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sab35807
Apr 12, 2022
In General Discussions
Going back to training, if you want a person to develop good habits and good standards, the opportunity to really change people's habits is not when the other party is wrong, but when the other party is right (right or wrong here, Can be understood as meeting company values/standards or not). Instead of yelling at the other person when they do something wrong, this will only make the other person resist and not know what to do. The best opportunity to develop a habit is to praise the other person when they do the right thing. When you do something wrong, it is not scolding, but using this opportunity to understand empathy and feedback. In addition, when complimenting, don't praise the other person for being smart and talented, and don't praise too broadly that it's great. What you need to praise are specific things and values. For example, you are doing very well because you demand yourself beyond the industry's standards. Because you didn't give up and fight to the end. If the special leads compliment is talent or intelligence, the other party will think that acquired effort is not as important as innate and will always want to prove that he is smart. Too much exaggeration will make it seem very perfunctory, exaggerating for the sake of exaggeration the to ordinary product manager and the team leader. If you really want to give optimal suggestions to the people in the team, first recognize the progress and efforts, and then put forward the requirements. And give the rope. Not for emotions and stress. Don't impose the current needs of the company on the other party. What may be needed is a person with a completely different ability and experience level, rather than helping the company. Giving the team correct and objective feedback is helping him, not just complimenting or concealing it for fear of hurting the other party's heart. All in all, governance management companies should use more objective things such as principles, standards, systems, and goals, and try to use less subjective indicators such as feelings, emotions, and personal judgments.
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