Give credit to the superiors, and take the fault to yourself there is a word, all subordinates must know, called "gong gao zhen lord". What does that mean? That is to say, the people below, the people below, the people above

Give credit to your superiors and take faults upon yourself

There is a word that all subordinates should know, called "Gong Gao Zhen Lord".

What does that mean? That is to say, when the people below, the people below, pose a threat to the people above, or when the people above feel that they pose a threat to themselves, in this case, it is the "Master of Merit".

If you are a subordinate, you should give credit to your superiors. "This matter is entirely the wise instruction of leaders at all levels." Sometimes if you don't, you may be able to do the same.

Credit must be given to superiors.

Negligence must be wrapped up in oneself and grabbed by oneself.

If the credit is your own, you give it to the leader, then the leader will naturally find a way to give you back, and you also show your attitude, loyalty, no threat.

In fact, even if you don't let it, the boss as the head of the team, the results of the entire team originally belong to him, and the rights and responsibilities in the company are equal.

If the fault is the boss's, you must learn to take the fault on yourself. If you take over the faults that did not belong to you, the leader will owe you, and he will find an opportunity to make up for it.

In fact, even if you don't take it, if the team leader loses faith in a higher level, "the skin does not exist, the hair will be attached", and soon your team will become a marginal department. If you block some of the fire, the boss will have a chance to fight back, and the boss is the last hole card of the team.

Credit is given to come and go, so that everyone has credit.

Negligence is preemptive, so that no one is at fault.

Whether it is a subordinate or a manager, we must understand this truth.

As a manager, you must learn to self-examine.

In internal meetings of the team, when meetings are held to review, they say it is their fault at the beginning.

At this time, someone will stand up, which has nothing to do with the leadership, it is all my fault.

When he finished, naturally someone stood up again, and this had nothing to do with him, it was all my fault.

In this way, the whole team will be harmonious, rather than prevaricating with each other, and the cohesion of the team is formed in this way.

Believe it or not, you try another method.

As a leader, if you start by saying who is wrong.

Others will think, "Are you right as a leader?" ”

Not to mention others, the supervision is not thorough, the thinking is not thorough, the leadership is not square, these responsibilities you can not escape, right?

Author: Naruto's workplace jianghu

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