Five Fatal Error middle management.docVIP

 PAGE \* MERGEFORMAT 8 Five Fatal Error middle management Now that chose to become management, you no return, you must constantly change to adapt to the company itself, to adapt to corporate culture, or culture, rather than allow the company to adapt to you ... ... In our side, often see a lot of middle management cadre worked very hard and overtime is often the things that make ‘love plants, such as home’ is not at too much, but they are not always recognized veterans, not the support of subordinates, not to say that a job on the improve. After summing up, I think if you want a qualified middle-level cadres, they should avoid the following four fatal error One can not truly understand the CEOs Company general manager, especially in private enterprises as a business leader, heart and soul of the enterprise. CEOs thought as if a national law, as is the enterprise guide to action. As a middle-level cadres, therefore, you must understand the CEOs are like as people, ideas, and to his thinking as a compass to guide our work. There are many middle-level cadres has always complained that the company put a lot of development proposals, from personnel management to technical innovation and so on, but the boss has not been recognized. But they never thought that these are not the boss likes to hear, or your own wishful hope. Should be aware that the company will not end with the wishes of a person to change, in addition to the company’s CEOs. Most of the changes in the company are veterans of the ideological changes began gradually after the change, rather than in a professional manager, a department manager, when the ideological shift change. Here, as the middle management cadre you have to remember a word. In the boss’s thinking has not changed before, do not try to change the owner, as the middle management cadre, we can do is how to boss the existing ideology, to do things better. 2, can not be in-depth understanding of the company’s culture If you want to mov