1000 Business Lessons Every Businessman Must Know

Chapter 101 Eloquence training: Good eloquence is a required skill for being a good boss (5)
Receptive compliments.It means that the boss expresses his good feelings on a certain point.Because what he states is only the feeling of praise and is not restricted by other conditions, this form can give full play to the advantages of praise.There are two steps to implement this kind of praise: one is to "single out" the merits of the person being praised; the other is to let the person being praised know that you are very satisfied with his advantages.In this way, the effect of praise is natural and convincing.

842. Criticize subordinates and avoid insulting others
Regardless of any group, when employees make unforgivable mistakes, as a boss, it is inevitable to reprimand them.But everyone has self-esteem. Criticism should be done on an equal basis. Severity in attitude does not mean viciousness in words. Remember that only incompetent bosses expose scars.

Because this kind of practice is useless except for bringing back some unpleasant memories, and in addition to being chilled by critics, the bystanders will definitely be uncomfortable.Because everyone has scars, but they are different in size. When seeing the miserable conditions of colleagues, as long as they are not gloating, they will feel that "the rabbit dies and the fox is sad, and things hurt the same kind".

What's more, the purpose of criticism is to clarify the problem, and the appropriate criticism language also involves the mind and self-cultivation of a boss. You must not pretend to be a judge and speak ill at each other, regardless of the severity.

843. Criticizing subordinates should not be pretentious
"Happy after hearing it" is an ancient Chinese saying, but not everyone can accept criticism from others happily.When superiors criticize subordinates, if they want to convince subordinates sincerely and without the feeling of using power to overwhelm others, it is very important to seek truth from facts.

Before criticizing, consider the factual basis, which is more basic than the attitude and method of criticism.If there is not enough investigation in advance, and the facts are different from the situation obtained, it will be difficult for the critics to accept; if someone provides false information and makes a "small report", and the boss uses this as a basis to criticize, it will be even more difficult to convince others. up.Therefore, when superiors criticize subordinates, responsibilities must be clarified, facts must be accurate, and reasons must be ascertained.

Proceeding from reality, clarify the true nature of the matter, find out the cause of the problem, and properly assign responsibilities. Such criticisms are justified and well-founded, neither exaggerated nor overlooked, and the subordinates are of course convinced.

Therefore, when superiors criticize and deny subordinates, they must be based on facts and policies, and they cannot do whatever they want, let alone replace principles with feelings.This requires the boss to be open-minded, and the most taboo is nervousness, suspiciousness, listening to rumors, and making things out of nothing.

844. Avoid chattering when criticizing subordinates
There is no proportional relationship between the quality of criticism and its quantity. Effective criticism can often point out the essence of the problem and convince subordinates, while nagging accusations will increase subordinates' rebellious psychology, and even if he can accept it, You will also fail to grasp the crux of the error because of your lack of focused language.

What's more serious is that some bosses seem to like to "beat the dog in the water". The more the subordinate admits his mistake, the more he growls.What is the outcome of such a conversation?One possibility is that the critics are dejected, and the other possibility is that the scolded subordinate thinks that he has admitted his mistake, and the boss still wants to hold on to it, which is too much.At this time, the timid character will lose confidence, and the stronger person may become angry.Obviously, it would be unwise for the boss to do this.

845. How the Boss Wants to Host a Meeting
Meetings are an important form of serving a certain purpose, and there must be clear topics and clear procedures.Before the meeting, make an outline of what you want to talk about, and ensure that the meeting proceeds step by step along your line of thought. This is actually the procedure of the meeting process.

Keep in mind the ideas and central issues you want everyone to know after the meeting.Your hosting should revolve around this theme.In order to strictly control the process of the meeting, some bosses ask the secretary to write manuscripts for themselves, pull out items, and read the speeches word by word at the meeting, and follow the script, which seems mechanical and dull.Remember, reading a manuscript is a disaster, don't read it.List the outline of the speech, and then speak in detail when speaking, neither off the script, but also off the script, and turn the content of the speech into your own language, so that the listeners feel friendly and natural rather than sloppy, so that people will not think you are It's a rote approach, regardless of the actual situation of the meeting, just burying your head in reading the manuscript.

To host a meeting, it is generally necessary to build bridges and joints in the middle to link the whole meeting into an organic whole.It can be said that this connection process is also a great opportunity for the host (boss) to develop himself.Whether the boss has excellent eloquence and outstanding wit, people will make their own judgments by his ability to organize and generalize.The linking language used by the host is nothing more than a link between the past and the future, affirming the front, putting the finishing touch on it, exhaling the back, exaggerating and gaining momentum.

For example, "Comrade's speech just expressed his heart, which is very exciting. Next, let's listen to other people's opinions."All of these are different and should be determined according to the specific situation. It is better to be just right.Let us look at another example.

A leader presided over the speech "I am a communist fighter", one of them talked about "People and Communists", and the next one talked about "There must be an entrepreneurial spirit of hard work".Between these two speeches, he said: "Communists are people, but they are not equal to ordinary people. Communists must be selfless and fearless, and they must withstand wind and waves. This is inseparable from hard work. Please listen to comrades. Speech." With just a few words, the transition is natural and unobtrusive, and there is no sense of far-fetched artificiality.

846. How the Boss Speaks Impromptu
Sometimes the boss is invited to give an impromptu speech as an attendee.It should be said that this is because the masses are ready to listen to your opinions seriously out of trust in the boss.Don't think of it as "catch ducks to the shelves", on the contrary, this is a great opportunity for the boss to adapt to the situation and analyze and summarize the problem level.A wonderful speech can have the effect of "a single stone stirring up a thousand waves", which will move the audience, and at the same time establish the personal prestige of the boss and make the subordinates feel sincere admiration.

1. Get ready.

Some bosses think that extemporaneous speeches are impromptu speeches, and they don’t need to make any preparations. When they come up, they will say “ah” for a while, and then “I didn’t plan to speak today. Then they talked freely, with neither topics nor opinions, and they simply had nothing to say, short stories and long stories.People ask "what the hell is he doing?" Even though it's extemporaneous, it can still be prepared.Generally speaking, the boss will be notified of the topic of the meeting in advance, and some relevant materials will also be sent to him. These delineate a certain range for the speech.

2. Clarify the topic.

Before the boss speaks, think a little and try to choose the right topic, which is very important for the success of the impromptu speech.In the whole process of speaking, if you start around the topic, you won't talk nonsense, and the preamble will not make sense.To choose a topic, generally speaking, you should consider the situation, closely follow the theme of the meeting, and make a reasonable choice according to the progress of the meeting.

3. Seek truth from facts.

"Seek truth from facts" is a basic principle of impromptu speech. As a boss, you must respect the facts and ensure that the materials you choose are informative and accurate, so as to gain the trust of the audience and achieve the expected results.

4. Concise and concise.

The impromptu speech time is not long, as long as five or six minutes, and as little as two or three minutes; the content is relatively concentrated, only one question at a time, and strive to speak deeply.Many people don't understand the importance of brevity, and what can be finished in a few minutes has to be talked about for a long time, just like Winston Churchill's evaluation of the character of his son Randolph: "He has a cannon for nothing." , but there is not much ammunition.” As long as you express what you want to express clearly and thoroughly, you don’t need to make a long speech, and you will still leave a deep impression on people. This is the essence of “succinct and concise”.

5. Easy to understand.

It is a basic requirement for a speaker to make a speech understandable.If the speaker has a straight face, shows off his rhetoric, and uses some difficult vocabulary to play tricks on the audience, it will only make the audience stay away.Such a speech is tantamount to wasting time. In the process of speaking, try to use the most easy-to-understand and vivid language to express your meaning. In this way, the audience feels very relaxed and friendly, and the speaker's reasoning is easy to be understood. People understand and accept.

6. Head start.

Whether the boss can grasp the audience at the beginning of the speech often determines the success or failure of the entire speech. A good opening speech is like an excellent tour guide, and can immediately bring the audience into the wonderful situation that the speaker has planned for them; The opening remark is a bouquet of colorful flowers presented by the speaker to the audience; a good opening remark is the easiest to open up the situation and introduce the main topic.Therefore, the opening remarks should try to avoid blunt and mediocre narration, but try to be unconventional and surprising, so that you can win by surprise and grab the head start.

847. How Does the Boss Coordinate?
Disputes between subordinates will inevitably affect work. At this time, the boss should mediate in time.Dispute mediation is an art, an art of coordinating relationships between people, and an art of educating and uniting people.Being good at mediating disputes is an essential skill for a boss.

First of all, careful investigation and careful analysis are required. "Without investigation, there is no right to speak." To mediate a dispute, one must first conduct a thorough investigation, not only to understand the cause, process, current situation and trend of the dispute, but also to understand the views, reasons, requirements and trends of all parties.Through the investigation, we can distinguish whether the dispute is "official" or "private anger", whether it is an unprincipled dispute or a conflict of principles, whether it is a difference in understanding or a conflict of interests.After analysis, grasp the essence of disputes in order to draw correct conclusions.Secondly, we must adhere to principles and convince people with reason.In addition, when mediating disputes, avoid selfishness.The boss should be based on the facts, in accordance with the policy, strive to be impartial, and convince people with reason.In the end, we should make the best use of the situation and vary from person to person.The main methods are as follows.

1. Spring wind turns into rain.

It is necessary not only to "make the tourists drunk by the spring breeze", but also to say something nice, but also to lose no time in "precipitating the spring breeze to sober up the wine", so that both parties in the dispute will be convinced by you.

2. Ambiguity approach.

Under certain conditions, for some unprincipled disputes, "fifty boards each" can be used. Using this method, both parties to the dispute will be criticized, educated and punished, so that they can wake up from the nightmare and maintain unity.

3. Emotional probation method.

In the process of mediating disputes, in order to ease conflicts and avoid major conflicts, let one party adopt a high profile to influence the other party, and implement "harmony between generals and relatives".The premise of adopting this method is that although one party to the dispute has a momentary feeling, he has a high level of awareness, and once instructed, he can understand the general situation and take into account the overall situation.Although the other party did not turn back for a while, it was not a rock.

4. Straightforward approach.

For less complicated disputes, the parties concerned can be summoned together, gong and drum face to face, to uncover the contradictions, "open the window and speak brightly", and resolve them on the spot.

5. Delayed treatment method.

If the time for mediation is not yet ripe, you might as well hold off for a while and wait for the opportunity to act later.But this must be that the dispute is already in a relatively stable state, and there will be no problem in suspending the processing.

6. High temperature heating method.

On the basis of criticism, education, and awareness of righteousness, both parties concerned shall adopt administrative means or organizational measures to correct and reconcile within a time limit.In addition, methods such as democratic consultation, ordering inspections, and notification of criticism can be adopted.When using this method, the psychological endurance of the parties should be considered, and the "heating" should not be blindly "heated", so as to avoid "haste makes waste" and unexpected problems arise.

7. Side approach.

Sometimes the disputes are complicated, the problem is difficult, and the frontal attack is difficult to be effective. At this time, we should start from the side flexibly and move forward in a roundabout way.Or let someone who has great influence on the parties do the work, "opening a lock with a key".

8. The method of seemingly retreating and advancing.

Sometimes, in order to ease conflicts and take the overall situation into consideration, after clarifying the reasons, you can make some compromises and concessions that do not damage the general principles.

9. Avoid giving way.

When dealing with disputes, if the mediation work is deadlocked due to improper measures by the mediator, the mediator should proceed from the interests of the overall situation, take the initiative to avoid and give way, and let other people in the boss's team come forward to mediate and solve the problem.

10. Give way to each other.

Through negotiation, both parties in conflict are forced to make concessions and reach a mutually acceptable agreement, but attention should be paid to the principles of fairness, justice and openness.This method is the most common and effective way to mediate subordinate disputes.

(End of this chapter)