Leaders will choose those who have the following characteristics for training:
1. Brilliant: leaders will choose talented, capable and potential people to cultivate, because such people may become the backbone of the future and make greater contributions to the development of the team and the enterprise.
2. Strong plasticity: leaders will choose those who accept new things, have strong adaptability, and can quickly adapt to changes for training, because such people are easier to accept guidance and training, and can grow faster.
3. Aggressive: leaders will choose those who are enterprising, goal oriented and self driven to cultivate, because such people can be proactive, self driven and constantly pursue progress in their work.
4. Team cooperation: leaders will choose those who are good at communication, have a spirit of collaboration, and can unite with others, because such people can play an active role in the team and contribute to the harmony and progress of the team.
5. High stability: leaders will choose those who have serious working attitude, high stability and sense of responsibility to cultivate, because such people can maintain a high sense of responsibility in work and contribute to the stable development of the enterprise.
Leaders will choose those who have potential, strong plasticity, initiative, good teamwork and high stability to cultivate, because such people can make greater contributions to the development of the team and the enterprise.
In the workplace, we must strive for the training of leaders to achieve our professional ideals and goals more quickly. For leaders, the following four types of people are most willing to train. You can compare them. If you are not among them, we must find ways to move in this direction.
1. A competitive person.
A person has a competitive personality, which means that she is very ambitious and has a strong self-esteem. She thinks that losing will lose face. In fact, this is called a competitive personality in the workplace. People with this personality can often accomplish important tasks very well. Therefore, the first type of people that leaders are willing to cultivate is people with this personality.
2. A person who is willing to accept challenges.
Willing to accept challenges is a proactive attitude rather than a passive waiting attitude. Leaders have many temporary tasks to complete, and each unit will also have new business development. These things are new for leaders and units. They must be completed through people who dare to challenge, and dare to accept challenges. From another level, It means being able to accept new things and have pioneering spirit. For such people, leaders certainly like to cultivate and reuse them.
3. A person who is ambitious.
The so-called ambition is that they have a clear career plan and a clear goal. Only the ambitious people have the potential for personal online development, and these potential are the most rare quality of a person to make progress. Leaders usually take the first approach to suppress such people and eliminate their impetuosity and eagerness for quick success, Then we should focus on the training objects. Finally, these people are promising. If a person has no ambition, the leader will not train them. Because they are also little sheep, they can't bring the team forward.
4. The person who volunteered.
The so-called initiative means that when the company has a new project or the leader has many tasks, he will take the initiative to ask for some tasks, which are often not within his scope of responsibility. Such people are good at challenging themselves and prefer to help the leader to solve difficulties, so they will be particularly liked and cared for by the leader, When the leader can't arrange some things, it is often these people who help the leader. What's more, this kind of person has one characteristic. When he or she voluntarily stops doing things, he or she will go all out, do well, and even do his or her best than his or her duties. This is not only an apparent desire, but also to prove to the leader that this kind of person is the fastest leader in training and selection.
First of all, what kind of people do leaders like to promote? Most of the criteria for promotion have the following characteristics:
First, it must be someone with excellent professional ability. If you don't have enough professional ability, you really can't be competent for important positions.
Second, people who are down-to-earth, have industry experience but also have grass-roots experience, whether group leaders or middle-level cadres, leaders still hope to have the experience of bowing down, rather than doing things superficially.
Third, the ability and boldness to solve problems. Many people want to be leaders, but they don't know that every level of leaders has their own problems and difficulties to solve, instead of getting money by drinking tea and chatting. In my opinion, the common quality of good leaders is that they are capable of solving problems, and they are bold enough to solve problems. They don't push or hold back, and they are willing to be responsible for the results.
Fourth, it is flexible enough but reliable at the same time. It is flexible enough to have different ways to deal with different events without violating the bottom line, but it is honest and reliable instead of cheating.
Fifth, have confidence and momentum. Leaders will face all kinds of people. How to mobilize everyone's enthusiasm? If we can make everyone work together for the goal, we need personality charm, as well as the confidence brought by professionalism and resources, and the aura of not being afraid.
Sixth, the work assigned by leaders can be completed at the first time. All work has priorities. Pay attention to whether the work priorities are reasonable. Generally speaking, the work assigned by leaders should be completed first, which is a respect for leaders and a hidden rule in the workplace.
Seventh, the work quality is high, and the detail performance is good. Leaders don't like subordinates who do things carelessly. It is a very annoying thing to always clean up the tail and wipe the buttocks of subordinates. Therefore, if you want to make a good job in the workplace, do not add chaos to the leadership.
Eighth, take the initiative to share the concerns of leaders. When leaders have difficulties, stand up and take the initiative to solve their problems. For example, if the product sales are not good, take the initiative to explore their own social relations, find channels to expand their sales, or put forward constructive suggestions to help leaders open their minds.
