Each subordinate is “reliable”, what will be your choice?
The answer is “lookable.”
Looking forward
When going to school, the teacher always likes two types of students. The first type has good grades and has been stable in the top few for a long time. The second type has not outstanding grades, but it has been continuously improving and the ranking has continued to rise slightly. s student.
In fact, many years later, it is easier for teachers to remember the latter class of students, that is, the students who have entered the top 10% of seniors after they have entered the class in high school; of course, the students who are more impressed must be those who have just entered the class It is the first in the class, the first in the grade two years later, and the final college entrance examination is the “citywide champion”.
This is called “exceeding expectations” in anticipation management.
People’s way of thinking is easy to “linear extrapolation”. If you take 25 tests this time and 20 tests next time, the teacher will expect you to test 18 more next time.
But there is a paradox in “exceeding expectations”. If you are always “exceinging expectations”, then “exceeding expectations” itself becomes an “expectation”. What’s more, how can you possibly exceed expectations every time?
If you are still 20 in the next round, will the teacher have expectations of taking the 18 again? It depends on whether the teacher thinks you have “upside”.
For a person, “upside” is a subjective judgment. Often, the predictor has a “prediction model”, and this model is derived from experience or prejudice.
For example, many people think that students who are smart but not hard work have more room for improvement than students who are hard but not smart. This is a common prediction model. Right or not, the point is that many people think so.
So, what is the prediction model that influences the superior’s development space for a subordinate?
What we usually call work ability is actually divided into two parts:
Part of it is the ability to solve problems with your own expertise, which is what we usually call “business capabilities”;
Part of it is people’s professional qualities, such as the ability to learn and innovate, the ability to communicate and communicate, the ability to think logically, and the ability to make overall plans. This type of ability is often common in various fields. I call it “common ability.”
Obviously, strong executive ability is sufficient for executive staff, but to go up, we need to be able to control all functions to work together. Obviously, “common ability” is more important. Business capabilities make your work better than expected, and general capabilities can show your “upside”, which forms a common “forecasting model.”
Actually, As long as you have “exceeded expectations” more than twice, plus the leadership believes that you have “upside”, you can form a “forecastability.” Promotion is an irreversible thing. You are also the “work resource” of your boss. Of course, leaders must consider how far you can grow in a few years.
To sum up: “Predictability” is a judgment of current performance, and “forecastability” is an assessment of future space; “Predictability” is a measure of stability The judgment, “forecastability”, is an assessment of growth.
However, the promotion of a large company must be a few people with strong “forecastability”. How to make a choice?
The answer is “controllable.”
Controllable
There is a psychological effect. If you want to quickly get the favor of a stranger, you can imitate each other’s movements. The principle is the psychological pleasure brought by similarity. “Similar” here refers to behaviors and values. In ancient Chinese, “not Xiao” was the same as “unfilial piety”, that is, unlike his own son, he was the son of filial piety.
Why do we like people like ourselves? First, it is easy to predict the actions of the other party and maintain consistency in cooperation; second, it is easy to get positive feedback from the other party and have more confidence in themselves.
Similar people are easy to gather together, which makes employees of large companies often have their own unique “taste”, Ali has “Ali flavor”, Tencent has “Tencent flavor”, Huawei has “Huawei flavor”, and central enterprises have ” “The central enterprise taste”, Ali simply set up a “smell taste officer” in the recruitment, which is served by the old Ali. This “taste” is actually the values, the unique culture of the company, and some hidden rules of the company’s work.
From some readers’ inquiries, I found that most young employees at the executive level have difficulty understanding the importance of corporate values. Because the effect of “values” becomes more obvious as you go to the decision-making level. This is related to some characteristics of decision-making.
If there is a feature of writing a decision, it is called “Grayscale Analysis, Black and White Thinking” . What it means is that when analyzing problems, you need many levels, good, bad, favorable, and unfavorable, all of which need to be taken into account, so there is “grayscale”, but when it comes to decision-making, Your options are very limited, often black and white.
This leads to different decision makers, under the same decision conditions, will make opposite decisions, especially a very complex decision, the “black and white” change boundary between the thoughts.
We know that enterprises need the continuity of their operations. They are most afraid of “one emperor and one emperor.”
There is a psychological effect. If you want to quickly get the favor of a stranger, you can imitate each other’s movements. The principle is the psychological pleasure brought by similarity. “Similar” here refers to behaviors and values. In ancient Chinese, “not Xiao” was the same as “unfilial piety”, that is, unlike his own son, he was the son of filial piety.
Why do we like people like ourselves? First, it is easy to predict the actions of the other party and maintain consistency in cooperation; second, it is easy to get positive feedback from the other party and have more confidence in themselves.
Similar people are easy to gather together, which makes employees of large companies often have their own unique “taste”, Ali has “Ali flavor”, Tencent has “Tencent flavor”, Huawei has “Huawei flavor”, and central enterprises have ” “The central enterprise taste”, Ali simply set up a “smell taste officer” in the recruitment, which is served by the old Ali. This “taste” is actually the values, the unique culture of the company, and some hidden rules of the company’s work.
From some readers’ inquiries, I found that most young employees at the executive level have difficulty understanding the importance of corporate values. Because the effect of “values” becomes more obvious as you go to the decision-making level. This is related to some characteristics of decision-making.
If there is a feature of writing a decision, it is called “Grayscale Analysis, Black and White Thinking” . What it means is that when analyzing problems, you need many levels, good, bad, favorable, and unfavorable, all of which need to be taken into account, so there is “grayscale”, but when it comes to decision-making, Your options are very limited, often black and white.
This leads to different decision makers, under the same decision conditions, will make opposite decisions, especially a very complex decision, the “black and white” change boundary between the thoughts.
We know that enterprises need the continuity of their operations. They are most afraid of “one emperor and one emperor.”