potential candidates.

But these methods are too subjective and ignore the influence of politics, and often reward highly effective behaviors at the top.

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< p > to identify potential candidates and incumbent employees, it is necessary to examine past performance data in the context of personality.

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< p > who you are determines how you lead.

Targeted personality assessment will provide in-depth and objective information to help you identify and train talented leaders, enhance engagement and drive results.

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< p > personality should be defined from two aspects: noumenon and reputation.

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"P" is an inherent personality, that is, how you look at yourself.

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< p > reputation is external personality, that is, how others perceive you.

We evaluate reputation from two angles: < /p >

< p > bright personality, or normal personality, describes the personality characteristics of people in the best condition. It can be predicted in all levels and industry sectors < a href= "http://www.91se91.com/news/index_x.asp" > leadership performance < /a >.

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< p > dark personality describes people's personality characteristics when they are under pressure, irritability and boredom, or turn a blind eye to their behavior of alienating their subordinates. It will become an obstacle for managers to build a team.

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< p > promoting core behavior is the core values, that is, deciding what choices employees will make, what jobs to satisfy them, how to operate in teams, and how to integrate into the organization's motivations, interests and beliefs.

Values also play a certain role in predicting leadership style. Reputation describes how people may lead in a way, and values describe why they lead in this way.

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< p > finally, it is also important to understand how leaders solve problems.

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< p > cognitive ability describes the ability of people to solve problems and make business decisions by using text, graphics and quantitative data.

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< p > this multidimensional evaluation method has drawn a detailed plan for evaluating the leadership of an object.

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< p > we often find that there is a gap between people's views on themselves and their views on others.

Therefore, they seem to be talking about a set of things, actually doing another set.

Such a gap can hurt interpersonal relationships and undermine their ability to inspire followers.

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< p > personality assessment, feedback and targeted counselling can help people to strategically recognize their strengths and weaknesses, how they interact with their peers' strengths and weaknesses, and what impact they may have on performance.

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