✎ Lead.
Incompetent leaders, grasp attendance, ordinary leaders, grasp things, powerful leaders, do this!
In the workplace, we often see three kinds of leaders:
Those who are incompetent will keep an eye on attendance and stifle the vitality of the team;
Ordinary people are always hands-on, but they often fall into the dilemma of micromanagement;
And most of the powerful leaders do this!
01
Incompetent leadership, grasp attendance
Incompetent leaders often focus too much on attendance, as if the value of employees can only be measured by the length of time they attend.
(1) Attendance first, management short-sighted
Incompetent leaders always regard time as the only criterion for measuring the efforts and value of employees.
It's as if as long as employees clock in and out on time, it is enough to show their efforts and contributions.
However, they ignore the true meaning of work – results and efficiency.
They simply don't understand that productive work isn't just about spending time in the office, it's about delivering real results and innovation.
Imagine that your employees have already completed the task at hand, but because of the constraints of the attendance system, they have to stay in the office and "fish" until the end of work, which is simply a great waste of company resources.
To put it bluntly, there is no form of clocking in and out, but there are few actual results during the work period.
(2) Engaging in formalism and rigid dogma
Incompetent leaders, whether they are at the top or at the bottom, are particularly fond of engaging in formalism.
Their management style is like an assembly line job, everyone has to follow their template to do it, and the slightest mistake will be regarded as an outlier.
In practice, this kind of leader does not consider the personality needs and differential development of employees at all, and only knows how to blindly emphasize the form but ignore the substance.
This kind of management method is simply applying the same template to all people, which makes people feel extremely depressed and stiff.
(3) The rigid system is too rigid
Incompetent leadership, management methods are too rigid, never flexible adjustment according to the actual situation.
When they encounter things, they always blindly smash the system, but they never understand that the system is dead, but people are alive.
When there is a conflict between the system and the actual situation, they often choose to maintain the authority of the system.
Thus ignoring the actual needs of employees and the overall interests of the team.
This kind of management style of doing things according to rules not only stifles the enthusiasm and creativity of employees, but also leads to a dull team atmosphere.
02
Ordinary leaders, grasp things
Ordinary leaders are hands-on, but they often fall into micromanagement.
Not only does this make them tired of coping with themselves, but it also hinders the development of the team and the growth of their subordinates.
There are three typical performances in the work.
(1) Hands-on, tired
Ordinary leaders always can't help but want to meddle in the work of their subordinates, and it seems that only by participating in it can they ensure the smooth completion of the task.
In actual work, they are always worried that their subordinates will not do well in this or that, so they must personally watch everything, even if it is just a small detail.
Because they are always concerned about every work of their subordinates, they cannot achieve real exit management.
Not only do you exhaust yourself, but your subordinates can't really get training and growth.
(2) Pay close attention to details and stifle innovation
Ordinary leaders often get bogged down in details.
They pay close attention to the details of their work, and it seems that only their own ways and methods are correct.
They often have a conservative attitude towards new ideas and suggestions from their subordinates, and they dare not try easily, let alone dare to make mistakes for the results.
This practice not only limits the development of the team's thinking, but also stifles the innovative spirit of the subordinates.
In the long run, the team's creativity and flexibility will be severely constrained, and it will be difficult to adapt to the changing market environment.
(3) See the trees, not the forest
Ordinary leaders focus too much on the immediate tasks and goals, but ignore the long-term development and overall planning of the team.
They lack forward thinking and can't point the team in the direction of their development.
When strategizing, you can only see the trees in front of you, so you ignore the whole forest.
In the future, the team will also miss out on development opportunities, and even appear helpless when faced with difficulties.
03
Great leadership, do it
However, on the other hand, those powerful leaders do this, and these three points are the foundation.
(1) Big things, put the direction
A strong leader will firmly control the direction when facing major decisions to ensure that the goal is not deviated.
They have the insight and forward-thinking skills to point the team in the right direction in a timely manner.
Although the direction is set by itself, it does not interfere too much in the execution process of subordinates.
They give the team the freedom and freedom to try different ways to solve the problem while ensuring that the end result is as expected.
This style of leadership not only ensures the steady development of the team, but also stimulates the enthusiasm and creativity of subordinates.
(2) Trivia, authorized to do
Great leader who knows how to delegate.
At work, they understand that letting professional people do professional things is the key to improving efficiency.
In management, they will not indulge in daily chores, but will delegate these affairs to appropriate subordinates.
And I stand on a higher perspective to control the overall situation and ensure that the final result is not biased.
After all, companies pay wages to organize their employees so that they can use their professional abilities to drive forward together.
If leaders do everything themselves, they will not only get themselves bogged down, but they will also hinder the team's progress.
Therefore, you should be good at delegating power to management, let your subordinates play their strengths in their respective fields, and understand that you rely on everyone to get results for yourself.
(3) Idleness, do not meddle
Another characteristic of a strong leader is that he will never easily interfere with the idle chores in the team.
They know that team members are fully capable of handling these trivial matters on their own, and the team's adjustment and collaboration are also tempered and improved in this process.
This kind of leader, like the team's think tank, plays the role of Xiao Zhuge with peace of mind, and only helps at critical moments.
However, as leaders, they also understand that no matter how many tricks they have, they can't tell their subordinates everything.
Because they know that too much intervention will not only weaken the autonomy of the team, but also develop the bad habit of "stretching out their hands and opening their mouths" in their subordinates.
Therefore, when encountering problems, subordinates are encouraged to think independently and discuss solutions together.
It not only avoids the dependency habits of subordinates, but also motivates everyone to find a way to solve the collision.
This management style not only reduces the burden on the leader, but also enhances the sense of responsibility and belonging in the process of the team dealing with problems independently.
At the same time, it also avoids internal conflicts and dissatisfaction with oneself caused by excessive intervention by leaders, so that the team atmosphere is more harmonious.
✎ Write at the end
Incompetent leaders can only count the hours and abide by the rules;
Ordinary leaders will only grasp the details and be exhausted;
Wise leaders, on the other hand, already know how to delegate power, lead and trust.
This kind of leadership can really lead the team to get the goal as soon as possible, what do you think?