Coping when the leader makes a mistake
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Leaders of different levels naturally have different levels of decision-making. As a subordinate, you are often tired of low-level commands, but please keep in mind: "Leaders can never go wrong." You must remember this iron rule, carefully consider it, and apply it from time to time.
Realizing that there are not many ironclad rules, subordinates see the leadership's mistakes and have the following three inappropriate reactions:
Strive for reasons, desperately persuade. Such people are very spineless, but they often become "martyrs." "You die before you leave a teacher." In the company, you are "pushed into the cold" or "exiled" before your ambitions are displayed. Who wants to end up like this?
Follow the rules, what is right or wrong to me. This kind of person is very pleasing to the leader at this time, and everyone dismisses him, thinking that it is soft and boneless. Don't rejoice prematurely. Once the leader finds himself "sitting in a frying pan", this person "does his best to fan the flames". Can he spare him?
Explicitly agree, secretly refraining from doing it. Although he temporarily holds his job, once the leader realizes that he is two-sided and disloyal to himself, how much room does he have for improvement?
So is there a better way? of course! That's the fourth reaction: tactfully oppose, try to implement the leadership policy after dissuasion fails, and always keep the situation in favor of the company's development. This kind of person acts modestly and is mature and prudent. There is nothing wrong with success and failure!
In the workplace, if a leader appreciates an obviously flawed sales plan and asks his subordinates for their opinions, how should he answer it? Yes, it should be euphemistically suggested like Zhuge Liang: "This plan may not be the best, but it has its viability. In the end, it's up to you to decide."
Saying this takes into account the dignity of the leader and is polite.
When the leader is very sincere in asking employees for suggestions and suggestions, if the employee is greatly moved and wants to speak freely, it means that the person has not yet reached home in his practice.