[原创]如何树立威信
<p align="center"><span style="FONT-SIZE: 15pt; COLOR: black; FONT-FAMILY: 黑体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-font-kerning: 1.0pt; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"><strong>如何树立威信</strong></span></p><p align="left"><span style="FONT-SIZE: 15pt; COLOR: black; FONT-FAMILY: 黑体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-font-kerning: 1.0pt; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"><strong> </strong></span><span style="FONT-SIZE: 15pt; COLOR: black; FONT-FAMILY: 黑体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-font-kerning: 1.0pt; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">1</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、树立威信的一个方法：就是做遵守制度的榜样。作为一个领导者不可以凌驾于制度之上，如果你遵守制度，你手下的人不照干能行吗？如果领导者都遵守制度，下级就会步步效法，人人都会忠实照办。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>2</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、优秀的领导应该尽量表扬他的下属的才干和成就，要尽可能地把荣誉让给下级，遏制</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"></span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">自己的虚荣心。应该把自己摆在后面，这样下级就会为你尽心竭力。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
<br/><span style="mso-spacerun: yes;"> </span>3</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、事实上，除非你致力于培育人才，不然你自身是不会得到发展的。一个优秀的领导者在他回顾自身的经历是，他会发现最高成果的阶段是他帮助培养一批人才的时候，如果能为组织培养出一批优秀的管理人员，这对组织是大有益处的，即使其中有些离开本组织去其他组织就职。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>4</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、一个领导人要培养你的下属不要只是提出问题，而是要他提出经过深思熟虑能解决问题的办法和建议，这种方法不仅可以节省不少你的时间，而且最重要的是培养下级才能的办法。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>5</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、不要害怕承认错误，你会对某些人企图解脱自己的错误所花的脑筋和时间之多感到惊讶，其实这都是没有必要的，一个人不可能老是正确的。如果有百分之六十是正确的，</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">而他又能迅速改进其他百分之四十，那他就是非常了不起的人，大多数人尊敬那些直截</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">了当承认错误的人的，这是大人物的特点。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>6</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、如果有人犯错，那就好比把牛奶倒翻了，反正你也不能再喝了。重要的是你应该用善意的态度去找犯错的人谈话，使他在谈话后下决心不再重犯这类错误。可事实上，当人们碰到这种情况时，往往狠很的训斥犯错误的人，其结果，当他离开后必有怨恨之心，</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">这样他一定无心去改正他的错误。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>7</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、在允许犯错的组织环境里，假如属下搞某些革新未能取得预期的效果，管理人员的答复是这样的：</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">“</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">你们从失败中学习到什么？那好，就根据学到的东西，继续试验，直到取得成功为止</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">”</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
<br/><span style="mso-spacerun: yes;"> </span>8</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、如果你不能将懒汉的人转变成勤勤恳恳的人，至少也得使他偷懒时感到不自在，别让</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">你身边有懒汉，哪怕有一个也会后患无穷，那样你就别指望其他人好好工作了。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>9</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、为了促进清晰的思考和快速的决策，领导者应定期要求各部门管理人简述本部门的现状，内容大致包含下列几项基本问题：</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">1.</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">所处的竞争环境如何？</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"> 2.</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">最近一段时间里，竞争对手有何作为？</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"> 3.</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">在同期间内，你的对应措施是什么？</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"> 4.</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">将来他们可能会如何攻击你？</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"> 5.</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">你准备如何超越对手？</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
<br/><span style="mso-spacerun: yes;"> </span>10</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、对组织取得成功要进行庆祝，庆祝活动虽小，但它是成功的一种标志，花点时间考虑一下哪些地方做对了，今后以发扬光大，我们都需要享受圆满成功的喜悦，使事业不断进步。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>11</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、在小组或智囊团做决策时，投票表决是一种不好的方法，当我们投票表决时，总会有赢者和输者。输者通常都具有报复心理，而且一个存在着赢者和输者的集体肯定会人心不合</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">——</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">将注定失败</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>12</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">1967</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">年，道格拉斯</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">.</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">麦格雷戈对信任下了这样的定义：</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">“</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">知道对方不会精心地或偶然地、有意识地或无意识地不公正利用我。此时，我可以完全放心地将我的处境、我的地位和我的尊严置于这个小组中；可以把我们的关系、我的工作、我的职业、甚至我的生</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">活置于对方的手中。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">”<br/><span style="mso-spacerun: yes;"> </span>13</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、在组织之内，信任的力量是很强大的，除非人们相信他们会得到公平的对待，否则他们不会尽力而为，我所知道创造信任的唯一方法，是展现你的价值观，然后说到做到</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">，你必须言行一致。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><br/><span style="mso-spacerun: yes;"> </span>14</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">、一个领导者可以通过设定高于人们认为他们可以达到的标准来扩大组织的价值观。</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">我们使用的绩效标准是：和世界上最好的一样。人们通常可以达到找到达到目标的方法，他们梦想和寻求这种方法，诀窍是不要处罚没有达到的人，只要他们有所改善就奖励</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">
</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">他们</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;">——</span><span style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: 宋体; mso-hansi-font-family: Tahoma; mso-bidi-font-family: Tahoma; mso-ascii-font-family: Tahoma;">即使他们尚未达到目标。但是除非你把标准订得足够高，否则你永不知到人们能达到何种程度。</span><span lang="EN-US" style="FONT-SIZE: 14pt; COLOR: black; FONT-FAMILY: Tahoma;"><p></p></span></span></p>
页:
[1]