I watch TV, besides watching the news and the Super League, I also like to watch If You Are the One. I'm not afraid to laugh. As an uncle in his fifties, why do you like watching this TV program that provides a platform for single men and women to make friends?
I believe that people who like watching this program will have different reasons, and my reason is not to make friends, not to teach people to make friends, mainly because this program is not just a dating program, but a comprehensive program that integrates various social situations. From the festive and sweet atmosphere and cheerful laughter of this program, I realized six principles suitable for the workplace, and these principles are like fulcrums for professionals who hold these fulcrums in their hands.
The success of a program is the result of the whole team's division of labor and cooperation, and the host is the key link, and Morphy obviously has this trait, which is wise, humorous and funny, and he can complete every program with ease; When male and female guests have different views on some issues and cause disputes, or when words can't express their own ideas and cause misunderstandings, they can immediately come out to save the scene, explain, give good suggestions and effective methods, resolve the embarrassment and problems in time, and avoid deepening old grievances and further worsening contradictions.
Supervisors in the workplace (department heads and company leaders) perform their respective duties and are the key roles in the normal operation of the company. When there is an emergency within his management scope, such as safety and quality accidents, which can not be solved by ordinary employees, the supervisor can not be a bystander. It is your bounden duty to take action as soon as possible to reduce losses, restore reputation and maintain corporate image. Usually, this situation is also a time to test the ability of the supervisor to deal with, direct and solve problems on the spot. Only when he crosses this dangerous beach, or even saves the day, can he be regarded as a truly competent supervisor.
It is normal for people to have different personalities, but when they appear in the program, because male and female guests don't have much time to meet and communicate, it is inevitable that they will magnify their shortcomings, ignore their own advantages and even regard them as shortcomings, resulting in misunderstanding. For example, some people are introverted and inarticulate, but they can sing and dance well and have artistic cells; Some people have strict family education, and they know from an early age that they can't ask others for anything at will. In order to get what they want, they must make unremitting efforts ... Basically, every program will have such examples, and the host will seize the time to encourage and praise them in time for their bright spots, and the praised guests will often be more confident and positive in future programs.
The same is true in the workplace. According to everyone's hobbies, professional knowledge, experience, personality and other factors, the adaptation between people and posts is the result that human resource managers are happy to see, but the difficulty of management is often not this idealized situation. Why do we often emphasize that human resources are the most important productive forces? For employees with personality, shortcomings and even obvious shortcomings and advantages, don't magnify their shortcomings. We should be good at digging out their bright spots and outstanding points, and if we want to correct someone's shortcomings, we should praise his merits, affirm his special talents, speak highly of him and raise expectations. I believe that as long as they are a little self-motivated, they will cater to your expectations, and they are willing to give full play to their advantages and talents, so as to really play the role of "giving full play to their talents".
In fact, people are eager to be affirmed by the outside world. The so-called "a scholar dies as a confidant and a woman is a confidant" is a rich sense of existence derived from sincere praise, which is not only a lubricant for interpersonal relationships to accumulate contacts, but also a booster for success in the workplace. As a manager, why not praise those who can achieve win-win results without spending any money?
In the program, we often hear that a guest intends to get married and have children at a certain age. Even the other party has specific requirements for height, education, weight, age and animal sign, and this difference is simply unacceptable. However, once a qualified guest appears at the scene, even if he does not meet some of the conditions he said, he will adjust it randomly, leave a light, and even succeed in holding hands.
In reality, you will encounter the problems of change and invariance mentioned in the program everywhere. As a company, the competition in today's market is fierce and changing rapidly. Innovation is an eternal topic, and coping with change is the magic weapon for the company to last forever. Huawei can be said to be one of the most innovative and crisis-conscious companies in China. As early as 20 years ago in 2000, Huawei's profit ranked first in China's electronics industry, but Ren published Winter of Huawei. In the article, Ren is not bragging about Huawei's achievements, but talking about the possible crises and failures of Huawei in the future, reminding Huawei to be prepared for danger in times of peace and never be satisfied with the status quo, which has created Huawei's achievements today. In the same way, for individuals, "natural selection, survival of the fittest" and "knowing the times is a hero" can also be regarded as a way of survival and competition based on the workplace.
Freedom of speech, everyone has the right to express his position and opinions, but it depends on the occasion, time and content of expressing opinions. Some guests in the program, their views have not been recognized by most other guests at the scene. The host and guests have put forward many useful suggestions and methods, that is, they are unmoved, stick to what they see, and eloquently call personality.
In the workplace, this is a big taboo. Successful managers will first establish a good communication and feedback mechanism to open the way for employees to put forward different rationalization suggestions every year and reward the adopted suggestions. As long as this idea can improve the efficiency and benefit of the company, it will even be included in a long-term incentive mechanism, and the part of the value-added commission will be rewarded to the proponent; Secondly, in order to listen, managers should be open-minded. As the saying goes, "Good medicine tastes bitter and is good for illness, but advice when unpleasant is good for action", and listening is the premise of acceptance. Finally, managers should be good at listening to good and evil in different voices, distinguish right from wrong, and draw useful and effective suggestions.
Some guests sometimes show fearlessness in the program and have an admirable sense of narcissism. In fact, it is this mentality that leads to passive marriage.
In the workplace, attitude is more important than education, money, appearance, talent or skills, and it is a hard-core condition for a smooth and successful career. Keith Havel, who was praised as the "star of attitude" by the Wall Street Journal, pointed out in his book Long Live Attitude that to cultivate attitude, we must first find the "goal" and "enthusiasm" in life. Without them, it is easy to get lost and fall into frustration. When you have a dream, write it down immediately and make an operational action strategy for it. As long as the goal is determined, tell yourself, "Never give up, never stop" and face any setbacks and challenges bravely. This example, even now, has practical significance. For the enterprises and employees affected by the epidemic, confidence is more expensive than gold. Without confidence, the enterprise will collapse; For a college graduate who has just stepped into the society, at the beginning of his work, he should lower his posture to relieve all kinds of discomfort and lower his expectations in exchange for a positive attitude. When he encounters uncertainty, discomfort, confusion and difficulties, he should consult more colleagues, communicate with relatives and friends and ask for help. For projects that need to be completed by one person, humbly ask old colleagues and masters. Working alone will only be difficult. A team mentality allows you to integrate into the big family as soon as possible and win the support and respect of your colleagues. A good start is the foundation of a smooth career.
In the program, some guests will ask that they can't cook and do housework, while some guests will agree to do housework in order to please others and catch up with the progress.
In fact, this unprincipled accommodation and dedication will make you lose yourself and may not get true love. If you are a man, it is an immature performance and a taboo in the workplace. As an employee, especially as a manager, communication is a science. When communicating with employees, first, you can encourage more and put forward some expectations and hopes, but you can't make promises at will; Second, we should grasp the discretion of speaking, say what is consistent with our identity and authority, and don't exceed our authority; Third, we should fully consider each other's ability, conditions, growth space and other basic conditions, and speak with pertinence; Fourth, we should say the right words at the right time and consider the consequences of speaking. For example, in the face of an employee whose emotions are out of control, the first thing to do is to stabilize the employee's emotions, rather than reason with him.
These are the six lessons learned from this program. As I hope, every guest can find each other's likes, which can bring some inspiration to professionals, help my career and be the greatest encouragement for me to write this article. thank you