Another side of the coin: The leader and distance among the staff

submitted 29-07-2010

Since must share my management carefully with everybody yesterday, have received some friends' feedback successively: There are ones that share experiencing; There are ones that participate in discussing; Still ask about news, ask I have seen on the staff's MSN what on earth. However, everybody may have neglected another side of the question: Managing leaders and distance between the staff keeps leaders and distance between the staff briefly. As the administrator, we also need to learn to look at problem dialectically.

In fact, mention what things are having a chat about me on earth between the staff just as I share in the gains How to appraise to me All these are not important, the more important thing is, can find out the original ecology of work that our administrator lives in from it:

1.Distance between the staff, than close distance between the we have, their communication has no obstacle than communication between they and us.

2.Everybody stand in one's own angle going, thinking issuing just usually, speech, judgement of him based on position, values, information he know of him, make. This weakness that is a human nature that we can say, says, this is a characteristic of a human nature for or neutral some. But in any case, this is reality that our administrator must face.

So, as the administrator, while communicating among and the staff, need to remind oneself to pay attention to choice and assurance to the topic constantly, guarantee the information that oneself transmits can be staff's accurate understanding. One li of fine long hair so as not to be lost is wrong with thousand li.

This is the real original idea that I wanted to say yesterday.

However, the above-mentioned views and conclusions are also only one side of the question. As the administrator, we must also learn to look at problem dialectically: Another side that should learn to see the question. Namely: Manage leader and subordinate relation, except keeping the distance, should also draw the close quarter. And we it needs ponders deeply to be what distance is kept, what distance is furthered only.

In fact, all persons (include all staff too) ,All because of " Like " You will do the thing that you need him to do diligently. The famous educationist DavidAspy of U.S.A. has ever written a book " the children do not learn from person who they do not like ", point out in the book, if a student does not like a teacher, he will produce resentment to the lesson that this teacher taught, even cause achievement of this subject to glide sharply. It is believed that each person who becomes students has personally one's own or experience observed.

Similarly, as administrator being the same too, you and there are distances between staff, then you may gain " Respect " ,But will not gain " Like " . And all of us are perceptual, animals of the emotion, so, " like " Usually have greater influence. Believe each had the intersection of love and person gone through to fail can be realized deeply to this. TA leaves you, not because you are not outstanding enough, but because you do not have enough to be " lovely " ,It is like this in TA's view at least.

So, what I want to say is, as the administrator, we must see another side of the coin: Distance between making close and staff. Then how to do My own experience is:

1.Let them understand you. Especially understand you who are actual, you of the real disposition. Find out about your happiness, anger, grief and joy, your happy and trouble. Conquer strength truly most, can make the distance between people and people close most too. Moreover, people have a common characteristic: Like helping others. So, if you have a question in life to tell staff about, and can get the worker's help. Then help even more the health furthers the mutual distance.

2.More to the staff's approval, and transmit this kind of approval to them. No matter Drucker, or Malik, Mond of Fred, find, the outstanding administrator is good at finding the staff's strong point, and transmit one's own discovery and happy feeling to the staff in time. We are many now enterprises all manage the performance. But most enterprise regard executive and the staff's meeting time as public accusation meeting or can try (namely: Only examine) ,And forgotten, it is the rare a chance to approve of the staff in leadership.

3.More time are with staff. Even if not other things, it is only for understanding each other. Nobody will like a person not understanding at all by oneself. This whether I advocate and set an example by personally taking part the main reason why you has a dinner party at noon constantly in one's own company and group too. Certainly, if when getting along, leaders can listen attentively to more the staff's voices further, the result will be much better.

Certainly, it is that one has both science and questions of art to manage leaders and distance between the staff, it is one on the basis of science but practice is in the thing of art. It needs each leader to study, go practice constantly, and endless. Say, in the course of growing into an remarkable leader from this meaning, we are forever: On the road.