Overcome instinct and achievement pattern.
Editor’s note: This article is from WeChat public account “Ray Xiansen” (ID: RayZhang 1993), author Ray Xiansen.
In the eyes of many people in the workplace, the upward management seems to be far away from us. I always feel that the leadership is under the control of the subordinates. It is enough to do the work of the employees themselves. I discovered it later.
It’s too naive.
The success or failure of many things, just the moment you fight for it or not. Do not believe, you can try.
Talking about the word “upward management”, many people in the workplace will think that the leadership is not a good thing. It is best for the leader not to take care of me. I also think about managing the leadership. Is it too stable or not working? saturation?
After a certain period of time, there were similar ideas, but later I found out that I was too naive.
Since last week, the company department has restarted a design requirement for the App display page. The leader handed me the need to follow up with the product colleagues. I didn’t pay much attention to it at the beginning, and thought it was just a prototype. Figure, writing a requirements document is as simple as that,
After the project needs review, I was asked by the leader in a few words:
“Do not think of products, you have to consider the actual situation.”
“Do you have this design requirement discussed internally?”
“My time is precious, I only care about what the outcome is.”
Obviously, this is a review meeting that is destined to be approved. Later, during the process of rethinking the problem, I found out:
A lot of times, it is often thought that the leader is the one who is high above, thus neglecting his existence, and then his understanding of the way of working and thinking mode, the problems and differences naturally arise.
The real “upward management” is definitely not the so-called sneak peek, but can stand on the same line as the other side, have the same vision, and work hard for his goals and performance.
Only do this, your value is naturally unspeakable.
It is also in this workplace storm that I discovered that it was really necessary to “upward management”.
The person who can prove your value, are all objects worth managing.
About “upward management”, most people in the workplace have always had some misunderstandings. They always feel that subordinates should not manage leaders. Classical has once told a story in “Super Individuals”:
A time he was invited to participate in a country in Hong KongAfter a while, their CEO came, and the Chinese in the venue were subconsciously retreating because they felt that the boss was authoritative; many foreigners, even young people, subconsciously moved forward. They think the boss is a resource.
This advancement and retreat is actually two different mentalities.
Thinking of the boss as an authority, first of all to lower yourself, the person who hangs “your executives” every day, in fact, the heart itself defines itself as “our employees.”
Most people have always felt that leadership is an authority, and “our employees” is nothing but a nameless person. Where is it enough to manage a boss?
Everyone has different understandings of upward management, and they have different attitudes. They even have different attitudes in handling and leadership relationships, such as the following three types:
1 Fear of Psychology: If you see the leader, you want to avoid it. If you don’t say a word, you will never see it once.
2 Complaints: Look down and don’t recognize leadership, face to face behind laughter and play negative
3 Fight for Psychology: Leadership can help me, so choose mutual trust and achieve each other
Different understandings create different attitudes, and eventually each goes to a different end.
In the explanation of “upward management,” the most acceptable one is Peter Drucker’s sentence:
Anyone who can influence his or her performance is worth managing.
In today’s society, a person can’t form too much potential even if his ability is strong. Many people often put leadership on their lips, but leadership is just teaching you how to be someone else’s boss.
Before this, you have to lead two people first:
The first one is yourself, the second one is your boss.
Leading yourself is to go better. Leading your boss is to go further.
If you want to go further in the workplace, you must master more resources, and the power to allocate resources is mostly in the hands of the boss. What you need to do is to obtain resources. The management of the boss is precisely the first person in a mature workplace. a lesson.
The Art of War, the winners and the winners.
In order to accomplish the same goal with your boss and consciously cooperate with the boss’s process, this is not a flattering, but a necessary means for the self-added value and value of the workplace.
Again, can you help others to do things, isn’t it just proof of your own value?
Behind the upward management, is the only way for people in the workplace to achieve each other
Get a career instructor Xue Yiran once told her about her case:
Xie Yiran was responsible for the position of a company’s human resources department, her deputy professional experience ratioShe is rich. She also asked the boss at the time:
Why didn’t I give him a deputy?
The boss said that you are more suitable to lead than him, and the facts prove that this is indeed the case.
First, she is more aggressive. At that time, organizational change requires a more aggressive person to rush ahead.
Second, she has better organizational coordination skills. In order to be a department leader, in addition to professionalism, it is necessary to coordinate many things.
If the other side is strong, then you can work together better and build on each other based on trust and appreciation. In other words, you borrowed power from him and you can help him grow better.
If you are worried that you are being replaced, don’t invite him in, it seems that you have saved this position, but if you are not well qualified, the boss may directly recruit a more capable person and airborne into your leadership.
This way your administrative privileges have become smaller and have been replaced in disguise.
In fact, you may have lost a bigger game.
Why are there many people who dare not look for leaders or employees who are more capable than themselves? Essentially they don’t see the value and power of mutual achievement.
The sculptor Michelangelo has a cloud:
“I saw the imprisoned angel in the marble, only to be carved, to release him.”
The “Michelangelo effect” often mentioned by later generations is derived from this sentence.
It means that just like the sculptor Michelangelo can turn a stone into an art treasure, competent employees and leaders will also become the “carvers” of the other party. He can see you well and understand what you want. What kind of person becomes, continue to give you support and encouragement, let you turn into a better person bit by bit.
Before this, you have to understand why you have to find a “carver” that suits you?
It’s very simple. You are all in the same interest community in the workplace.
And in a team, the probability of success for the boss is the highest. His information, ability, vision, and resources are more than you, so if there is a person who can make it, and his boss can make it first, in theory, it is the most economical thing to form an alliance with the boss.
Mr. Chen Chunhua gave a particularly profound statement:
“70% of your performance is not determined by your performance, but by the performance of your leadership.”
Why do you say that?
The success of your leadership is most closely related to you. His project has become, your worth is improving, his project is defeated, and your ability to be strong in the team is useless.
In turn, he doesn’t rise, and your upside is limited.
If one day he is transferred because of his performance, then the successor will either come from other departments, either airborne or re-enter, and will not choose from the department where the performance is not good..
In short, the boss is not developing well, and the employee has no chance of playing.
Really effective upward management, is able to solve problems beyond expectations
In the workplace, the irreplaceability of a person depends on the word: professional.
Do you have a strong professional ability, whether you have a skill, whether you have a unique perspective on a certain field, which determines the upper limit of your growth and the lower limit of value.
If you are professional enough, regardless of your leadership, colleagues or your customers, as long as they have problems, the first thing that comes to mind is you, this is the certainty and trust you can bring to them.
Based on this determination and trust, you will have to work harder to complete the task and spend more time. You and the other party will get more than expected returns.
After all, you can solve more problems, and your irreplaceability will be stronger.
You want your boss and you to trust each other is actually very simple, as long as you can do the following two things:
First, become a person worthy of his trust
Second, become a person who is better able to solve problems than others
As long as you do the above two aspects, your boss will listen to your every suggestion with great probability. Even when he encounters a problem, he will ask you to discuss the solution. The invisible management of the boss is reversed. .
The so-called upward management is, to a certain extent, “super-expected management.”
If you can do a good job in your job, then you have already succeeded in half. If you take a step forward and pay more attention to some details in your relationship, it is easy to establish a good relationship between you and your boss – a mutually beneficial and growing relationship.
There are a lot of harassment in the workplace. There aren’t too many leaders who are willing to take the time to appreciate your interesting souls. Delivering results with a more than expected ability to deliver, perhaps more than you are chasing his friends.
How to achieve true expectations and let leaders really see the value of your existence, please refer to the following 4 points:
1. Active reporting, don’t work hard
Some people are nervous when they see their superiors, and they are not willing to report on their own initiative.
In fact, work reporting is only part of the daily work. There is no need to have a psychological burden. Pick a relatively formal occasion to report. On the contrary, if you wait until the superior asks you about your work, it may indirectly release a more serious signal:
He is already asking you for the result.
Since then why not take the initiative to give the other party the desired result?
2. Say the result first, streamline the process
No leader is willing to listen to your heart and talk about hard work.It is more convincing to put the results out.
When you get along with the leader, if you can’t catch the attention of your superiors for a short time, the conversation is likely to be interrupted. I suggest you say the results first, such as “this month’s sales, over 20% over the expected target.”
If he is interested in how to over-complete the content, it is not too late to elaborate on the specific marketing strategy.
3. Think about the boss’s point of interest and let the report exceed expectations.
It’s not difficult to do a job, but if you want to do a better job, you should stand on the position of the superior and think about the information he cares about.
For example, when you report a market user survey:
“This month’s sales are 200,000, the user’s male to female ratio is 2:1, and the age is mainly 20-30 years old,”
This is of course a qualified report, but if you can add an improvement plan to the report, you can exceed the expectations of the superior.
For example, “In this 200,000 sales, 80% of orders come from online, and later suggestions can increase the online marketing action and budget,” which in fact can better consider leadership issues and Position, after all, the last to pay for your ideas, or leadership.
4. With an answer, not with a question
A lot of mistakes that newcomers in the workplace can easily make: ask questions without thinking.
Know that it is very simple to ask questions, and to give constructive and even executable opinions to the superiors is to help him focus on problems and guide thinking.
Like the case at the beginning of the article, I just didn’t give the boss the results I wanted, but just generalized and talked about plausible content, not only wasting everyone’s time, but also making people’s business ability Good view.
Later, my other colleague said to me:
“Don’t ask questions to ask the leader, but report it with an answer. What you can do is give him an executable result. This is your value.
For example, the background and progress of this project are like this. At the same time, there are three suggested practices, namely ABC. The reason for this consideration is 1/2/3 respectively. The above is my opinion. I don’t know if you have What advice?
Workplace is the place to exchange value, for anyone:
The more value you can provide to others that is irreplaceable, the greater your value.
Don’t be afraid that “upward management” will offend people. What really offends people is to live up to the expectations and trust of others.
Upward management is precisely the best way for you to achieve the value of others.
Becoming yourself and fulfilling others is an instinct.
Becoming a good person and fulfilling yourself is the pattern.
can overcome the instinct achievement pattern, this is the true value of upward managementHave to think about the truth.