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Jingdong book

领导干部魅力学

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领导干部魅力学

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上司总爱找你碴?
平级总爱排挤你?
下属总是太难管?
很多人感叹,做个中层干部实在很难。
其实,那是你没有找对方法。
在《领导干部魅力学》一书中,曾仕强教授运用几十年的管理经验告诉你,做个让上司满意、让平级喜欢、让下属服帖的好干部,其实没有那么难!

Content Description

领导干部有魅力,员工就会心悦诚服地团结在他的周围,积极愉快地工作。那么,领导干部的魅力从哪儿来呢?
《领导干部魅力学》中,曾仕强教授综合自己对西方管理理论和中国传统文化几十年的研究,从人性、管理、沟通、干事、处世、个人魅力修炼等方面告诉你,如何成为一名既能获得上司信赖,又能感召员工、凝聚员工的优秀领导干部。

Author Description

曾仕强,中国式管理之父,当今中国极具影响力的管理大师与国学大师。台湾交通大学教授,台湾师范大学教授。英国莱斯特大学管理哲学博士,美国杜鲁门州立大学行政管理硕士。研究中国管理哲学三十年,首倡中国式管理,名动政商学界,享誉海内外。
曾仕强教授深谙中国传统文化与西方管理理论,学问渊深,世情洞达。他是央视《百家讲坛》超受欢迎的主讲专家之一,以其深厚的中国文化功底和中西贯通的渊博学识在中国管理界独领风骚,被著名国学专家钱文忠教授尊为“我们这个时代的天人之师”。
Catalogue

第一章管理无方,做好干部只是空谈
◇不管人,一定要理人 03
◇管理不是非此即彼的简单选择 07
◇管理是修己安人的历程 13
◇无为而治,使大家各自发挥所长 18
第二章做好干部,先了解人性
◇不执着是第一特性 23
◇讨厌被人管 25
◇天生爱讲理 27
◇说话模棱两可 29
◇做事小心谨慎 38
◇圆通而不圆滑 45
◇明哲保身最要紧 47
◇怕吃亏上当 51
◇爱占小便宜 52
◇自私又爱面子 54
第三章掌握中国式沟通的基本功夫
◇先说先死,因而专门胡扯 59
◇一味不说,同样死得很惨 61
◇说而不死,才是真功夫 63
◇重真实性,更重妥当性 66
◇不需明言,使大家有面子 70
◇申诉有道:对象不同,方式不同 72
◇下情上达:谨记“上下”观念 75
◇上情下达:不要高高在上 77
◇平行沟通:避免“谁怕谁”的心态 78
第四章做人做事要通晓“情、理、法”
◇外圆内方,遇事“情”字为先 83
◇遇到矛盾,用行动去化解 84
◇给足面子,使其讲理 85
◇既重制度,也重人情 86
◇外方内圆,知法更要知变通 87
第五章好干部与上司相处之道
◇对上不能拍马屁 95
◇“上司永远是对的”辩证法 97
◇向上司报告有技巧 103
◇上司越级指示后要求得双赢 109
第六章好干部与平级相处之道
◇学会将心比心 117
◇懂得照顾同级别 119
◇不要太计较 120
◇互助而非竞争 124
◇遭遇平级越位指示后要多反省 125
第七章好干部与下属相处之道
◇适才适用,还要跟踪指导 129
◇分清下属是“不能”还是“不为” 131
◇安抚好能干、耍大牌的下属 132
◇把自己的意见变成下属的意见 134
◇承上启下,不出卖老板 137
◇增事不增人,不要硬碰硬 139
◇指出下属的错误,还要让他有面子 143
◇下属越级报告后与其认真沟通 149
第八章个人魅力成就最好的干部
◇守本分——明白什么该做,什么不该做 153
◇守规矩——守员工心甘情愿接受的制度 154
◇守时限——提前完成才能做到 155
◇守承诺——除了理,还要讲人情 156
◇重改善——避免突变,而要永远在变 158
◇善调整——分清角色,避免混淆 159
◇善沟通——沟通上下之情,而不是转达上下意见 161
Book Abstract

不管人,一定要理人
很多干部总是抱怨自己的员工不好:“就是他们妨碍了企业的发展。”可是,员工是你请来的,他不好,你辞退就可以了,为什么请他来却又说他不好呢?其实,员工不好,往往是上司带坏的。所以,很多人跟我讲员工不行,我第一个问题就是:“那你干吗要他?当初经过甄选,你认可他才让他进来的。他本来很好,跟了你变得不行了,那是谁的错?是你的错,是你把人家带得不行了。为什么这个人跟着你就不行,跟着另外一个人就行呢?”
那么,作为中层管理者,你应该怎样带人,怎样管理人呢?其实很简单,就是一句话:不要管他。有人会说,那怎么行?这样做的道理是什么?
因为管与理不同,管是管,人性不喜欢被管;理是理,人性喜欢被尊重。“敬人者,人恒敬之”,把管做到理,你就成功了。
员工不受管的真相
大家都不喜欢被管,但对于干部而言,还是要管的。关键是怎么管。员工的“不受管”,含有“受管”的成分,关键在于“需要”——需要时要你管,不需要时不要你管,这才是其不受管的真相。工作顺利时,员工最讨厌别人管;一旦遭遇困难,特别是走投无路的时候,他就会大声喊:“为什么你不管我?!”贤明的干部,应该在这种时候再来管他——在他需要时管他。
人性喜欢理,喜欢被看得起
我们经常会听到有的员工说:“你干吗不理我?”“你凭什么管我?”说明“管”和“理”这两个字的含义有很大的区别——有一天你把管做到理,你就成功了,因为理的层次比管的层次高得多。理,就是看得起:你看得起他,他就看得起你;你看不起他,他照样也看不起你,不管你是谁。有些人看人,完全是看对方对自己怎么样:你对我笑,我没有理由不对你笑;你对我板脸,我的脸会比你的好看吗?
随时随地找到平衡点
西方人热衷于X理论、Y理论,中国人则不是这样。X理论相当于性恶论,Y理论相当于性善论。然而,人无完人。人既不会百分之百的好,也不会百分之百的坏;人性不是彻底的善,也不是彻底的恶,而是可善可恶。
我问一个老板:“那个人讲错话,你骂他我能理解,因为他讲错了;另
外一个人讲得对,你干吗骂他?”
老板说:“他错,我是骂他错;他对,我是骂他搞得我没有面子,他讲得越对,我越没有面子,我不骂还得了?!再对也没有用!”
这就是老板骂下属的道理——下属讲得虽然对,却在不对的时候、不对的地方讲,所以他是错的。因此,要把管做到理,不仅话要说对,而且要在合适的地方说。说得老板有面子,他就会承认你对;说得他没有面子,再对也是错的。
而道理又是变动的。比如一个会当老板的人,在下属面前赞美一个中层干部,然后马上又把干部叫到办公室里面训斥,为的是“平衡”。这个老板有自己的一套道理:一旦赞美那位干部以后,他以为自己真的很行,然后就会阴沟里翻船,这是老板害的;然而,他总得不到赞美,就会有挫折感。
做干部也是这样,有时候很守规矩,有时候并不守规矩;有时候讲话很有信用,有时候讲话却没有信用。一切都是摇摆不定的,要随时随地找到这个“跷跷板”的合理点。
注意掌握尺度
事情都是通过人来完成的。所以,只要把人理好了,事情自然就做好了。如果存心不管,管理者就是不负责任,但如果存心要管,故意整人,也是不对的。那针对这一点,我对干部的一个意见是:少发脾气。不是说不发脾气,因为那是做不到的。那就要注意掌握其中的尺度。
甲:“你刚才挨主管训了?”
乙:“是。”
甲:“他说你什么了?”
乙:“我不知道。”
甲觉得很奇怪:“他训你那么久,你都不知道他说什么?”
乙很无奈:“我就看到他的嘴巴一直一张一合的,我什么都没听,管他呢。”
可见,管理的时候直接训人发脾气是没有用的,对员工一点影响都没有。那应该如何做?传统的中国式管理,是对不同状态的员工采取不同的措施。一个好的管理者是这样的:你做得好的时候,我为什么要管你,我不需要管你;你做得不好,我也不会管你,但是我会提示你,提示无用,就再提示,提示实在不管用,我才会训斥你(如图1-1)。
想少发脾气怎么办?就要少做指示。这个是很难的,因为很多人都喜欢发布指示。但是这样真的很不好,因为你所知道的虽然很多,却也还是有限的。
孔子一再说自己无知,苏格拉底也说:“自己唯一知道的事情就是我一无所知。”我们的头脑是有局限性的,要不然为什么要借用别人的头脑呢?一个人要发财也很简单,那就是借用别人的资金,借用别人的智慧。凡是成功的人,都很少说话。作为老板,他一说话,所有人就都按照他的话去做;老板不说话,所有的人都说话,老板就有很多的选择性,对自己非常有利。同理,作为干部,如果你是一个经常做指示的人,就限定了自己的下属,使他不太会动脑筋。一个很有主见、很果断、随时有主意的人,他的下属经常脑袋空空:第一,他们想了没有用;第二,他们说的跟领导不一样时会挨骂。最后,他们不再想也不再说,干脆让出整个舞台来,让领导一个人去表演——唱独角戏。
如果一家公司的人才慢慢地外流,就等于得了经营上的癌症。所以,老板要让下属们表现,而不是自我表现。同理,中层干部也要让员工表现。
老子最高的智慧是四个字:深藏不露。员工并不会一下子就能接受深藏不露的观点,心里认可,但是嘴上还死不承认。有的老板问我,如果讲深藏不露,有能力同没有能力不就是一样的了?此言差矣,没有能力,谈不上深藏不露,因为没有什么好藏的;有判断力、有选择力、有声望,才有资格深藏不露。
深藏不露的意思是在该露的时候才露,这个注解非常重要。应该露的时候你不露,人家就看不起你;不应该露的时候乱露,人家就会看笑话。有很多主管的形象在自己的下属心目当中简直是个笑话,这是他们自己的责任。
……
Introduction

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Jingdong book