How to cultivate your "leader temperament"

As an enterprise boss, you have your own company and employees. First of all, you should understand that from the perspective of personality and natural person, you and your employees are equal, and there is no distinction between high and low. In this sense, you have no privileges. Even the power of "reward and punishment" in your hands must be recognized by the employees. In the end, it is unreliable. When the employees fire you, you will find that all "reward and punishment" will become useless. So, what do you use to reflect your boss's intentions? Many bosses will tell us the same answer: prestige.

Prestige is an objective social psychological phenomenon and a psychological factor that makes people willing to accept the influence of the other party. Any boss takes establishing prestige as his goal. Prestige makes employees have a heartfelt sense of belonging and obedience to the boss. It also seems to have a taste of spiritual leaders. Practice shows that when the administrative leaders and spiritual leaders of an organization coincide, the combat effectiveness of the organization will be maximized. When the two are different, ordinary people in the organization tend to be administrative leaders, and excellent people tend to be spiritual leaders.

So, how do we measure the authority of a boss? The author believes that the following "four forces" are the main signs:

1. Charisma

The boss's orders are carried out. When the order is issued, it will be carried out. When the order is prohibited, it will be stopped. When the order is issued, it will be answered. Not only does the proportion of the staff who receive the command account for a large proportion, but also the command sensitivity is very high.

2. Affinity

The boss should be able to become a popular role, so that employees can actively approach you, actively shorten the psychological distance, be willing to show their hearts to you and listen to your teachings.

3. Influence

The leaders' language, actions, manners, costumes and so on have become the ones that employees are willing to follow. Especially the boss's value orientation, mode of thinking and code of conduct will have a decisive impact on employees.

4. Cohesion

Employees gather around the boss with a sense of belonging and are willing to accept the organizational structure with the boss as the core.

On the question of prestige, most friends have a biased understanding of prestige. The following are some common misunderstandings that you must avoid when starting a business:

1. The misunderstanding of taking "persuasion" as prestige

This is actually a feudal patriarchal system. Some bosses think that prestige means that I tell you to listen, I tell you to do, and you must not violate it. They are accustomed to using power to subdue employees, and even "the cow presses its head without drinking water". If there is a slight discrepancy, the punishment measures shall be taken recklessly. This "prestige" must only be superficial. If you want to cultivate the ability of your employees to act in defiance of others, it is a good way.

2. The misunderstanding of taking "good feeling" as authority

This is a diametrically opposed view to the overwhelming "prestige". Some bosses play the role of "old man". They dare not take the risk of touching the interests of employees at all, and have reached a certain degree of accommodation for the purpose of not offending others. But good feeling is not equal to prestige. A good man cannot be the boss of a modern enterprise.

3. The misunderstanding of taking "lofty" as authority

An excellent boss must have his own advantages, but such advantages can only be concentrated on certain aspects. A friend thought that the boss should always be superior to the employees in order to establish his authority. In fact, it is unnecessary. The director of a factory in Northeast China went down to the workshop for an inspection tour and pointed out that a lathe worker had poor skills, and the worker was slightly dissatisfied. Without saying a word, the factory director put on his work clothes and got on the car bed to practice. It was really fast and good. For a moment, the onlookers were amazed. If this is the end of the matter, it can be regarded as an example of establishing authority by action. The fault lies in the words and actions below the factory director. I was probably ecstatic. The factory director clapped his chest and said: "The technology is not better than you. Do I dare to be the factory director?"? This is not bragging. As long as the car tongs are riveted and welded, as long as anyone has better technology than me, I will give way immediately. "This gentleman understands prestige as frivolous. This arrogance gives people a feeling of extreme self-confidence. Obviously, this gentleman has no idea of his work nature and role as the head of a factory. It is said that there is really a good thing that young workers want to compete with this gentleman in the future. The factory director knows that he has made a mistake and has not responded to the challenge. This matter is widely talked about in the local business circles.

4. The misunderstanding of taking "mystery" as authority

A friend quoted Confucius as saying, "It is not appropriate to be near". He believes that prestige comes from a sense of distance. A boss should appear in front of employees with a mysterious appearance. There is some truth in this friend's words. People have no sense of security and belonging to the unknown, which are the basis of prestige. In particular, when a boss is mysterious and majestic for the sake of mystery and majesty, it will appear indecent. Don't underestimate the judgment of employees. Being vague is a sign of lack of confidence for yourself, a fool for people, and never a long-term solution.

5. The misunderstanding of taking "preaching" as authority

First of all, we recognize that good verbal expression is an excellent boss quality. But just as the saying goes, more words must be lost, and more words must be discredited. Some bosses unilaterally believe that speaking more and more on various occasions will build up their prestige. A one-talk conversation is bound to degenerate into a sermon. It is not much to say, but to hit the point and move people. The person who is good at expressing his own opinions must first be a person who can make the other party willing to speak.

6. The misunderstanding of taking "obstinacy" as authority

People with shortcomings and mistakes are more likely to win the respect of others. There are many bosses who have a tendency to protect their short lives. They know that they are wrong, but they are not allowed to talk and oppose. This is a kind of "vanity" mentality. When this vanity rises to a paranoid level, it will show a kind of neurotic rigidity. In fact, this kind of "hardness" on the surface is just a manifestation of the lack of "hardness" and courage in the heart. Adler, a famous psychologist, said: "We can see whether a person is generous from the way he treats others' mistakes, and we can judge whether he is independent and strong from the way he treats his own mistakes."

We often say that "the person who can be responsible for individual behavior is a qualified person." And the person who can take the initiative to take responsibility for corporate group behavior is an excellent boss and a boss with leadership temperament.

 如何培养自己的“领袖气质”

     作为一个企业老板，你拥有自己的公司和自己的员工，你首先应该明白，从人格角度和自然人角度，你和你的员工之间是平等的，没有高低贵贱之分，从这个意义上说，你是毫无特权可言的。甚至你手中“赏罚”的权力，都必须是在员工认可的前提下，说到底是靠不住的，当员工炒你的“鱿鱼”时，你会发现一切的“赏罚”都会变得毫无用处。那么，你用什么来体现自己的老板意图呢？很多老板都会不约而同地告诉我们同一个答案：威信。

   威信是一种客观存在的社会心理现象，是一种使人甘愿接受对方影响的心理因素。任何一个老板，都以树立威信为自己的行为目标。威信使员工对老板产生一种发自内心的由衷的归属和服从感。这又好像有一点精神领袖的味道，实践表明，当一个组织的行政领袖和精神领袖重合的时候，那么这个组织的战斗力将得到最大的发挥。当二者不同的时候，组织中的普通人员更倾向于行政领袖，优秀人员更倾向于精神领袖。

   那么，我们如何衡量一个老板的威信呢？笔者认为下面的“四力”是主要标志：

   1、感召力

   老板的命令有人执行，令出则行，禁出则止，一呼而百应，不但接受指挥的职员的所占的比重大，而且指挥的灵敏度很高。

   2、亲和力

   老板应能成为一个被欢迎的角色，使员工能主动接近你，主动缩短心理距离，乐于向你袒露心胸，乐于听你的教诲。

   3、影响力

   领导的语言、行动、举止、装束等都成为员工乐于效仿的。尤其是老板的价值取向、思维方式和行为准则等会对员工产生决定性的影响。

   4、凝聚力

   员工以一种归属的心理凝聚在老板周围，乐于接受以老板为核心的组织结构。

   关于威信这个问题，大多数朋友对威信的理解都有其偏颇之外，下面是几种常见的误区，你在创业之时一定要加以避免：

   1、以“压服”为威信的误区

   这其实是一种封建家长制式的东西。有些老板认为威信就是我说你听、我令你做，不得违背，习惯于用权力来压服员工，甚至于“牛不喝水强按头”。如有稍悖，就轻率地采用惩罚措施。这种“威信”必然只是表面上的，如果你想培养自己的员工阳奉阴违的能力，倒不失为一种好方法。

   2、以“好感”为威信的误区

   这与压服式的“威信”是一种截然相反的观点。有些老板充当一种“老好人”式的角色，他们不敢冒丝毫触动员工利益的风险，为了不得罪人的目的而到了某种姑息迁就的程度。但好感决不等于威信，好好先生是做不了现代企业的老板的。

   3、以“清高”为威信的误区

   一个出色的老板必然会有其过人之处，但这种过人之处只可能集中在某些侧面上。有个朋友认为老板为树立威信就要时时处处显得比员工高明。其实，这毫无必要。东北某厂长一次下车间巡视，指出一车工技术粗糙，该职工微有不服之态。此厂长二话不说，换上工作服，上车床操演起来，果然又快又好。一时围观者为之叹服。如果事情到此为止，那么不失为以行动树立威信的范例。错就错在该厂长以下的言行。大概得意忘形，该厂长竟一拍胸脯言到：技术不比你强，我敢做这个厂长吗？这不是吹牛，只要车钳铆焊，只要有谁的技术比我好，我马上拱手让位。“此君把威信理解为轻狂了。这种狂傲反倒是给人一种极端不自信的感觉，显然，此君并没有对自己作为一厂之长的工作性质和存在角色。据说，后真有一好事青工要和此君比试焊接，该厂长自知失言，并未应战。此事在当地企业界传为笑谈。

   4、以“神秘“为威信的误区

   一位朋友引用了孔子的“近之则不肖”。他认为威信来自于距离感，一个老板应以神秘的面貌出现在员工面前。这个朋友的话有一些道理，人们对未知的东西是没有安全感和归属感的，而这二者都是威信产生的基础。尤其，当一个老板为了神秘而神秘，为了威严而威严时，就会显得不伦不类。千万不要低估员工的判断力，故弄玄虚对已而言是一种无自信的表现，对人而言是一种愚弄，绝不是长久相处之计。

   5、以“说教”为威信的误区

   首先，我们承认，善于言辞表达是一项优秀的老板素质。但正所谓言多必失、言多必无信，有些老板片面地认为在各种场合多讲话、多演说会树立自己的威信。一言堂式的谈话必然会沦为一种说教。言不在多，而在于能切中要害，打动人心。善于表达自己的意见的人必须首先是一个能让对方愿意开口说话的人。

   6、以“刚愎”为威信的误区

   有缺点和错误的人更容易赢得别人的尊重。有许多老板都有护短的倾向，他们明知自己错了，却不许员工议论和反对。这是一种“虚荣”心理在作怪，当这种虚荣上升到一种偏执的程度，便会表现出一种神经质的刚愎自用来。其实，这种表面“刚”，恰恰是内心无“刚”、缺乏勇气的表现。著名心理学家阿德勒说过：“从一个人看待别人的错误的方式上可看出他是否宽厚；而从他对待自己错误的方式上则更可判断他是否独立与坚强。”

   我们经常说：“能对个人行为负责的人是一个合格的人。”而能对企业群体行为主动承担责任的人便是一个优秀的老板，是一个有领袖气质的老板。

(This article is an original article by Zhuge Changqing, and the pictures are selected from the Internet. Welcome to forward it, and please indicate the source for forwarding)

Introduction to Zhuge Changqing: Zhuge Changqing, the inheritor and promoter of traditional Chinese culture, is willing to "learn from sages, promote virtue, revitalize China and benefit the world" together with people with the same ideals in the world.

(Zhuge Changqing: zhuge8031@163.com ）

Zhuge Changqing mailbox：

zhuge8031@163.com

Zhuge Changqing's Chinese Dream

Learn from sages and carry forward virtue

Revitalizing China for the benefit of the world

 （本文是诸葛长青原创文章，图片选自网络。欢迎转发，转发引用请注明出处）

诸葛长青简介：诸葛长青，中国国学传统文化传承弘扬者，愿与天下志同道合者一起“学习圣贤、弘扬善德、振兴中华、造福世界”。

（诸葛长青：zhuge8031@163.com）

Zhuge Changqing mailbox：

zhuge8031@163.com

  诸葛长青中国梦  

学习圣贤 弘扬善德

振兴中华 造福世界

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