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“金”牌领导

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“金”牌领导

快乐员工与满意绩效兼而有之

Greenleaf Book Group Press,

15 min read
10 take-aways
Text available

What's inside?

什么样的领导艺术能够让你成为金牌领导?


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7

关键特征

  • 实用性

导读荐语

领导者总认为自己要么做一个人见人爱的贴心上司,要么就得做一个令人畏惧的铁腕老总。怕得罪人,很难出成绩,反过来总想着实现绩效目标则又势必导致员工士气低落、精疲力竭、频繁离职。组织心理学家塔莎·尤里克博士在本书中阐释了领导者兼顾员工需求与企业绩效的诀窍。她认为只要方法得当,领导者完全可以做到“关爱员工,同时提升绩效;因势利导,兼及责任;感谢之余,鼓励再接再厉;快乐工作,同样有所作为”。作者刻意选择了大家较为熟悉的领域,但所提建议却广泛适用于希望改善工作效果、提升号召力的各类领导者,getAbstract在此特别推荐。

浓缩书

以人为本,还是绩效优先

员工需求和企业绩效目标哪个更重要?这似乎是管理者普遍面对的难题。事实是,两者并非孤立存在,因为企业要实现健康发展,两者不可偏废。一方面,领导者需要和员工保持良好的关系,获得他们的信任,培养员工积极向上的态度;另一方面,领导者又需要员工做出成绩,让企业赢利。要做到这一点,你需要平衡以下几组关系:

1. “关爱员工与提升绩效”

作为领导,你必须学会信任员工,并获得员工信任。 恐惧是信任的绊脚石,恐惧会导致相互指责、浪费精力、焦躁不安、以讹传讹。因为害怕,员工会不顾一切明哲保身;会因为自己在领导面前的言行举止惴惴不安;会怯于表达自己的想法;面对自己无法理解的变革,也会单凭主观臆想,以讹传讹。要克服畏惧心理,必须建立彼此间的信任。

“自身能力过硬是获得他人信任的基础。”想要获得员工信任,你必须向他们证明自己不是外行,要努力缩短自己同员工的专业差距。听到不懂的专业话题,花点心思研究一下。必要时可以参加业内会议,阅读行业期刊,或请导师为你答疑解惑。

要获得员工信任,还要做到言出必行,不做空头承诺。学会和员工分享自身经历,公平对待每个人,以赢得他们的信任。可以就一些安全的话题和员工进行交流讨论,如个人爱好、宠物、家庭等。闲暇可同员工一起出席社交活动。每个季度,或每一、两年组织一次集体出游。学会在员工面前承认自己知识上的欠缺,其实,敢于承认不足,更容易赢得信任;不懂装懂,只能适得其反。

关于作者

塔莎·尤里克(Tasha Eurich):组织心理学家,别名“T博士”,领导力与团队培训顾问,创意领导力培训中心教员,丹佛大学与科罗拉多州立大学工商管理硕士(MBA)项目客座嘉宾。


恭喜你又学完了一篇干货!复述、评论及做笔记是对知识最大的致敬↓

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  • Avatar
    6 年 前
    领导者总认为自己要么做一个人见人爱的贴心上司,要么就得做一个令人畏惧的铁腕老总。怕得罪人,很难出成绩,反过来总想着实现绩效目标则又势必导致员工士气低落、精疲力竭、频繁离职。本书清晰的阐释了领导者兼顾员工需求与企业绩效的诀窍。认为只要方法得当,领导者完全可以做到“关爱员工,同时提升绩效;因势利导,兼及责任;感谢之余,鼓励再接再厉;快乐工作,同样有所作为,事半功倍。

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