Female leaders often educate me because of some private matters. Can I take care of her?

In fact, in the face of criticism from leaders, whether male or female, the first question we need to think about is, why do they criticize us?

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First, establish a correct understanding of the boss.

1, abandon personal prejudice against female bosses

First of all, we need to establish a correct understanding and not be biased against female bosses.

Not all female managers will have individual emotions in the management process, and not all male managers will not have individual emotions. It is necessary to distinguish between personal management style and personal personality characteristics. On the contrary, women are better at handling and controlling emotions than men, especially in the workplace.

But when our superiors are women, the first thing to do is not to be influenced by the external market voice, to get along with the female leaders objectively and to cooperate with her to complete the corresponding work in the management process. So, first of all, what we need to do is to get rid of personal prejudice against female bosses. When you ask others to be objective and fair, you also need to keep objective and rational cognition.

02. Female bosses have their unique management advantages.

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In team management, we must first make it clear that women, as a team leader, have their own disadvantages, but they also have their own advantages. Many people will say that according to the traditional concept in the team, people may think that women are more emotional and not decisive enough.

But in fact, in modern workplace cases, women have her unique advantages and characteristics, that is, whether she can better manage the team for emotional communication in the process of leading the team.

Second, what should I do in the face of criticism from my female boss?

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0 1. Accept criticism rationally and objectively. In fact, whether facing the criticism of male or female leaders, when our superiors criticize us, it proves that either we are not doing well or we are not doing well enough.

Therefore, at this time, no matter whether the leaders are personally emotional or not, they need to accept our criticism first.

When criticized by leaders, many people either keep silent all the time or begin to show a very wronged expression.

People from different angles pay different attention to the same thing.

At this time, for many people, they only pay attention to the right or wrong of the thing itself and the reasons behind it.

For some newcomers in the workplace, they will also pay attention to their emotions and feelings.

If the concerns of employees and leaders are not in the same direction at this time, it is useless to say anything to the leaders.

At this time, you need to apply the first rule: listen to the criticism of the leader calmly and give feedback appropriately.

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There are three taboos in listening to leadership criticism:

Don't show calmness and indifference, don't show grievances and sadness, and don't directly contradict and quarrel with leaders. When a person is angry, whether it is a leader or an employee, whether it is a male leader or a female leader, it will be emotional. We can shield her emotional part first and listen to her criticism of our objective part rationally, objectively and seriously.

At the same time, different cognition and angles will lead to different views on nature.

The perspective of managers is often different from ours, so we need to think from their perspective as much as possible.