To express a higher level of dissent, you need to use “appreciative inquiry” + “constructive integration” 6qfpHKV4S8nDvBbIZ2Bl_g “>” knowledge management “(ID: Guanlidechangshi) , author: Songchun Tao.
Observe the leader’s words, and you will gain appreciation and rise step by step?
I’m afraid you have any misunderstandings. Below, Enjoy:
01 Why obedient employees Not promoted?
Samuel, a trainee I trained, has worked as a sales director for a private company for many years. He has always been diligent and hardworking, and he has always been obedient to the project and work requirements that the boss has explained to him, and he has completed it without discounts.
At the beginning of 2020, the vice president in charge of sales at their company left and left the top position. He thought that with his qualifications and experience, this position was none other than him.
Unexpectedly, after waiting for a while, the boss was promoted to another director. He was very upset and confessed to me:
The brother obviously did n’t spend much time in the company, did not have a deep sales experience, and had a good relationship with the boss. Sometimes he had a meeting with the boss, and he dared to sing back against the boss. I?
02 Beware of the “Russian matryoshka phenomenon”
According to the boss, unconditional obedience to superiors must mean a good relationship with the boss, and can you rise in the workplace? Many people in the workplace share the same misunderstandings as Samuel.
From the perspective of management communication, the biggest benefit of obedient is the minimum communication cost, the easiest way to reach a consensus, and easy follow-up implementation.
But if IWe want to go one step further. Absolute obedience and obedience mean that employees gradually “degenerate” into tools that only know how to execute.
The metaphor of an image is a Russian matryoshka. Every level of management brings out a “small obedient self” with a smaller size. Without independent opinions and opinions, it cannot provide different perspectives and perspectives.
Of course, in the post-90s and post-95s, which are increasingly becoming the mainstay of the workplace, the simple and rough “command and obedience” must not be used to define the relationship between workplaces.
For employees, facing superior communication, how can they express their true thoughts and opinions when the two sides disagree and there is no consensus?
Next, I will share with you four tips for constructively saying no.
03 Four tips for constructive saying no
Tip one: Establish a psychological contract between the two parties in advance
In most cases, subordinates will only consider whether to raise an objection with the boss when the differences really come, and how to make the boss accept his objections.
Actually, smart employees will not wait until the moment of opposition to express their opposition. They will choose the right time to discuss with the boss how to deal with the disagreement between the opinions when the situation is calm and the superior is in a good mood, and strive to establish with him. Psychological contract.
This kind of psychological contract becomes the most powerful reference point when you are emotional. After all, once the boss allowed the agreement in the first place, he would basically not lose his temper when the opinions were divided.
An HR colleague whom I have been in contact with for many years has been cultivating in a private enterprise for many years. The senior executives around me have changed round after round. Only his position has been very stable and won the trust of his boss.
He shared with me that as soon as he joined the company, he asked the boss at the wine table where senior executives welcomed him. If there were differences between him and the boss on the issues of knowing and employing, would he be OK? Put forward directly, the premise is of course based on his professional judgment, and he will also fully respect the boss’s ideas and final decision. When the boss touched his glass, he readily agreed.
Tip # 2: Agree on the purpose before discussing the content
When the subordinate and the boss have different opinions, and the two sides ca n’t dispute, the main reason for the boss ’s anger than the specific content is that he thinks that the employee ’s opposition and doubt pose a threat to his goals and interests.
Therefore, before discussing the content with the boss, the wise employee will first agree with the other party on the purpose, first of all, from the bottom standpoint, let the other party feel that everyone is in the same camp and that they are heading for common interests.
When the boss feels that you are in line with his purpose, you can speak more frankly. If you ca n’t, your boss may think that your disapproval is a lack of loyalty to his interests.
Frank, my former colleague, is currently in charge of the global business operations of a brand under a group company. He has achieved outstanding performance for many consecutive years, and he is unique among the group ’s brands, contributing a lot of cash flow and net profit to the group.
The chairman of the group appreciates Frank very much, so he hopes that he can also take over the business operation of another brand business in the trough period. Frank thinks again and again, if he feels that he is responsible for two brands at the same time, time and energy may not be taken care of Moreover, he has no confidence in whether he can quickly bring another brand out of the sales trough in the short term, but for this reason he does not feel that the chairman can accept it.
Finally, he rejected the boss ’s proposal with a reason acceptable to the chairman—he needed to concentrate all his time and energy on the current brand and continue to contribute cash flow and maximize profits for the group. For the reasons for his refusal, the chairman accepted it, and he succeeded.
Frank’s success lies in saying “no” while showing your concern for the interests of the boss and the company. A person who only loves himself and does not love the company, the boss has no reason to love him.
Trick three: Respect the boss from the heart in a subjective mind
Most people take it for granted that in the process of upward communication, respecting the boss is equal to obeying each other. If you want to show respect, you must weaken your dissent; if you really express dissent, it will appear that you do not have enough respect for him. This dichotomous view is wrong.
In fact, you can find a way to convince your boss that you respect his authority. When he feels that this respect is guaranteed, you can state your point frankly and sincerely.
The following two suggestions may be helpful to you:
1) The decision-making power is fully turned in
On the one hand, let the boss feel that all your dissent expressions have both factual basis and logical support;
On the other hand, let him feel that you will not make a decision for him, he is firmly in control of the final decision-making power, not you.
2) Mild and firm attitude
Your upper body needs to lean forward slightly, gaze at the other party, and lower the voice, slowing down the speed of the speech, so that the other party feels that your objection is after careful consideration, and your expression is purely directed to the thing itself.
If your voice is too loud and your speech speed is too fast, not only does it seem that you do not have enough respect for your boss, but also that you are too emotional and not right for people.
Taking a negative example, I once hired a product manager with strong professional skills, but unfortunately, he was fired by the boss during the trial period. One of the reasons is that he does not speak or understand Communicate upward.
For the first time, he had the opportunity to report to the management on the annual product plan. When talking about the details of a category plan, the boss put forward a different point of view. This buddy interrupted the boss without waiting for the boss to finish. : “Boss, this idea of yours will definitely not work, it is completely outdated.”
The boss ’s face turned black before the words fell.
Trick four: Do “addition” and “multiplication” on the other party’s mind
Behind the expression of higher-level objections, there needs to be “appreciative inquiry” + “constructive integration” for blessing, “appreciative inquiry” for the boss’s ideas, to find the flash point of the other party’s ideas, and then use ” “Addition” and “multiplication”, into their own ideas, to complete “constructive integration”.
A good friend of mine, Luc, has been promoted 7 times in a large private enterprise for 14 years. Starting from the product manager, he has been the CMO of the group. He is very important to him and he is trained as a successor.
He shared with me that every time when there is a disagreement between him and the chairman of the board, he will first tell himself that the chairman has started from scratch, and to achieve the scale of the enterprise today, there must be something superior to him He will be more open and active, trying to figure out the boss’s idea, why does the boss think so, what is the difference between his own idea and the boss’s idea.
Second, he then adjusted his thoughts to the other party ’s thoughtsIncorporate more grounded, more operational practices, produce more innovative solutions, and then find the right time to report to the chairman.
This method of “addition” or even “multiplication” on the other side’s thinking always achieves good results. The chairman often applauds the new plan and gives special resources to help He was invincible and invincible.
The comedy master Chaplin once said that learning to say “no” will make your life much better. For professionals, learn to constructively say “no” and your career prospects will become much brighter.