It Is A Good Leader To Dare To Use The Rotten Apple Leader.

In management practice, we find a fact that many people who are regarded as "rotten apples" by "managers" and "destroy teams" are not all black sheep.

Many people are often very good employees - smart, studious, intelligent, high thinking, more unique, just because they are not suitable for their position, or do not do enough, do not get enough attention from managers, and thus resentment and self abandonment.

First, the organization changed the technology department which originally belonged to two workshops into a technical management department, but it was a headache for the manager.

The chairman and general manager have been struggling to find a suitable candidate.

One of them is technology.

However, it has aroused my attention.

The profession has also worked in the company for three years, and has a deep technical attainments.

Punishment for some process violations is never soft.

But according to everyone's reflection, his character is irritable and unobstructed. He especially likes to talk back to the new general manager. He often lets the general manager get out of the way in the technical analysis case. The typical "thorn head" has been blacklisted by the boss as "rotten apple".

So the author suggested that why such a person should not be tried? Moreover, he could not find a better candidate.

No one is perfect, talent is talent, if too much pursuit of perfection, there may be no company available. Moreover, a competent and honest person is dragged into the "blacklist" in the company, and is regarded as rotten apple by the leadership.

Besides, a person with personality and ability will gradually become "bad" in the company. There must be some problems in the mechanism of the enterprise, and there must be some problems in the way of leadership.

Niu Gensheng once divided talents into four groups.

First class talents are capable and have no temper. Two talents are capable and have a temper. Three, such as talented people are not capable and have no temper. Four, etc.

In the enterprise, first-class talent is simply the Phoenix hair chestnut, three of the talent can not be used, and four of the talents do not dare to use it for you. Only two talents are the best choice for the enterprise at the moment.

The problem is that enterprises should try to establish organizational rules and improve the organizational process. First, tolerance and adjustment of the two talents should be carried out slowly, so that they can turn personal behavior into organizational behavior and turn traitor into real talent. That is the way to solve the problem and turn two talents into first-class talents.

In fact, it would be easy for leaders to dispose of similar two talents as "rotten apples" casually, but it is actually unwise and irresponsible for leaders.

On the one hand, it negates the leader's own ability -- unable to set up the system process, unable to form organization resultant force, unable to show leadership, that is, to admit the power of no one; on the other hand, it shows that the leader's mind is narrow-minded, and he dissolves his dissidents and has no tolerance for others.

At last, it only damages the prestige and interests of the company.

After all, people are not apples. They must not be lost.

A good leader must have the heart of people, the ability to educate others, and the power to pform people.

A good leader must be able to use his talents, and must not only look at the short of people. Therefore, good leaders must distinguish between "rotten apples" in enterprises and treat them fairly.

The responsibility of leaders is to train talents for enterprises, and those who dare to use their own negative voices can show a leader's broad mind.

We can not always be left and right by some management theories. Management itself is an art that needs continuous innovation. Only by doubt can we innovate and develop.