I don't know if you feel this way, but we especially like to label people. Although we all say that people are complex animals and cannot be defined by simple labels, in fact, that's what we do. For example, we will say that Xiao Zhang is a super strong person, and Xiao Wang is particularly good at dealing with interpersonal relationships. Labeling seems to be human nature.

Many managers will unconsciously label people in management. Because labels can let you know a person quickly and help teamwork. However, the use of labels will cause problems, which will hinder the team from getting to know each other accurately in the long run. For example, have you ever heard the saying that sales should be competitive and wolf-like; Leaders should be strong and decisive; Financial affairs should be rigorous and conservative. Sounds reasonable, right? This is also the way we usually use labels. But I have to tell you that this will have great side effects and affect the performance of the team.

For example, have you ever heard the saying that sales should be competitive and wolf-like; Leaders should be strong and decisive; Financial affairs should be rigorous and conservative. Sounds reasonable, right? This is also the way we usually use labels. But I have to tell you that this will have great side effects and affect the performance of the team.

Labeling will bring "prejudice" and "consequences". For example, for managers, a subordinate's style is very soft, so you think he will definitely not be a good manager and cannot control the overall situation.

When you use this wrong labeling method, labeling becomes prejudice and limits the development of the team. Soft managers actually have a lot of power. They influence the team in a gentle way and gain people's hearts, which is beyond the reach of strong managers. But because you mislabel it, you will deny the value of this management style and miss the treasure in the team.

Behind the weakness is often the advantage, and the key point is to turn waste into treasure. So is the label. Its dark side is to create prejudice and limit its potential.

As we all know, putting a positive label is actually not praising a person, but encouraging him to develop in a certain direction.

But if the label is wrong, the result will be out of shape.

Two kinds of labels:

The label "smart" has no room for development and will not inspire his efforts, but will only make him proud.

How to choose a label is very knowledgeable. As a manager, after correctly understanding subordinates, you should ask yourself:

This direction is that you can consider labeling him instead of simply showing his advantages.

When using positive labels in management, the purpose should be clear. The purpose of labeling is to create an environment and guide him to work in the right direction. We should separate praise from encouragement.

Negative labels will convey a feeling of "two different people, no road".

If managers label themselves with this negative label, it may also bring unexpected benefits.

Let me give you an example. A CEO I worked for was very strong, with a bad temper, and could not understand other people's emotions, especially interpersonal relationships. Then he will use negative people to set labels to reduce the damage caused by this weakness and help him manage the team better. How?

After I helped him and his team understand themselves, he told everyone: "I am a person who is naturally insensitive to interpersonal relationships. I don't even know when to offend people. " Although the coach is helping me improve now, this is my biggest weakness after all. Please forgive me if I have wronged everyone. "Of course, he will use the method we talked about in the third class to find a support system to overcome the shortcomings. But when he is under great pressure, he can't help losing his temper.

However, because his people have set a label, everyone will be particularly tolerant. Even after the newcomers are scolded, the old employees will comfort and say, "Don't be angry. The boss does this to everyone, not to you. You don't have to worry about him. " In this way, the damage caused by his temper will be much reduced, because everyone knows that this is his weakness.

The CEO is smart and has set himself a safe sentence. What does this mean? He told his subordinates that when I said it was "really serious, really a big problem", it meant that it was not an emotional problem, but a serious situation. This is also a way to help you separate the problems that really need to be taken seriously.

In short, he labels negative people, helps team members overcome his important shortcomings, accepts his imperfections, and then reduces the harm caused by shortcomings. So I said that artificial labeling, like any other management tool, is essentially neutral, depending on how you use it.

You need to combine two aspects, the first is your own feelings, and the second is objective facts.

Feeling is what you think is difficult, disliked or uncontrollable.

Objective facts are external feedback, the effectiveness of work, or the results of evaluation tools.

Through this feedback, you can see what others want you to improve, what you are not good at, and the weaknesses in your personality. The intersection of these two answers is that your negative character has set a label.

I take myself as an example. On the one hand, when I am under great pressure, I tend to ignore things and people, have no patience and can't be considerate; On the other hand, the feedback from the team is: I hope you can slow down and not be in such a hurry. The evaluation also shows that although I am highly mobile, I am easy to be reckless. Considering everything, I come to the conclusion that lack of patience should be a negative label for me.

Take me for example. What is the purpose of using this label? I hope to reduce the negative impact of my impatience on the team. Then how can I express it? I will say, "Lack of patience is one of my weaknesses, especially in stressful and urgent situations. Of course, with the help of the coach, I am making progress, but if I am impatient again, I don't take care of your feelings and have no patience to listen to your explanation, please forgive me. "

Have you noticed that the key to correctly expressing negative labels is to describe in detail what may happen? In this way, everyone will directly sit in the right place and start the tolerance mechanism. So I said, "If I don't care about your feelings or have the patience to listen to your explanation", this is a concrete scene. A simple sentence, such as "impatience", cannot effectively achieve the goal.

Of course, there are some secondary considerations for using negative labels in this way.

& lt& lt& lt "Team Management 20 Lecture" Learning Notes