非常成功的老板根本不在乎是否受人爱戴。
I’ve seen plenty of bosses who might talk the talk about demanding exceptional performance but, all too often, they just want employees to like them. What’s more, they want people to speak well of them, to be “friends” with them. This type of boss is afraid that if they set high performance targets and challenge their staff to meet and surpass them, their esteem will slip. As a result, they ease up on their expectations, sometimes without realising it. Not surprisingly, performance falters.
我见过许多老板,他们可能会讲到有关于卓越表现的要求的谈话,但他们通常也希望能得到员工的爱戴。同时,他们希望员工可以说他们的好话,和他们成为“朋友”。这类型的老板害怕的是,如果他们设定高要求的目标去挑战他们的员工,员工会超越他们,那么他们的威严就会下降。因此,这类型的老板往往会放宽期待值,有时甚至根本没有意识到这个问题。毫无疑问,员工们的表现是止步不前的。
Some of the best leaders I’ve seen, whether in research or coaching, come to work with a razor-sharp focus on results. These immensely successful bosses don’t care much about being liked. Their expectations are both staggering and non-negotiable — and their teams know it.
我见过的那些顶尖的领导者,不管是在研究还是指导上,都是非常尖锐的结果导向型。这些十分成功的老板根本不在乎是否被人爱戴。他们的要求和期望是十分惊人并不会退步的----他们的团队十分了解这一点。
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