Strive to be a career leader: empathy to win people

Strive to be a career leader: transposition thinking to win the people <br /> The highest level of workplace practice is not to master the unique technology, technical excellence is important, but only superb technology does not mean that you are a career leader, superb technology needs to rely on Rich network of resources to play a role. This is the so-called leadership category. In addition to having a wealth of technical skills, a professional person must master interpersonal skills. Of course, if you want to achieve higher development, you must have conceptual skills.
The so-called technical skills refer to the familiarity and proficiency of a specific area of ​​expertise, such as engineering, computer science, finance, human resources and so on. This is the most basic condition that this individual needs to work in the workplace.
The so-called interpersonal skills refer to the ability of a person to better promote work, improve work performance, and work together with other employees, mainly how to "treat people."
The so-called conceptual skills refer to the ability of employees to view the enterprise from a holistic perspective, that is, to view the enterprise as a whole. It determines the overall success of the company and plays an important role in the management and coordination.
For ordinary people in the workplace, technical skills are not very difficult. They can basically master themselves through professional study. Even if they are lacking, they can make up in a short period of time. When it comes to interpersonal skills, it is not so simple. Compared with technical skills, interpersonal skills are more demanding, and cultivation takes longer. For conceptual skills, it is not the goal that everyone pursues. There are very few people who can reach this level. More professionals should focus on technical skills and interpersonal skills.
This article focuses on how to improve interpersonal skills through empathy.
First, habitual blame on the outside of the <br /> life, we often have the opportunity to see two people for a thing to get red-faced, you come to me, do not give each other, there is no difference between high and low . This is especially true for work in the enterprise. The two sides have to clarify who is right and wrong for a small matter. They have to prove that they are right. The other party is wrong, but whether or not their actions hinder the work of other employees, is it interrupted? Business processes have caused losses to the company.
These performances have created obstacles to the management of the company, reduced the efficiency of work, and destroyed the positive working atmosphere, and stiffened the working relationship between colleagues and unity.
People's habitual thinking is a problem. Immediately think of looking outside for reasons, blaming others, rather than looking for reasons from themselves, and not considering other people's feelings. This may be related to the nature of our self-protection, but it is certain that this is by no means a good solution to the problem.
Let's take a look at a classic small case of blame:
At a corporate quarterly performance appraisal meeting, Marketing Department Manager A said: "The recent sales are not doing well, we have certain responsibilities, but the main responsibility is not with us. Our competitors have launched new products, which are better than our products. So we are also very difficult to do, the R & D department should seriously summarize."
R&D department manager B said: "We have introduced fewer new products recently, but we also have difficulties. Our budget is too small, it is a pitiful budget, and it has been cut by the finance department. How to develop new products without money? "?"
Finance department manager C said: "I have cut your budget, but you have to know that the company's cost has been rising, and of course we don't have much money to invest in the R&D department."
Purchasing Manager D said: "Our procurement costs have increased by 10%. Why do you know that a chromium-producing mine in Russia has exploded, causing the price of stainless steel to rise?"
At this time, the three ABC managers said together: "Oh, this is the case. In this way, we all have little responsibility, hahahaha."
Human Resources Manager E said: "In this way, I can only go to the Russian mines."
Second, blame for creating contradictions <br /> This story shows that when a job has problems, when it is necessary to define responsibility, people like to blame, like to shirk responsibility, rather than jointly find the cause of failure, and improve. As the case says, either blame each other, blame others, or end up, let the customer wait passively and complain.
If there is a problem, it will involve the division of responsibility, which may result in losses. No one likes to be responsible for the loss of responsibility and loss. When you are not responsible, you must try your best to defend. Even if you have the responsibility, people are not willing to admit it. Unless you give full evidence, they are not willing to admit mistakes easily.
In this way, people will have friction in their work, and they will be entangled in the determination of responsibility and engage in rigid interpersonal relationships. If the two individuals are absolutely confident, they all think that they are correct, the other party is wrong, and the responsibility lies with the other party. The problem is difficult to do, and the leadership must be coordinated.
Some things can be solved by the leadership, everyone shakes hands and continues to work. Some things can't be solved because of their complexity. It is bound to require more leaders to join. In the end, it may evolve into a contradiction between departments, causing the escalation of contradictions. From things to events, the situation will be ugly.
In fact, if when the problem arises, everyone can find more reasons from themselves, maybe the problem really lies in oneself, and they are guilty of sin because they are overconfident. I found the reason myself, the big things are small, and the small things are gone, so I avoid the shackles that I have been caught, and I don’t cause any reputational losses.
However, if you are an overconfident person and are willing to look at other people's jokes and enjoy it, then things will be difficult. You know, no one will post a ugly thing to yourself unless he is a fool.
Therefore, the two sides have been arguing over the issue of responsibility, but they have never been able to get a solution to the problem. The starting point of everyone is not to solve the problem, but to fight for the high and low, the goal is not uniform, and there is no way for the two sides to reach an agreement.
Third, empathy to win the network

In order to solve problems effectively, ease interpersonal relationships at work, and accumulate connections, professionals in the workplace need to cooperate with others when dealing with work relationships, especially contradictions. For example, a job that we have done together with someone has a leak, making it difficult to carry out the work. If it is not solved, it will affect the work efficiency. Then, let us not care who is responsible, do not ask why, just ask how to do, how we can do things well, solve problems and make up for losses, this is the solution to the problem.
In this case, we are centered on problem-solving, not the definition of responsibility. The two sides can unite and think for each other. The two sides work together to solve the problem. It is more important and important to solve the problem than any liability issue.